NOTE: LGBT is the abbreviation for Lesbian, Gay, Bisexual, Transgender
On March 29, 2016, I have been invited to be a workshop presenter at the annual Atlanta SHRM (Society of Human Resource Management) conference. My workshop title is “The Compelling Business Rationale for LGBT Diversity.” I have often presented this workshop throughout the southern USA, including in my home state of North Carolina, using the title, “LGBT Diversity – the New Diversity Initiative for the New South.” However, it seems some state legislatures don’t get this message and want to regress back to the “good old days” of discrimination and exclusion; and it is within this backdrop that I travel to Georgia later this month.
What started as Georgia House Bill 757 “Pastor Protection Act,” which would have enabled religious leaders to refuse to perform same-sex marriages, has been drastically modified and expanded by the Georgia State Senate in their recently passed Senate Bill 284. (Link to bill text.) It would now “prohibit discriminatory action against a person who believes, speaks, or acts in accordance with a sincerely held religious belief or moral conviction that marriage is or should be recognized as the union of one man and one woman or that sexual relations are properly reserved to such marriage.”
What does this new language now mean? Simply anybody in any capacity can refuse to serve or provide benefits to LGBT people without penalty. Here are some examples of what could happen – sure, they may seem a little extreme but they are certainly possible within the realm of this proposed law.
Scenario 1:A seriously ill woman is taken to the hospital and covered under her lesbian’s wife’s insurance policy. The admittance clerk could refuse to check her in, saying that admitting a person covered under her same-gender spouses’ insurance violates her religious belief. Meanwhile, while the hospital sorts this out or finds another admittance clerk, the ill woman languishes without needed medical services.
Scenario 2: Two young men who just left a gay bar are attacked by a group of five thugs with baseball bats. The first policeman dispatched to the scene realizes that the two guys leaving the gay bar are more than likely a gay couple or boyfriends and believes they deserved to be beat up since they are violating “God’s law.” He lets the attack continue, and under this new law, he is protected.
Scenario 3: A manager in a large multi-national corporation with offices in Georgia has an employee with a same-gender spouse. Company policy states that a person can have up to an extra week of paid personal leave to be with their spouse or significant other during a catastrophic illness or serious operation. This manager with “sincerely held religious beliefs” refuses to provide the time off to his employee. The company cannot take action against this manager. Now the word of this episode has spread nationwide on social media, and the company is having a difficult time getting needed talent to transfer to open positions in Georgia.
Already several businesses in Georgia, including the huge multi-national corporation Coca-Cola, Delta Airlines, AT&T, Home Depot and others have spoken out against this business-harming regressive bill. I urge all fair-minded and business-oriented people, companies and organizations to continue to oppose this discriminatory revised bill as it heads back to Georgia House for a re-vote.