Leading Corporate Diversity Firms Says Companies HAVE To Start Firing Christians!
Posted by Job on July 5, 2008
Revelation 13:17 And that no man might buy or sell, save he that had the mark, or the name of the beast, or the number of his name.
Incidentally, I did not go hunting for this link. It was actually an advertisement that came up while I was reading my email!
This question is in response to a heated debate stirred by Asking the White Guys: Don’t Try This at Home, a blog entry by DiversityInc Partner and Cofounder Luke Visconti.
While I want to agree with you that a company shouldn’t have to allow employees to express (or live out) any and all values, I do think it’s a problematic position. Since it is the law that companies may not discriminate based on race (among other things), then wouldn’t this essentially mean that you should be unemployable if you hold racist views? And if it becomes illegal to discriminate against homosexuals, then, if personal beliefs are grounds for firing, wouldn’t that make many evangelical Christians unemployable as well? While I don’t personally feel that people should discriminate in hiring based on either race or sexual orientation, to then say that other employees should be fired if they hold personal beliefs that discriminate against one of these groups does seem to be less than open-minded. It’s just closed-minded in a different way. Obviously if people can’t get along in the workplace, then someone has to be fired. But if they can function appropriately at work, then I’m uncomfortable with the idea that they should be let go based on private values. I‘d prefer to live in a country where nobody was racist or homophobic, but who gets to make the list of values which someone can be fired for not holding? Who gets to decide what diverse beliefs are healthy to have in the mix and which should be banned? While on any given example I’m sympathetic (yes, it probably creates a hostile work environment for your coworker to, on personal time, post a YouTube video bashing Jews, and so perhaps a company should consider letting them go) but the ramifications as they play out are very definitely complicated if you genuinely value diversity and freedom of speech.
This has nothing to do with freedom of speech. Tolerating bigots doesn’t just create a hostile work environment; it creates a hostile customer environment also.
When assessing workplace behavior, however, it’s important to separate normal human behavior from bigotry. We are psychologically predisposed to trust people who look like ourselves. That’s because we are tribal animals and our dominant sense is vision. (Discredited Freudianism and Darwinism strikes again! Why do people hold onto discredited theories? Because even something discredited is better for them than the Biblical worldview that they hate!)
This is why the core of successful diversity management is breaking down those walls with training, mentoring and communications. Education, however, must be backed up by accountability because good intentions or serendipity will not overcome tribalism. (This fellow supports anti – Christ brainwashing techniques, as well as using fear and economic pressure techniques.)
Treating people equitably by race/culture, gender, orientation, disability, age, religion, etc., is a value, just like adhering to accounting principles or the law. (Mistreating homosexuals is a sin according to the Bible, a failure to love your neighbor as you do yourself. But this person is not talking about mistreating homosexuals, but rather feeling that homosexuality is a sin!)
It is up to the leadership of the company to establish the values of the firm. (And they will be getting advice from guys like you precisely because they want to avoid expensive and embarrassing lawsuits.) To be clear: Not only does the employer “get to decide” (what behavior is acceptable), it is corporate leadership’s absolute responsibility to decide. This is essential; a lack of values (and/or communicated values) destroys shareholder value.
Poor values lead to poor ethical practices. The subprime fiasco we’re going through now is a direct result of sloppy ethics. At the heart of this crisis are hundreds of thousands of financially illiterate or less-literate people who were victims of predatory and unscrupulous mortgage brokers. A lack of regulation–and most importantly, a market for the resulting unethical mortgage paper–created this mess. It is important to note that Blacks and Latinos were disproportionately sold unethically inappropriate mortgages, and this was widely reported (by us and others) as it happened. (Note the ever popular linking homosexuality to being black lie.)
On the other hand, the best example of clearly stated values and behavior guidelines is Johnson & Johnson’s credo. It easily fits on one page of paper and can be used as a concise decision-making matrix. To understand how this works in action, read about how they handled the 1982 Tylenol incident, (which is easily the best example of corporate crisis handling that I know of).
Unfortunately, people often get unfocused when it comes to values in how we treat other people. This shouldn’t be the case. If a company’s leadership decides that diversity management is instrumental for their company, they must be as efficient in rooting out people who won’t adhere to this policy as they would be about dismissing people who don’t care to follow proper accounting procedure or the law. (And after companies start rooting out and firing Christians, the government will start rooting out and jailing them. It is all about having good values. Ah, a victory of a civil rights movement led by communists, Marxists, atheists, subversives, and false preachers.)
To use your example, in my opinion, a person who posts a hate video on YouTube should be fired on the spot. (So were this fellow ever to find MY Youtube account … and of course stuff like this will intimidate Christians from sharing the true gospel on the Internet or anything else. But hey, persecution always separates the true Christians from the false ones, the offenders from the pretenders. But of course, the person who puts an “I hate white people” or “I hate Christians” tape on Youtube would never be fired, and this guy would defend it!) Because we have constitutional freedom of speech, they cannot be arrested. (Not yet anyway. But you are working on that right now! Your own diversity program is based on what has become standard on most university campuses since the 1980s, the notion that “offensive speech” is not constitutionally protected; it is the equivalent of yelling “fire” in a crowded theater. And yes, Opus Dei Clarence Thomas led the Supreme Court into endorsing this notion by making cross – burning a federal crime. Of course, Thomas would LOVE to declare anyone who speaks against his Roman Catholic Church a federal criminal. I wonder if Thomas knows – or cares – that the people who put him on the bench to make that decision knowing that folks would accept from a conservative black man what they would never accept from a liberal black man or a white person of any race will be used in a much broader fashion than he desires? Incidentally, Clarence Thomas ALWAYS rules against free speech!) However, a person who obliviously expresses a stereotype (i.e. “Gay people are disproportionately wealthy”) is demonstrating that they need training. (Never mind the statistics that do in fact show that homosexuals are disproportionately wealthy and well educated.) Since we all come to the table with misconceptions, the company is obligated to train employees if they want to achieve a work environment where good people treat each other (and customers) with a sense of equity. (Will your training program go after people who believe that anyone who rejects evolution should be locked up, a position by Charles Dawkins? Or that Christianity is dangerous and should be outlawed? Of course not.)
Don’t worry about the haters who are fired; they’ll find someplace to work. (Not if everyone reads and applies your column!) Most companies have no effective diversity management and don’t recognize the damage that can be done by a cadre of bigots.
The DiversityInc Top 50 Companies for Diversity® list is a list of companies that have superior clarity on this particular value (treating human beings with equity). I think it’s important to understand that those companies will be better employers and suppliers. Clarity on values is a cornerstone of sustainable business.
This is just more evidence that religious right Christians that have been duped into putting their trust in democracy and capitalism are fattening frogs for the anti – Christ snake. It is true that while this nonsense was hatched on our liberal universities, corporations that the religious right has been telling Christians is their rock and their strength and their refuge in a time of trouble are adopting it. Why? Not because “it is good for business” – although they would do so if it was! – but because corporations are of the world and reflect the same fallen mind state as universities, liberal political groups, and anything else. This whole flag waving capitalism thumping religious right agenda is all about fooling and duping Christians into sanctifying the secular, and taking the worldly for being holy. When big business, the military, the state, and even many churches start training their eyes on Christians, it will be the religious right (and the religious left) that helped make it popular.