How Chase Bank and other Corporations Coerce and Bully Christians

How would you feel if your boss came into your office one day and asked if you are supportive of the “LGBT community”?

Maybe you are sympathetic to gays who face discrimination but you do not support the overall agenda. Maybe you are a faithful Catholic who accepts the teaching of the Church on homosexuality, that it is disordered and if acted upon, mortally sinful. Maybe you are simply bone weary of the LGBTs jamming their message into your face and the faces of your children all day long.

And there is the man who holds your job in his hands asking, just asking, if you support LGBTs. Do you feel threatened? Are you worried that if you say no, your name goes into a file and that some future decision will rest upon your answer? Are you worried that you may be compelled to take a new course in “diversity” education, otherwise known as re-education?

Word has just circulated that all the employees of JP Morgan Chase–more than likely where many of you bank–have been asked that very question by their bosses. JP Morgan Chase circulates a yearly survey of all employees and in years past it has been fairly anodyne: questions related to company performance, happiness of employees, that sort of thing.

 

This year, though, some employees were angry to see the following new question.

Are you:
1) A person with disabilities;
2) A person with children with disabilities;
3) A person with a spouse/domestic partner with disabilities;
4) A member of the LGBT community;
5) An ally of the LGBT community, but not personally identifying as LGBT.

Note the oddness of putting LGBT questions alongside questions about disabilities. Apart from that, note the oddness of actually asking employees about their sexual orientation. Chase Bank actually feels comfortable asking such a question. Talk about your boss occupying your bedroom. Any self-respecting LGBT ought to respond, “none of your damn business.”

And then the last question: Are you an ally of the LGBT community?

More than one Chase employee saw that and blanched. They were put into an immediate quandary. Everyone knows answering such a question incorrectly can place your job in jeopardy. Just ask Brendan Eich, short-time CEO of Mozilla, who was bounced because he, like President Obama several years ago, did not support gay marriage.

One of these employees reached out to Professor Robert George of Princeton University (and up to a few days ago Chairman of the International Commission on Religious Freedom). Professor George put this up on the legal blog Mirror of Justice. I wrote a few articles about it at Breitbart.com. Many other sites soon picked it up.

Many more employees then got in touch with Professor George, all saying the same thing. They did not check that box and they fear for their jobs because of it.

Let’s consider JP Morgan Chase. It is one of the largest companies in the world. In fact, according to Forbes Magazine, it is the largest company in the United States and the fourth largest in the world, coming in behind three Chinese banks.

JP Morgan Chase has sales of $105 billion, profits of $17 billion, assets of $2.4 trillion and a market value of $229 billion.

JP Morgan Chase is fully committed to the LGBT cause. Take a look at their corporate diversity page and arrayed across the top is a row of colored pencils making out the gay rainbow flag. Google “Chase and LGBT” and you find pictures of Chase floats in pride parades, gay-friendly signs at ATM machines, videos from the Chase in-house Pride group talking about coming out not just as gay but also transgendered. Chase is not kidding around on LGBT.

The question arises: isn’t this illegal? The answer is no, not at all. There are some queries that could land a company in trouble. There can be no job place discrimination based on race, sex, religion, national origin, physical disability, and age by employers. Some states ban job place discrimination based on sexual orientation but there is no corresponding federal law, not yet anyway. Employers may still ask questions along these lines but doing so can become evidence of discrimination.

Can someone be fired for answering the JP Morgan Chase question incorrectly? Certainly, they can. There is very little protection for holding the wrong view on homosexuality unless, that is, your opposition is explicitly based on religious belief.

Kevin Theriot of Alliance Defending Freedom says, “If there is no room in the survey to talk about religious beliefs, they should not answer, or make room. It’s very important that their answer be crafted in religious terms. Otherwise the employer can claim ignorance of their religious beliefs.”

Theriot says one way to go is for “the employee to affirmatively ask for an accommodation of the religious convictions regarding sexuality if a work requirement conflicts with those convictions. The downside is that makes them a target, but it also triggers an affirmative duty on the part of the employer to accommodate them if at all possible and avoids the employer claiming they didn’t know about the religious beliefs of the employee.” Theriot does not necessarily recommend this course of action.

Have you figured out yet that the LGBTs are the most powerful aggrieved minority the world has ever known?

Black Americans really were aggrieved: enslaved, not allowed to vote, discriminated against in housing, banking, and much else, hunted down and lynched.

In contrast, the LGBTs have bent the largest company in the US to its will, to do their bidding, to force their ideology on an entire workforce. And not just JP Morgan Chase. The Human Rights Campaign publishes a list of gay-friendly corporations and it reads like the Fortune 500. And not just businesses either. Remember, they have bent the President, the armed services, the Supreme Court, even the Boy Scouts.

Christians and others who oppose the LGBT agenda are now in hostile territory at work. You cannot let your fellow employees know about your position on LGBT. I would guess that many are afraid to express their Christian beliefs at all because it might evoke a hostile reaction from the dominant sexually correct mafia.

My suggestion? If you are reading this at work, quick, get rid of it. Your boss may be watching. When JP Morgan Chase puts up diversity posters that say, “Just be you,” they don’t mean you. They mean them.

Austin Ruse

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Austin Ruse is president of C-FAM (Center for Family & Human Rights), a New York and Washington DC-based research institute. He is the author of Fake Science: Exposing the Left’s Skewed Statistics, Fuzzy Facts, and Dodgy Data published by Regnery and Little Suffering Souls: Children Whose Short Lives Point Us to Christ published by Tan Books. The views expressed here are solely his own.

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