Bottom-up Pride Month Special Edition
Diversity is about how we are different. Inclusion is about how our opinions are considered and valued among the people we work and live with. The only way to achieve peak performance is to be exactly who we are, contributing with our uncensored ideas, backgrounds and differences. Bottom-up is an affinity network intended to support Gay, Lesbian, Bisexual, and Ally employees, fostering a safe, respectful culture. Help us nurture this intent following these simple steps.
1.) Bring your whole self to work
Your personal productivity will raise if you do not expend your energies hiding a significant part of yourself. It is important to have your entire energies focused on a single activity, instead of having a burden to your performance.
2.) Understand Differences
Keep in mind that we are all different, try and include these differences in your vocabulary. Avoiding exclusion through open questions can help you improve your relationships with others and foster peak performance in others. It is better to ask for a significant other than for a husband/wife, this behavior is called heterosexism.
3.) Join Bottom up.
The Bottom up affinity network is intended to include both heterosexual and homosexual employees. Join the distribution list and learn more about this important business strategy.
This email was sent out to employees of a fortune 500 company. It was passed on to me. The name “Bottom up” is a pseudonym for the real group’s name. This reveals that even fortune 500 companies are pushing this Transformation of American agenda.
The grammar and punctuation mistakes are part of the e-mail. I left them as I received them.
I wanted to spend some time exposing the fallacies.
(1.) No, diversity is about the demand that the pervert and the oddball being accepted as normative. Diversity is about insisting that traditional understandings of normal must be destroyed.
(2.) Inclusion is only important when it means including anything but that which says that including the abnormal is not healthy. Inclusion is not intended for those who have standards that demand that perversity be excluded.
(3.) Are we really to believe that the “Bottom-up” affinity group would want Biblical Christians to be exactly who they are so that they might work at the level of peak performance? Are they going to support the uncensored ideas of those who take the Scripture seriously? Will the worldview differences that exist as between a “Bottom-up” activist employee and a Biblical Christian activist employee really make for a atmosphere where peak performance is achieved?
(4.) #1 in the circulated e-mail is a recruitment tool to lure people out of the closet.
(5.) #1 in the circulated e-mail allows Biblical Christians to talk about the Lord Christ in the work place? After all, Christian employees hiding a part of themselves would be a burden to their performance.
(6.) #2 in the circulated e-mail excludes those who believe that significant others is sin. Why would you want to exclude them. It also excludes those who prefer insignificant others. After all, there doubtless are people in the company who just involve themselves in serial hook-ups with people they don’t know. Why should you ask about a significant other when that could offend the Gay Bathroom stall employees who value insignificant others?
(7.) The example used in #2 in the circulated e-mail is an example of Xenosexism (fear of the “Insignifant Other.”)
(8.) Do you suppose this Fortune 500 company would allow an e-mail to circulate amongst its employees whereby an affinity group was being started that made the point that diversity has always been a weakness? Do you suppose that they would allow an affinity group that excluded all who didn’t agree with perversity just as this groups excludes all who don’t agree with normalcy?
