First-graders should not be forced into the classrooms of teachers undergoing sex changes. Religious broadcasters and faith-based summer camps should not be forced to hire cross-dressers. Women should not be forced to share bathrooms with people with male body parts who say they want to be females. Yet those are some of the likely results if Congress passes H.R. 3017, the so-called Employment Non-Discrimination Act (ENDA), which is due for a vote this week by the House Education and Labor Committee.
ENDA purports to “prohibit employment discrimination on the basis of sexual orientation or gender identity.” Clever politically correct wording aside, this is a direct attack on common sense. On some matters, it is good to be discriminating. It is right to discriminate between honesty and dishonesty, between politeness and impoliteness, between right and wrong. And it assuredly is right to be discriminating in choosing who teaches our children. ENDA would make it impossible for a non-church-based charter school, for instance, to remove from the classroom a “she-male” who insists on exposing her pupils to her unnatural transformation.
This is no idle threat. ENDA would supersede the laws of 38 states that do not have laws treatingthose with an unusual “gender identity” as a legally protected “class” of citizens. Andrea Lafferty of the Traditional Values Coalition wrote in the April 20 edition of Roll Call about several examples of cross-dressing or sex-changing teachers who claimed protections under state disability laws (in the 12 states that do indeed protect “gender identity”) and were able to remain in the classroom despite parents’ protests. Perhaps the worst was at California’s Foxboro Elementary School, where a music teacher underwent surgery to become a man, but parents originally were not even notified because administrators feared running afoul of medical privacy laws.
Even if California wants to be so foolish, the residents of the 38 states without such absurd legal strictures shouldn’t be forced to do the same. States have a sovereign right to set standards governing behavioral - as opposed to immutable - personal characteristics.
ENDA does provide supposed exemptions for churches and church-based schools to refuse to employ sex-changers and cross-dressers. But the exemption is far less than meets the eye. Even religious organizations, under the standards cited, are prohibited from making employment decisions based on the worker’s sex. ENDA opponents rightly cite last year’s 3rd U.S. Circuit Court of Appeals note in Prowel v. Wise Business Forms that “the line between sexual orientation discrimination and discrimination ‘because of sex’ can be difficult to draw.” In short, courts easily could decide that even parochial schools must hire she-males to teach their kindergartners.
Similar problems abound in this bill, which treats a conscious decision to choose a new or different sexual identity as if it were an inherent, unavoidable condition. But it’s not. It’s actually a psychological disorder, officially listed as such by the current American Psychiatric Association’s Diagnostic and Statistical Manual of Mental Disorders. Our children and our co-workers should not be forced by law to be held hostage to such disorders, nor should employers be forced to have psychologically troubled persons as the public face of their businesses.