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“Homophobia” workshops, homosexual sex education courses and e-mail recruitment for “gay”-pride parades are creating tension among employees at Motorola, according to an engineer.

The Motorola engineer, who prefers not to be named, told WorldNetDaily there is a “quiet anger” among many non-homosexual employees who support the traditional definition of the family over the
homosexual activism supported by corporate management “under the guise of … diversity.”

The activism entails use of the corporate e-mail system, bulletin boards, televisions, meeting rooms and
offices for seminars, film festivals, homosexual sex education courses and recruitment to “gay” parade events.

Of particular concern to employees are the “Homophobia in the Workplace” workshops, one of which a Motorola website described as “mandatory.”

MotoPride, a website bearing the Motorola logo and corporate tagline and designed for gay, lesbian, bisexual and transgendered (GLBT) people lauds the “unconditional” support of the management team for the homosexual community. Visitors to the website can offer feedback by clicking on a link labeled, “Be Heard! Tell us what you think about Motorola’s relationship to the community.”

The site also provides a href=http://commerce.motorola.com/consumer/QWhtml/motopride/timeline.html>timeline of “significant milestones” reached at Motorola. These include:

1993 Motorola launches the Gay, Bisexual, and Lesbian employee network GABLE-NET to foster discussion of GLBT issues in the workplace.

1994 Mandatory Homophobia in the Workplace workshops are conducted in Plantation, Florida.

1996 Motorola adds sexual orientation to its U.S. non-discrimination policy.

1998 Motorola holds “Homophobia in the Workplace” workshops in Austin, Texas.

1999 U.S. bereavement policy is amended to include same-sex partners of Gay and Lesbian employees.

1999 Motorola celebrates its first Gay and Lesbian Awareness Day in Austin, Texas and Phoenix, Ariz.

2000 Motorola adds same-gender domestic partner health and dental benefits for U.S. employees.

2002 Lunch and learn series at Motorola locations nationwide.

2002 Motorola partners with Gay.com, PlanetOut.com and the Advocate to celebrate Gay Pride Month with the MotoPRIDE Campaign, supporting pride festivals and events across the nation.

“We are proud of Motorola’s growing history with the gay, lesbian, bisexual, and transgendered (GLBT) community, including its support of our internal GLBT employee group and organizations that
are important to us,” write Bob Williams and Audrey Lin, co-leaders of Motorola’s Gay & Lesbian Business Council in a letter posted on the website.

A call to Williams was not returned. Lin told WorldNetDaily she did not want to comment.

Motorola Corporate Communications Senior Director Margot Brown told WorldNetDaily the Gay & Lesbian Business Council is one of five corporate groups Motorola created in 2000 to improve “business links to diversity” and “to have an inclusive environment.” In addition to gays and lesbians, Asians, blacks, Latinos and women are represented by these corporate councils.

“The idea behind it was to help with recruitment and retention … and to zero in on some of our consumer markets,” Brown told WND.

Statistics on the number of employees who would identify with each of the business councils are not available, according to Brown.

“Motorola’s ‘inclusive environment,’ which excludes white males, is a ‘career-limiting’ concern among many Caucasian men here,” the engineer told WND. “I have heard it said among 20-year Motorolans that some cannot get
promoted to the next level, when compared to a minority or minorities,
because they suffer from ‘White Man’s Disease.’

Motorola is a global communications company that generated $30 billion in sales last year. The wide spectrum of products bearing the Motorola name includes wireless telephone and messaging, two-way radio products and systems, as well as networking and Internet-access products.

On its website, Motorola declares its commitment to diversity which “means the celebration of the unique differences of each individual, mindful that it is in these differences that our strengths lay.”

The corporate culture is described as a “cyclone” of “diverse ideas and dynamic interplay” and a “setting made rich by the contributions of people from every conceivable background.”

“The drums of diversity are a great way to get positively
recognized by corporate leadership, even though you do little or nothing to
contribute to a profitable bottom line of the company,” the engineer told WND. “[Coworkers and myself] have observed that many less-technically competent people get promoted to management by their own ‘beating the drums of diversity.’”

Brown was not familiar with the MotoPride website. After pulling it up, she confirmed that it bore the corporate logo and tagline, “Intelligence Everywhere,” and speculated that the site was “coming out of the” personal communications section of the company.

When asked to explain what the “homophobia” workshops were, Brown responded, “I have no idea. I didn’t even realize we had one. … I don’t know if that was sponsored by the company or not.”

Brown then referred WND to another Motorola spokesperson that deals with diversity, who did not return phone calls.

The engineer has not attended a “homophobia” workshop and could not describe what takes place.

According to the engineer, the only other business council representing minorities at Motorola that holds periodic meetings which are advertised on bulletin boards at his location is the Women’s Leadership Council.

“However, the homosexual activists are by far the most feared by management,” he said, “And, it
appears, [they] have free rein of internal media, corporate resources, and event scheduling.”

“White male Motorolans
often joke about forming a club, website, or common activity,” the engineer continued.

But insecurity born out of Motorola’s apparent priority of diversity keeps them quiet about their anger.


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