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Department of (Social) Justice



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When the Department of Justice is finished violating journalists’ First Amendment rights, perhaps it should look into this: Liberty Counsel, an international Christian litigation organization, has obtained a brochure entitled, “LGBT Inclusion at Work: The 7 Habits of Highly Effective Managers, distributed to DOJ managers by DOJ Pride, the department’s in-house LGBT association, in advance of “LGBT Pride Month” (a.k.a. “June”).

Under each of the seven habits is a list of DOs and DON’Ts – but they are not just the usual diversity shtick. Argues Matt Barber, vice president of Liberty Counsel Action, “[The document is] “riddled with directives that grossly violate – prima facie – employees’ First Amendment liberties.” Among the helpful hints:

DO assume that LGBT employees and their allies are listening to what you’re saying (whether in a meeting or around the proverbial water cooler) and will read what you’re writing (whether in a casual email or in a formal document)” . . .

DO talk in staff meetings about why diversity is important to you as a manager, and make it clear you define diversity to include both sexual orientation and gender identity. . . .

DO provide explicit, verbal reassurance that advancement and development opportunities are based strictly on merit.

The fifth habit of highly effective managers? “Come out” as a “straight ally.”

One particular bit of advice, offered under the heading, “Know How to Respond If an Employee Comes Out to You,” seems to summarize the thrust of the whole brochure: “DON’T judge or remain silent. Silence will be interpreted as disapproval.”

For DOJ Pride, there is no longer a place even for private, unexpressed disapproval of homosexuality in the workplace. Regardless of personal beliefs, every manager ought to be a vocal advocate for the LGBT cause. If you are not an outspoken supporter, you must be an enemy.

That is justice at the DOJ these days.



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