DIVERSITY - Using Our Children To Create Chaos, Destroy The Family, Church, And The Republic : 'The Book' - VOLUME III, CHAPTER 2: THE BATTLE FIELD OF THE DIVERSITY WAR

The Blue Corner General Of The Corporate Division

NOTA BENE: Only the title has been changed to be consistent with Volumes I and II


Writing is sometimes amusing because where you start looking takes you to an entirely different rabbit hole than where you end up. I started out asking: How many people are employed by companies that support GLSEN and WPATH and are they aware that their employers are supporting the move to lure children into transgenderism.

Just to refresh everyone’s memory this is from GLSEN:

”We conduct extensive and original research to inform our evidence-based solutions for K-12 education.”

And this is from the WPATH International Journal of Transgender Health, Chapter 7 Children

”This chapter describes aspects of medical nec- essary (sic) care intended to promote the well-being and gender-related needs of children (see medi- cally necessary statement in the Global Applicability chapter, Statement 2.1). This chapter advocates everyone employs these standards, to the extent possible.”

I figured that everyone who is working for General Motors might be curious about what GM is doing with all that money that they’re earning for them. More on GM later. While I was exploring that question I ran across The Human Rights Campaign on the GM web site.

This Chapter is all about The Human Rights Campaign (HRC).

“The Human Rights Campaign envisions a world where every member of the LGBTQ+ family has the freedom to live their truth without fear, and with equality under the law. We empower our 3 million members and supporters to mobilize against attacks on the most marginalized people in our community.”

The most interesting phrase in the HRC “About” statement is this: “…where every member of the LGBTQ+ family has the freedom to live THEIR TRUTH….” (emphasis added)

Again I am forced to the dictionary:

“Truth

noun

ˈtrüth 

plural truths ˈtrüt͟hz  ˈtrüths

1a(1): the body of real things, events, and facts : ACTUALITY

(2): the state of being the case : FACT

(3)often capitalized : a transcendent fundamental or spiritual reality

b: a judgment, proposition, or idea that is true or accepted as true truths of thermodynamics

c: the body of true statements and propositions”

There is nothing in this definition that suggests that “truth” is variable and dependent on what each individual thinks or feels it is.

For those of you who understand and accept that we are the creation of God I give you this definition of “truth”:

5Thomas said to him, “Lord, we don’t know where you are going, so how can we know the way?” 6Jesus answered, “I am the way and the truth and the life. No one comes to the Father except through me. John 14:5-6

A premier activity of the HRC is the annual publication of its Corporate Equality Index (CEI) which benchmarks how American corporations are “…adopting equitable workplace policies, practices and benefits for LGBTQ+ employees.” When a corporation agrees to participate in this program it is also agreeing to the false premise that “TRUTH” is a variable defined by each individual. Acceptance of the idea that truth is a variable is to accept the polytheistic idea that each individual is his or her own god. It is a significant weapon by which a nation is thrown into moral chaos.

The HRCF began publishing its CEI in 2002. Since its inception the CEI has been “used by employees, consumers and investors as a comprehensive tool to determine what a company’s policies are before they accept a job, buy a product or invest their money.” In other words the CEI is a well honed virtue signaling, corporate blackmail tool.

“The inaugural edition of the CEI included 319 participants, with 13 companies achieving top scores. The 20th-anniversary edition of the CEI now includes over 1,200 participants and more than 800 top scorers. This means that employers at over 1,200 companies agreed to have their policies and benefits analyzed by the Human Rights Campaign Foundation, and that over 800 of those organizations have successfully incorporated equitable practices that ensure their employees can thrive and live life authentically.”

Here are a few of the “better” LGBTQ+ CEI participants.

IF you have any doubt about the goals of the HRC and the HRC Foundation with respect to children this should erase them:

”Aren’t kids too young to transition?

When a young child expresses that they are a gender other than their sex assigned at birth, their parents may support them in finding their own, unique identity. This can involve changing the child’s name, clothing or pronouns.

