Reynolds Rap

Let's not hate on LGBTQIBPP+QAAPX.

1. Why hate someone or something that ultimately, is subordinate to the "big ticket" considerations of race, age, biological sex, and actual merit or performance; and

2. Why hate someone or something that ultimately cannot sustain itself.

As conveyed in a previous editorial regarding Whoopi Goldberg's ignorance, when applying for nearly every job in the United States of America, candidates are presented with the following:

As far as the U.S. government is concerned, Black people (born U.S. citizens as decendants of slaves originating from Africa) and Africans ("free" people of "color" from various African nations) are dumped together as a "racial construct," just like White Irish (Northern Irish nationalists and republicans, who are mostly Irish Catholics) and White English (Ulster Protestants, who wanted Northern Ireland to remain within the United Kingdom) viciously fought each other for decades, but are dumped together as a "racial construct."

Jews are not a "racial construct," unless, of course, you're a Jewish person in the media controlling the narrative. The big mistake made by Caryn Elaine Johnson, who uses a Jewish surname "Goldberg," is that she stupidly ignored the "facts" of who ultimately runs all entertainment media in the United States, and ultimately worldwide distribution of U.S. print, broadcast, and filmed content:

In "Hollywood" ultimate control has been and continues to be primarily dictated by White Jewish men. As published in the LA Times article, How deeply Jewish is Hollywood? C'mon - "When the studio chiefs took out a full-page ad in the Los Angeles Times a few weeks ago to demand that the Screen Actors Guild settle its contract, the open letter was signed by: News Corp. President Peter Chernin (Jewish), Paramount Pictures Chairman Brad Grey (Jewish), Walt Disney Co. Chief Executive Robert Iger (Jewish), Sony Pictures Chairman Michael Lynton (surprise, Dutch Jew), Warner Bros. Chairman Barry Meyer (Jewish), CBS Corp. Chief Executive Leslie Moonves (so Jewish his great uncle was the first prime minister of Israel), MGM Chairman Harry Sloan (Jewish) and NBC Universal Chief Executive Jeff Zucker (mega-Jewish). If either of the (Jewish) Weinstein brothers had signed, this group would have not only the power to shut down all film production but to form a minyan with enough Fiji water on hand to fill a mikvah." Source: Los Angeles Times, December 19, 2008, by JOEL STEIN

Keep in mind:

Some employers have decided all aspects of LGBTQIBPP+QAAPX are equal, in particular, equal to race and biological sex. For example, Kaiser Permanente Healthcare is capturing significantly more sexual information than Lincoln Financial Group (above).

Keep in mind, "supposedly" this data will not be used against the candidate, but candidates are NOT included in the decision-making process for selection and hiring; and therefore, unable validate Kaiser's claim of neutrality.

The EEOC does not require the collection and retention of such data, so: (1) why is Kaiser collecting it; (2) how will it be used; (3) how long will it be retained on Kaiser's servers; and (4) will the data be sold to third-parties?

CLICK ABOVE IMAGE TO ENLARGE

Current data collection for EEO-1 and EEO-4

Why are employers required to submit EEO Reporting? As validated by EEO-1 (private sector) and EEO-4 (public sector) reports submitted to the federal government, and independent “glass ceiling” reporting, it remains the perpetual practice for many employers to easily and intentionally discriminate against minorities and women because women and minorities are “physically identifiable.” As validated by Nebraska's EEO-4 for 2019 (at right), absolutely no "people of color" were hired into any senior level "officials and administrator" positions. During 2019, this well-qualified candidate, who also happens to be a minority, personally applied for over 200 positions, but in Nebraska, as validated by EEO-1s and EEO-4s, high rates of unemployment, and high rates of incarceration, minority candidates are consistently not worthy of employment except as a rare "token" in management, or non-managerial service-level positions. Again, it's easy to intentionally discriminate against minorities and women because women and minorities are “physically identifiable,” but such is not true of LGBTQIBPP+QAAPX. In order to similarly validate the LGBT+ status of candidates and employees, it would be necessary for employers to actually look “under the hood,” because LGBT+ considerations are not visually self-evident and cannot be used to immediately and uniformly discriminate. Since employers are unable to accurately determine if a candidate is "Gender fluid, or intersex, or pansexual, etc.," why is Kaiser tracking this and other sexual data, which is beyond the scope of immediate visual and physical detection? Are large multi-state and national employers like Kaiser, attempting to use the "Bully pulpit" of their national recruitment platform to manipulate state legislatures, U.S. Congress, and employers to expand "sexual tracking" to include all aspects of sexuality as represented below? Must government be even more involved?
If Kaiser's data collection protocols become the "standard," then all EEO-1 and EEO-4 reporting will look like this! Imagine the nightmare employers will incur to maintain and validate the accuracy of such a database, for every Job Category: Officials/Administrators, Professionals, Technicians, Protection Services (law enforcement), Paraprofessional, Administrative Support (Clerical), Skilled Labor (Electricians, Plumbers, etc.), Service/Maintenance (labor, custodians, etc.).





