The Employment Non-Discrimination Act (ENDA) would
prohibit employers from making employment decisions on the basis of actual or
perceived sexual orientation or gender identity. It is misleadingly labeled as
a logical extension of Title VII of the Civil Rights Act. While the Civil
Rights Act was enacted primarily to protect the rights of racial minorities,
ENDA is aimed at providing special protections for "sexual orientation"
(which includes voluntary homosexual conduct) and "gender identity"
(referring not to one's biological sex, but to "the gender-related
identity, appearance, or mannerisms or other gender-related characteristics of
an individual, with or without regard to the individual's designated sex at
birth").
The
"gender identity" provision would protect anyone who is
"transgendered," a broad umbrella term that includes transsexuals
(people who have had sex-change surgery), anyone who has changed or is changing
their public "gender identity" (regardless of whether they have had
surgery or hormone treatments), transvestites (people who dress as the opposite
sex on an occasional basis for emotional or sexual gratification), and drag
queens and drag kings (people who dress as the opposite sex for the purpose of
entertaining others).
Among other
problems with ENDA, as reported by the Family Research Council:
“Sexual orientation” and “gender identity” are
unlike most other characteristics protected in civil rights laws. The Civil Rights Act
of 1964 bars discrimination based on “race, color, national origin, sex, and
religion.” The first four of these are included largely because they are
inborn, involuntary and immutable. (Religion, while voluntary, is explicitly
protected by the First Amendment to the U.S. Constitution.) While sexual attractions
may be involuntary, neither sexual conduct nor transgender behavior meets
any of these criteria.
ENDA’s “gender identity” provisions would violate
the privacy of others. Because
transgender status is not dependent on having “sex-change surgery,” ENDA would
allow some biological males (who claim to be female) to appear nude before
females (and vice versa) in bathrooms, locker rooms, and showers.
ENDA would mandate the employment of homosexual,
bisexual, and “transgendered” individuals in inappropriate occupations. For example, under
ENDA, employers in the area of education and childcare would be denied the
right to refuse to hire homosexuals or transgendered individuals, even if they
consider such persons to be inappropriate role models for children and young
people.
ENDA’s “religious exemption” is inadequate to
protect people of faith. ENDA
contains an exemption for certain “religious organizations,” such as houses of
worship or religious schools. However, the exemption fails to protect
individual Christians, Jews, Muslims and others who have objections to certain
sexual behaviors from making employment decisions consistent with their faith.
In fact, it is questionable whether any profit-making corporations would
qualify for the exemption, meaning that Christian bookstores, religious
publishing houses, and religious television and radio stations could all be
forced to compromise their principles in mandated hiring practices.
ENDA would pave the way for further redefinition of
marriage. State
courts which have redefined “marriage” to include homosexual couples in
Massachusetts, California, Iowa, and Connecticut cited the existence of
“non-discrimination” laws like ENDA at the state level as establishing a
principle regarding the legal irrelevance of “sexual orientation,” which they
have then applied to the institution of marriage.7 Passage of ENDA at the
national level could give fuel for a similar decision by the U.S. Supreme
Court, forcing the redefinition of marriage in every state in the union, at
some time in the future.
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