ITEM 9—STOCKHOLDER PROPOSAL REGARDING A
NEUTRAL SEXUAL ORIENTATION EMPLOYMENT POLICY
Resolution
Whereas, our company seeks to hire the most qualified person and has never had a policy discriminating against any person, or groups of persons, for any reason.
Whereas, it would be inappropriate and possibly illegal to ask a job applicant or employee about their sexual interests, inclinations and activities.
Whereas, it is similarly inappropriate and legally problematic for employees to discuss personal sexual matters while on the job.
Whereas, unlike the issues of race, age, gender and certain physical disabilities, it would be impossible to discern a person’s sexual orientation from their appearance.
Whereas, unless an employee chooses to talk about their sexual interests or activities while working, the issue of sexual orientation is, essentially, moot.
Whereas, according to the website of the Human Rights Campaign (HRC), the largest national lesbian, gay, bisexual, and transgender political organization, “an inclusive non-discrimination policy (one that refers to sexual orientation) is a key facet of the rationale for extending domestic partner benefits.” The HRC adds, “Establishing a benefits policy that includes your company’s gay and lesbian employees is a logical outgrowth of your company’s own non-discrimination policy. . . .”
Whereas, domestic partner benefit policies pay employee benefits based on the employee engaging in unmarried, homosexual relations. These relations have been condemned by the major traditions of Judaism, Christianity and Islam for a thousand years or more.
Whereas, the Armed Forces of the United States is one of the largest and most diverse organizations in the world. They protect the security of us all while adhering to a “don’t ask, don’t tell policy” regarding sexual interests.
Whereas, our company does not discriminate against tobacco users when they apply for a job even though they are not protected by any employment clause. It also does not pay tobacco users special benefits based on their engaging in this personally risky behavior.
Whereas, those who engage in homosexual sex are at a significantly higher risk for HIV/AIDS and other sexually transmitted diseases.
Whereas, marriage between heterosexuals has been protected and encouraged by a wide range of societies, cultures and faiths for ages.
Resolved: the shareholders request that Wells Fargo form a committee to explore ways to formulate an equal employment opportunity policy which complies with all federal, state and local regulations but does not make reference to any matters related to sexual interests, activities or orientation.
Supporting Statement
While the legal institution of marriage between a man and a woman should be protected, the
sexual interests, inclinations and activities of all employees should be a private matter, not a corporate
concern.
Position of the Board of Directors
The Board of Directors recommends a vote AGAINST this proposal, which is identified as Item 9 on the proxy card, for the following reasons:The Company believes that welcoming all people and opposing discrimination in all its forms, including discrimination based on sexual orientation, represents a commitment to fairness that Americans support. This belief is how we conduct our business successfully. Diversity is part of the Company’s “Vision and Values,” which makes it clear that we want to “respect differences among team members, customers and communities—earning mutual trust by supporting our corporate values for diversity, taking advantage of different perspectives, supporting the diversity of our team members, customers and communities, and leveraging diversity as a competitive advantage.”
- The Company believes diversity is fundamental to its success; and
- Opposing discrimination in all forms is one of the ways the Company makes its commitment to diversity a reality.
The Company seeks to recruit and retain outstanding team members who reflect the diversity of a highly competitive marketplace. We do not publicly support or endorse any particular creed or lifestyle. We simply strive to build a culture in which all people are accepted and individual differences are respected among our team members, and we intend to continue our commitment to support the diversity of all our team members and customers.
Accordingly, the Board of Directors recommends that you vote AGAINST this proposal.
The statements and arguments are familiar. We've been hearing them from Fallwell and Dobson and Robertson and Wildmon and Hagee and company for over 30 years in one form or another. They're tired, and they're untrue, and not even the dwindling number of followers those folks puts much store in them any more.
No, the surprise was that this item was included in a statement from the Wells Fargo corporation, a pioneer and stalwart supporter not only of workplace diversity but a proud corporate sponsor of any number of lesbian and gay sporting events and other activities.
The proxy statement doesn't say which shareholder(s) submitted the proposal (I'm sure it's in there somewhere, but I'm lazy.), but my guess is that somebody like Don Wildmon at the "American Family Association" or James Dobson from "Focus on the Family" has bought themselves a share of Wells Fargo stock.
Their efforts are laughable, and the resolution won't receive enough votes to justify the ink to print it or the time spent responding to it. It's both revelatory of the American culture and somehow bizarrely personally reassuring to me that these guys are still able to make a buck out of this issue in 2008.