Employers do NOT want to alienate potential or existing customers (revenue streams) by hiring candidates and retaining staff who are pushing their own personal agenda (homosexuality, politics, racism, global warming, "Save the Whales," etc.) instead of selling company products and/or services. The single most important "thing" for an employer or company is to sell "stuff," its products, services, etc., and "politics" do not sale soap! Again, except for the adult film industry, where women and men actively engage in a wide variety of heterosexual, homosexual, bisexual, transgender, beastiality and other kinds of sexual encounters, or when routine background check reveal candidates or employees are convicted sexual offenders, employers have absolutely no need to know what the candidate did or does with his/her penis or vagina. Again, as clearly defined by the essential job functions and job standards for the overwhelming majority of positions, job performance is not measured by how well or how poorly employees use their penis or vagina! Plus, given the #METOO movement, it's clearly in the employer's best interest not to focus on a candidate's or employee's penis or vagina or any aspect of their sexuality, but to focus (reward and discipline) on employee job performance - period. There's a wealth of employment laws that address all forms of discrimination in the workplace, but unfortunately, with extremely few exceptions, White men (heterosexual and homosexual) make the rules (laws) and all exceptions to the rules; it's their country, they own it, they control it, and they have, can, and do unilaterally "pick and choose" if and when they'll adhere to whatever rules, laws, and contracts they establish. Yeah, it is what it is. Remember the previous sentence the next time you vote! To sum things up, there's absolutely nothing evil about homosexuality. Re-read the previous sentence. More importantly, it's absolutely wrong for the LGBTQIBBP community to limit its religious outlook based on the tactics used by heterosexuals to define the character and scope of their religious dogma. Likewise, it's absolutely wrong for sexuality (heterosexual, homosexual, etc.) to be an issue in the workplace, because the focus for both the employee and the employer should be the work, it must be job performance. Homosexuality is not the problem, but the failure of employers to hire, promote, discipline, and reward based on the actual, validated proficiency of job performance is the problem.









Again, except for the adult film industry, where women and men actively engage in a wide variety of heterosexual, homosexual, bisexual, transgender, beastiality and other kinds of sexual encounters, or when a routine background check reveals candidates or employees are convicted sexual offenders, employers have absolutely no need to know what the candidate did or does with his/her penis or vagina; therefore, LGBTQIBPP+QAAPX is not an issue in the work place. *You got that?* Unfortunately, White-owned and controlled mainstream media and public relations campaigns actively make LGBT+ an "issue" in all aspect of business, government, sports, entertainment, and education; and it must not be ignored. Did you know, as reported by Bill Maher of HBO's "Real Time," that based on current projections by 2054 everyone in the United States will be LGBT+?


CLICK ABOVE IMAGE TO WATCH "New Rule"

The current "agenda" being heavily pushed by mainstream media is that sexual differences have been replaced by sexual equality and sexual indifference; that there's no difference between men and women, that the definition of a "woman" or "man" is fluid, transitional, not etched in stone. But there do exist certain realities:


If you disagree with the above graphic, why don't YOU conduct the following experiment:
THE FUTURE OF LGBTQIBPP+QAAPX The "anchor" components (Lesbian Women and Gay Men) cannot self-procreate by copulation, therefore, is genocide the future?
In the absence of being struck down by God for engaging in an abomination, or being terminated for cause for using your genitalia in non-compliance with an employer's business objectives, whatever "consenting adults" do with their genitalia is their own "personal business," and it's not evil. However, to unilaterally and systematically impose LGBTQIBPP+QAAPX beliefs and values on someone else (like the genocide of Native Americans, slavery of Black people, incarceration of Asians, forced deportation of Latino U.S. citizens, etc.), to unilaterally and systematically impose LGBTQIBPP+QAAPX principles and dogma on someone else, to unilaterally and systematically require others to subdue, or to succumb, or to violate their values and freedoms solely to accommodate the LGBTQIBPP+QAAPX, well, that's ridiculous.