SOUTHERN BAPTIST RUN HEADLONG INTO DEADLY FUTURE UNDER DIVERSITY,EQUITY & INCLUSION TYRANNY.

SIGNIFICANT NUMBERS OF SOUTHERN BAPTIST LEADERSHIP HAVE BEEN PLAYING A LONG GAME TO TRANSFORM THEIR MOVEMENT. LIKE ALINSKY TRAINED RADICALS THESE MEN AND WOMEN ARE NOT LETTING THE SEX ABUSE CRISIS GO TO WASTE.

State , corporate and soon CHURCH mandated DE&I transformation is a form of Cultural Cannibalism and it is coming soon to every aspect of your life- including your FAITH.

Rev Thomas Littleton

12/29/2022

In 2018 the perfect storm for progressives feminist and minority status activist was visited upon the Southern Baptist Convention (SBC) bearing the title #MeToo. Soon the name morphed into the #churchtoo movement and from that moment forward the SBC has been locked into a deadly coerced and forced march toward Diversity Equity & Inclusion Compliance. Like altering the ingredients in an old family recipe -#MeToo driven DE&I uses Women because they are the largest minority group . But the movement template then expands the issues to cover race and sexual orientation , gender identity, disabled , and the gamut of finely honed critical theory narratives , professional victims and highly funded advocacy groups. Here is what that means-looks and smells like for Christians and the Church. Keep in mind that as the largest Protestant denomination /movement in America (the SBC) goes- so goes the church in America .

First the need for the SBC “Investigation ” is always blamed on the SBC messengers at the annual conventions resulting from manipulated voting but make no mistake ,from every indicator -the use of the “Sex Abuse Scandal Investigation, which is now a massive scandal of its own, is a top down- inside -agenda driven bit of theater which has little or nothing to do with actual victims of abuse.

How the narrative goes in the media “The group tasked by the members ( yep so this is the members?…not really) of the Southern Baptist Convention with creating policies to address sexual abuse within the denomination has shared an update on their work and reaffirmed their commitment to “helping churches prevent sexual abuse and minister well to abuse survivors.”

(NOTE: No doubt abuse has taken place and some of it has been covered up for decades by the good ole boy network and 1tth commandment among some Baptist. This abuse and corruption includes “Big Face Baptist” and small church staffers and victims including women and children. The hard reality is that the almost monthly news of the next child abuser arrested in a church is largely ignored in the SBC / Guidepost Solutions “Investigation” in favor of high profile cases involving women who are becoming part of the united victim coalition of activist pushing DE&I as the answer. The fact that many of the arrest of abusers points to the problem that pedophile and homosexual abuse has been a significant part of the problem..the impression is that such abuse does not seem to fit the goals of the crisis. DE&I outcomes are not designed to address pedophilia and would never target LGBTQ for investigations . It is quiet the opposite .Make no mistake – victims mean little in the outcome objectives once “investigations” turn to feed political parasites and are drivers of “social change” in the “host”institution . That is what the SBC crisis looks to have been from the start. The SBC abuse investigation set to become a feeding frenzy for bottom feeders and the platform for victory laps by selected victims and inside religious deconstructionist . )

SBC HISTORY AND INVESTIGATION THE VICTIMHOOD EMPOWERED

SBC SECOND TASK FORCE IN AS MANY YEARS ISSUES AN UPDATE

Task Force Update  (Dec ‘22)

Dec 22

“The Abuse Reform Implementation Task Force met Monday, December 12, in Nashville to continue to work on identifying and implementing reform measures as instructed by the Messengers at the 2022 SBC Annual Meeting in Anaheim. In our last update, the ARITF established three priorities for the first phase of its work:”

  • The retaining of an individual or firm who is qualified and trauma-informed to receive reports of abuse or mishandling of abuse, determine the proper entity, association or church to respond to that report, and communicate this report to the relevant parties.
  • The creation of the Ministry Check database, which will house the names of those credibly accused of sexual abuse in order to ensure thorough information flow throughout the Convention and better resource churches to protect their congregations.
  • Assisting the Credentials Committee in retaining a qualified firm to assist them in their processes and in performing factual inquiries related to sexual abuse. As of right now, more than 200 referrals have been made to the Credentials Committee related to SBC churches and it is imperative that we equip and resource our CC members to respond to these reports.”

