Matt Barber - DOJ on ‘Gays’: ‘Silence Will be Interpreted as Disapproval’

Under President Obama, “justice” is anything but blind. Neither is it deaf. In fact, based on recent revelations, it appears to be watching your every move and listening to your every word. Still, if you happen to be a federal employee, now it’s even listening for your silence.



The only thing this Obama White House seems to generate is scandal. Well, here’s yet another to add to the growing list. In addition to the Benghazi cover-up, IRS targeting of political dissenters and the illegal seizure of media phone records, whistleblowers within DOJ have contacted Liberty Counsel to express grave concerns over this administration’s latest attack on freedom.

Our sources have provided Liberty Counsel an internal DOJ document titled: “LGBT Inclusion at Work: The 7 Habits of Highly Effective Managers.” It was emailed to DOJ managers in advance of the left’s so-called “Lesbian, Gay, Bisexual, and Transgender (LGBT) Pride Month.”

The document is chilling. It’s riddled with directives that grossly violate – prima facie –employees’ First Amendment liberties.

Following are excerpts from the “DOJ Pride” decree. When it comes to “LGBT” employees, managers are instructed:

“DON’T judge or remain silent. Silence will be interpreted as disapproval.” (Italics mine)

That’s a threat.

And not even a subtle one.

Got it? For Christians and other morals-minded federal employees, it’s no longer enough to just shut up and “stay in the closet” – to live your life in silent recognition of biblical principles (which, by itself, is unlawful constraint). When it comes to mandatory celebration of homosexual and cross-dressing behaviors, “silence will be interpreted as disapproval.”

This lawless administration is now bullying federal employees – against their will – to affirm sexual behaviors that every major world religion, thousands of years of history and uncompromising human biology reject.

Somewhere, right now, George Orwell is smiling.

The directive includes a quote from a “gay” federal employee to rationalize justification: “Ideally, I’d love to hear and see support from supervisors, so it’s clear that there aren’t just policies on paper. Silence seems like disapproval. There’s still an atmosphere of LGBT issues not being appropriate for the workplace (particularly for transgender people), or that people who bring it up are trying to rock the boat.”

Of course there’s “still an atmosphere of LGBT issues not being appropriate for the workplace.” When well over half of federal employees, half the country and most of the world still acknowledge objective sexual morality (and immorality), “the workplace,” especially the federal workplace, should, at the very least, remain neutral on these highly controversial and behavior-centric issues.

Still, to borrow from self-styled “queer activist,” anti-Christian bigot and Obama buddy Dan Savage, “it gets better”:

“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), and make sure the language you use is inclusive and respectful.”

Is this the DOJ or the KGB? “[A]ssume that LGBT employees are listening …”? And what are “LGBT allies”? If you disagree with the homosexual activist political agenda, does that make you the enemy?

Yes, in any workplace, language should remain professional, but who defines what’s “inclusive”? Who decides what’s “respectful”? If asked about “LGBT issues,” for instance, can a Christian employee answer honestly: “I believe the Bible. I believe that God designed sex to be shared between husband and wife within the bonds of marriage”? Or is that grounds for termination?
Here are some more DOs:

DO “Attend LGBT events sponsored by DOJ Pride and/or the Department, and invite (but don’t require) others to join you.” DO “Display a symbol in your office (DOJ Pride sticker, copy of this brochure, etc.) indicating that it is a ‘safe space.’”

Are you kidding? Does this administration really think it’s legal to induce managers to “attend LGBT events,” or to “display pride stickers” against their will? That’s compulsory expression. That’s viewpoint discrimination.

That’s unconstitutional.

But there’s more:

“DO use inclusive words like ‘partner,’ ‘significant other’ or ‘spouse’ rather than gender-specific terms like ‘husband’ and ‘wife’ (for example, in invitations to office parties or when asking a new employee about his/her home life).”

Oh, brother.

Sorry. Oh, gender-neutral sibling.

“DO use a transgender person’s chosen name and the pronoun that is consistent with the person’s self-identified gender.”

In other words, lie. Engage in corporate delusion.

“DO deal with offensive jokes and comments forcefully and swiftly when presented with evidence that they have occurred in the workplace.” “DO communicate a zero-tolerance policy for inappropriate jokes and comments, including those pertaining to a person’s sexual orientation and gender identity or expression.”

Who gets to decide what’s an “inappropriate joke [or] comment”? I thought we had a Constitution for that. It sure ain’t Big Brother Barack. Sure, I get it, it’s probably better not to start your work day with: “A lesbian, a tranny and two gays walk into a bath house …” but still, “no law … abridging the freedom of speech,” means no law. No matter how much Obama wishes it so, we don’t leave our constitutional rights at the federal workplace door.

The DOJ edict even addresses cross-dressing man woes:

“As a transgender woman [that’s a man in a skirt], I want people to understand that I’m real. I want to be recognized as the gender I really am [again, you’re a man in a skirt]. Yes, there was awkwardness with pronouns at first for folks who knew me before the transition. But it hurts when several years later people still use the wrong pronouns. And just imagine if people were constantly debating YOUR bathroom privileges. Imagine how humiliating that would be.”

Tell you what, buddy: I won’t “debate YOUR bathroom privileges” if you return to this planet. You’d better stay the heck out of the ladies room while my wife or two daughters are in there; otherwise, we have a problem. Women have an absolute right not be sexually harassed in the workplace – a right to privacy when using the facilities. To constantly worry whether a gender-confused, cross-dressing man is going to invade her privacy creates a hostile work environment.

This “DOJ Pride” directive is but the latest example of the “progressive” climate of fear and intimidation this radical Obama regime has created for Christians, conservatives and other values-oriented folks, both within and without the workplace.

I’m just glad the wheels are finally coming off.

Matt Barber

Matt Barber served as Policy Director for Cultural Issues with Concerned Women for America before joining Liberty University School of Law in 2008. In addition to his Juris Doctorate degree, Dean Barber holds a Master of Arts in Public Policy from Regent University and a Bachelor of Science in Organizational Management from Colorado Christian University.

Matt Barber is a published freelance writer, many newspapers and online publications run his columns, including the Washington Examiner, Washington Times, Insight magazine, WorldNetDaily.com, TownHall.com and many others.

Matt Barber was a law enforcement officer for three years and a corporate fraud investigator for five years.

Matt Barber served twelve years in the Army National Guard, and was an undefeated professional boxer, retiring in 2004. Several times prior to turning pro, he was a state and regional Golden Gloves champion, competing in the 1992 Western Olympic Trials and winning a Gold Medal in the 1993 Police and Fire World Games.

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