Once a transgender youth reaches puberty, a doctor may prescribe them with reversible puberty blockers to safely delay the effects of puberty. Puberty blockers are not “experimental” treatments, but FDA approved medications that have been used to treat precocious puberty in non-transgender children for several decades. Scientific studies demonstrate that access to puberty blockers reduces suicidal ideation and that parents’ affirmation of their child’s gender identity reduces rates of depression, anxiety, and suicide to levels consistent with their cisgender peers.

The World Professional Association of Transgender Health’s handbook, that doctors and clinicians use to socially, psychologically and medically treat transgender youth, states that irreversible genital surgeries should not be carried out until the individual is of legal age to consent to any procedure. This approach is supported by the American Academy of Pediatrics and the American College of Osteopathic Pediatricians.

Many transgender people regret not coming out when they were younger, and wish they had support from parents, schools and society to do so. When kids are allowed the freedom to safely express themselves, they are happier, healthier and grow into thriving adults.”

Poppycock.

In Volume II, Chapter 5: WPATH Redefines Epidemiology and Makes Up a lot of Stuff And CDC Is Helping I explain how WPATH is manipulating the epidemiology too make it appear that the number of “transgender” individuals is far greater than it really is. I also show that WPATH IS NOT an organization replete with physicians, surgeons, public health practitioners or epidemiologists. WPATH is a self-serving organization that has given itself “scientific” credibility. Its work is not peer reviewed by any reputable scientific journal. HRC is doing the same thing.

I had envisioned this Chapter to be an exploration of the depth of corporate America’s commitment to LBGTQ+ individuals in the U.S. I thought that providing you with a few examples of well known corporations their annual revenue and the number of employees would lead to a discussion of people working for companies and not being made particularly aware of the extent of their employers involvement in LGBTQ+ matters. It’s not possible; and here is why.

This is what HRC has to say about its corporate partners:

”Please consider supporting THESE COMPANIES THAT SUPPORT THE WORK OF HRC. For inquires about sponsorship opportunities or our National Corporate Partnership program please contact us at sponsorship@hrc.org.” (emphasis added)

This is real simple. If these companies support HRC they necessarily are supporting GLSEN and WPATH and have either failed to do their due diligence when it comes to understanding the goals of GLSEN and WPATH or they are, in fact, are fully aware that supporting CEI means that they support GLSEN and WPATH and this statement. by HRC:

”When a YOUNG CHILD expresses that they are a gender other than their sex assigned at birth, their parents may support them in finding their own, unique identity.” (emphasis added)

Imagine how many people are employed by those companies that support HRC and how many of those people have “young children” whom their employer believes may legitimately be questioning their gender. Add to that the hundreds of billions of dollars of combined revenue they labored to produce for those companies (Apple alone earned just under $100 B in 2022) only to have some portion of it used to lure their children into transgenderism.

The purpose of an employee is to do work for their employer so that the employer can earn money and in return the employee also earns money. It’s a fair trade off. But what if the company you work for is spending its money on an organization that is promoting and supporting transgender ideology in children? Because that is precisely what corporate America is doing.

Let’s take a closer look at just one company, General Motors. Once upon a time there was an aphorism about GM: “What’s good for General Motors is good for the United States.” That was time when GM was booming and making jobs and supporting the war effort in WWII.

Here is what GM is up to today:

”General Motors (GM) provided a grant to a pro-transgender organization that supplies kindergarten and elementary classrooms with children’s books that support its ideology.

The Detroit-based automaker made a donation last year to the Gay Lesbian and Straight Education Network’s (GLSEN) “Rainbow Library” Program, according to its 2021 Social Impact Report (pdf).

The pro-transgender organization is known for lobbying school districts to allow boys who have undergone sex changes to play on girls’ sports teams and use female-specific restrooms, Breitbart reported.”

GM cannot argue that they had no idea that they are supporting an organization that:

”… conduct(s) extensive and original research to inform our evidence-based solutions for K-12 education.”


This bears repeating:

5Thomas said to him, “Lord, we don’t know where you are going, so how can we know the way?” 6Jesus answered, “I am the way and the truth and the life. No one comes to the Father except through me. John 14:5-6


Union, Kentucky

13 January 2023