“At present, the ARITF has held three in-person meetings and continued to work diligently between meetings to advance the priority items identified above. This work has included numerous meetings and interviews with SBC leaders, SBC Credentials Committee members and personnel, and leading experts in investigations, abuse prevention and response, and cyber and technological security. “

“As a result, the ARITF has made progress toward the items specified above. In addition, these efforts have also allowed the ARITF to identify specific processes and reform measures which remain in need of either creation or revision. Additionally, through this work the ARITF has also identified numerous outside groups that may provide needed assistance for SBC churches and entities in their efforts to prevent and respond to instances of sexual abuse.”

Pertaining to the priority items, the ARITF will continue to consider the best long-term option for the SBC to receive reports of abuse or mishandling of abuse. At this time, the ARITF with the assistance of key SBC leaders has agreed to maintain the hotline and email notification system to receive and document these reports. The ARITF has also worked diligently to determine the specific nature and functions of the Ministry Check database and to identify a capable and qualified database administrator. The ARITF continues to work closely with the Credentials Committee to address these and other issues. Finally, as indicated above, the ARITF has met with multiple third-parties to identify and ultimately make recommendations to the Credentials Committee and SBC churches and entities with potential companies or firms capable of performing investigations or inquiries as needed.”

“As we continue our own work, the ARITF wishes to affirm the efforts of so many of our State Conventions to help set standards for churches and provide resources for churches to prevent abuse and care for survivors. These state-level and local reforms are critical for creating a convention-wide culture of prevention and care.”

THE INVESTIGATION THE FIRMS AND GUIDEPOST SOLUTIONS

Vision Statement -A mosaic of diversity and innovation.”

SBC -GUIDEPOST SOLUTIONS INVESTIGATION + REPORT


  • In response to requests, the SBC Executive Committee has released the list of pastors and other church-affiliated personnel accused of sexual abuse. This 205-page database was made public May 26, 2022. It includes more than 700 entries from cases that largely span from 2000 to 2019.
  • The release statement is available on the SBC website.
  • The Report of the Independent Investigation is now available from the Task Force.

On September 9, 2021, the Task Force announced that Guidepost Solutions was retained to conduct the independent assessment and investigation regarding the Executive Committee of the SBC, as commissioned by the Messengers of the Convention at the 2021 SBC annual meeting. Pursuant to the Letter of Engagement, Guidepost’s mandate is as follows:

Specifically, and as directed by the SBC Motion, Guidepost investigated:

  • Allegations of abuse by Executive Committee members
  • Mishandling of abuse allegations by Executive Committee members between January 1, 2000, to June 14, 2021
  • Allegations of mistreatment of sexual abuse victims by Executive Committee members from January 1, 2000, to June 14, 2021
  • Patterns of intimidation of sexual abuse victims or advocates from January 1, 2000, to June 14, 2021
  • Resistance to sexual abuse reform initiatives from January 1, 2000, to June 14, 2021

In addition, Guidepost performed an audit of the procedures and actions of the Credentials Committee after its formation in mid-June 2019, using best standards and practices designed to ensure accountability, transparency, and care for the wellbeing of survivors of sexual abuse.

Additional information regarding the Task Force and the scope of the investigation can be found here.

A press release announcing the retention of Guidepost can be found here.

GUIDEPOST SOLUTIONS DE&I CULTURE AND CURRENT SCANDAL OF THEIR OWN.

Guidepost Solutions ,armed with 5 allied law firms ALL DEEPLY COMMITTED TO DE&I CULTURAL TRANSFORMATION among clients , were hired to “Investigate the SBC Sex Abuse” The DOJ , where many Guidepost Solutions employees have worked in the past launched its own investigation in August 2022.

For MORE on Guidepost DE&I tainted investigation read here “

GUIDEPOST SOLUTIONS IS NOW BEING SUED FOR THE BOTCHED INVESTIGATION

Guidepost is now named in a massive lawsuit along with past and present SBC Presidents, entity heads, several entities, seminaries, their heads AND the SBC publishing arm Lifeway accusing those named of using what some believe to be an 8 year consensual affair that might not have happened as to target the accused male- a now fired SBTS professor – as a “SCAPEGOAT” in the published investigation. It is stated that Guidepost nor its investigators even interviewed the accused before centering much of it’s investigation results around this case since it involved a high ranking SBC female executive. Yes SEEDY business, Apologies .

More here on the lawsuit if needed:

( From Christianity Today coverage of the story )

“David Sills was repentant and obedient to the rules of the SBC,” the complaint alleges. “Defendants saw him as an easy target; a bona fide scapegoat.”

