The DOJ (and the Obama administration as a whole) has no problems with trampling on First Amendment liberties.
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.” [...]
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.