Many of you probably missed what happened to one of your HR peers recently. This HR peer was fired, and it was upheld in courts, for using their First Amendment Rights. This was a senior level HR executive at a public university. Here’s the article: Federal appeals court upholds termination of anti-gay human resources administrator. From reading the title, what is the picture that immediately came to your mind? If you didn’t say over 60, white male – you’re a liar! The administrator is Crystal Dixon, and she’s a black female. Here’s what she did:
“A federal appeals court on Monday upheld the University of Toledo’s decision to fire a high-level human resources administrator, who wrote a newspaper opinion column challenging the idea that LGBT people deserve the same civil rights protections as members of racial minority groups.
A three-judge panel of the U.S. Court of Appeals for the Sixth Circuit Court ruled that Crystal Dixon’s column “contradicted the very policies she was charged with creating, promoting, and enforcing, and cannot be excused as merely a statement of her own views as a private citizen.”
The court upheld a lower court’s decision to dismiss the lawsuit.
Dixon, who had been the University’s interim Associate Vice President for Human Resources, wrote the essay published in the Toledo Free Press in April 2008 in which she took aim at LGBT people.
Dixon wrote that she was greatly offended that “those person who choose the homosexual lifestyle are ‘civil rights victims.'” adding that she “cannot wake up tomorrow and not be a black woman” because she is biologically and genetically such “as my creator intended.”
I’m not here to challenge Crystal’s views on the “homosexual lifestyle” – she clearly believes something, and it’s her God given right to believe what she wants. I don’t agree with her – I think her thought process is ignorant and callous at best.
I’m here to challenge her being fired.
You see Inclusion works really well when you’re liberal, and you have your liberal ideas, and others have to listen to your ideas because we/organizations need to be “inclusive”. But have a differing idea, a way more conservative idea, and somehow “being inclusive” doesn’t work for you. I think Crystal’s ideas about the LGBT community are completely ridiculous. But, if I’m, truly, being inclusive as an organization – I don’t fire her. I work to help her become more educated and understanding of all people in our organization. “But Tim! She’s in a senior level HR position – she should be the one that understands this!” But she doesn’t.
Inclusion in 90% of organizations is broken. It’s broken because those who ‘support’ inclusion – are the same folks who don’t allow inclusive thought to be a part of your organization. We support the gay young male who wants to hang up a poster advertising the gay pride parade this weekend, but we chastise the old white man who wants to advertise his gun show this weekend. That’s not inclusion, that’s bigotry in the opposite direction. Neither one of those things is wrong, or right – it’s just two different ways of thinking.
Crystal was fired for: “contradicted the very policies she was charged with creating, promoting, and enforcing, and cannot be excused as merely a statement of her own views as a private citizen.” The Diversity and Inclusion policy she was in charge of creating I assume meant she had to think the exact same way as everyone else in her organization. Is that what “Inclusion” means to you?