Yesterday, I printed a list of sponsor companies and foundations that fund GLSEN, the radical gay rights group founded by Obama safe schools czar Kevin Jennings.
The full list is here.
A reader wrote to GLSEN sponsor Eastman Kodak about the group’s not-safe-for-school reading list and other explicit, extra-curricular activities. This is the response Eastman Kodak sent in reply:
Eastman Kodak Company is proud of its sponsorship of the Gay, Lesbian, and Straight Education Network (GLSEN). Our support of this educational not-for-profit organization clearly reflects the five Kodak Values:
* Respect for the Dignity of the Individual
* Uncompromising Integrity
* Continuous Improvement and Personal Renewal
When Kodak supports entities such as GLSEN, we demonstrate our commitment to honoring diversity, fostering community, and valuing each and every individual.
I am very proud to work for a company that embraces diversity and respect for individuals. We truly regret that these values offend you.
Deborah A. Shuryn
Senior Customer Relations Specialist
Worldwide Customer Care
Eastman Kodak Company
343 State St
Rochester, NY 14650-0944
Question: Where do “Fisting Kits” and dental dams for children fit into the Kodak Values system?
Must-read flashback: Marjorie King’s 2003 City Journal expose’ of GLSEN: Queering the Schools.
A Kodak moment of intolerance circa 2002:
On October 11th 2002, the Kodak Corporation, as part of the company’s continuing “Winning & Inclusive Culture” campaign, sent out a memo to all employees regarding the Human Rights Campaign’s annual “Coming Out Day.” Among other things, the memo ordered employees to:
“Acknowledge your level of awareness of this topic, and share your personal willingness to understand. Acknowledge his/her courage to publicly share this personal information.” 8
One employee, 23-year Kodak veteran and devout Christian Rolf Szabo took offense to the memo and emailed the company the following response:
“Please do not send this type of information to me anymore, as I find it disgusting and offensive.”9
Mr. Szabo’s right to express his religious beliefs in the workplace is protected by Title VII of the Civil Rights Act of 1964. The act prohibits discrimination based on race, color, sex, religion, or national origin. The “sex” mentioned in Title VII refers to gender based discrimination against a person. It contains no legal reference to homosexuality.
However, the corporate thought-police have little use for Federal Statues. Szabo was immediately reprimanded by his supervisor, who informed the entire company that,
“our behaviors must align to the Kodak values [as outlined in the Winning and Inclusive Culture] campaign.”10
Szabo was then asked to sign an employee commitment plan stating he regretted what he had written and outlining steps to prevent a similar incident from reoccurring. When Szabo refused to reconcile his Catholic faith with Kodak’s Winning and Inclusive Program, he was fired.
What is truly terrifying about the Szabo – Kodak incident is that Szabo was fired not because he violated any law or statute, but because he rejected the groupthink mentality demanded by Kodak. No longer is job performance or company loyalty sufficient for continued employment; an employee’s core beliefs must now conform to a Leftist political agenda.