“The complaint names Southern seminary and Mohler, as well as the SBC’s Executive Committee, SBC President Bart Barber, and his predecessor Ed Litton as defendants, along with several other leaders. Also named as a defendant is Lifeway Christian Resources, a research and publishing arm of the SBC, and Guidepost Solutions.”

“It also names Jennifer Lyell, a former seminarian and vice president for Lifeway, who has repeatedly alleged that Sills was abusive, an allegation Mohler has also made on social media and in an interview for a documentary about the denomination’s response to its sexual abuse crisis.”

“Guidepost “perpetuated a false narrative in a Report, in exchange for payment and in concert with Defendants,” all of which ruined Sill’s reputation and labeled him as an abuser, according to the complaint.”

“Guidepost declined to comment, as did Lyell. The SBC Executive Committee and several other SBC leaders did not immediately respond to requests for comment.”

WHAT DE&I LOOKS LIKE IN CORPORATE CULTURE

“For anyone working in a large corporation ,a university of a government agency at any level since the BLM riots of 2020 the DE&I metrics , training and cultural transformation tactics are very familiar. But imagine THESE tactics and “VALUES” being applied to and in the church of the lining God and missions organizations both global and domestic and even in disaster relief efforts partnering with FEMA and REd Cross. That is already happening. “

PUBLIC UTILITY MUST PLAY TO BOTH DE&I CULTURE CHANGE & CLIMATE CHANGE

Remember that public utility companies are both mandated political climate policy requirements and guaranteed profits by legislative acts. These companies in turn use hundreds of millions in those profits extracted from the public to force DE&I on their employees, their families, corporate scholarships, education , political lobbying and local communities where their grants are much sought after. This makes for a never ending-circular- form on insanity for progressivism feeding on itself at public expense to the detriment of the local community with the ever raising bar of expectations for compliance.

A LOOK AT DE&I IN SOUTHERN COMPANY A UTILITY COMPANY IN THE SOUTHEAST.

“Moving to Equity”

“For years, striving toward equity has been part of Southern Company’s focus on building a healthy company and culture. We work diligently to prevent inequity in our company and to ensure a fair and just culture across the entire organization. We are committed to an equitable and inclusive workplace that mirrors the diverse communities we serve. We are proud of our ongoing pledge to foster racial justice and of our place as a role model among companies forging social change.”

“Recently, we have refocused our efforts toward a more holistic goal of diversity, equity and inclusion, helping to ensure all groups are welcomed, well represented, engaged and fairly treated throughout the organization. Following events in 2020 highlighting racial injustice in our society, we published Moving to Racial Equity, a complete framework which confirms our collective commitment to this topic. In addition, in 2021 we published a Transformation Report updating stakeholders on our progress toward key goals.”

Key efforts and commitments include:

  • Talent: “committing to a diverse, equitable and inclusive workplace to better serve our customers and communities; increasing and improving outreach, recruitment, hiring and retention of diverse groups at all levels of the workforce; ensuring equity in leadership development programs; and seeking diverse candidate slates for all positions, including management roles.
  • Culture: promoting an actively anti-racist culture to ensure that all groups, especially historically underrepresented and marginalized groups, are well-represented, included and fairly treated within all levels of the organization, and that everyone feels welcomed, valued and respected.
  • Community: committing $225 million over five years to advance racial equity and social justice in our communities with a focus on criminal justice, economic empowerment, the advancement of educational equality and energy justice.
  • Political Engagement: advocating for racial equity through our political engagement, policy positions and ongoing public dialogues. 
  • Suppliers: aiming to increase our minority business enterprise spend to 20% and total diverse spend to 30% by 2025, and committing to developing and doing business with more Black-owned businesses in our industry and communities.”

“Southern Company must hold itself accountable to the commitments and pledges it has made. To do this, we expect all employees across the Southern Company system to embrace these overarching racial equity pillars, commit to continuous personal education on the topic, engage in open dialogue with teammates and hold each other accountable for our success. We have also established a communication framework that firmly positions our racial equity and social justice efforts central to Our Values. We have engaged PwC to conduct an external audit of this initiative to uncover any high priority systemic issues and evaluate the identified metrics and key performance indicators as proxies for sustaining the desired behaviors and practices consistent with an inclusive company culture. Finally, we have pledged to review Our Values, evaluate additional diagnostics, further define our initiatives and develop an employee feedback loop to supplement the existing equity efforts underway.”

“It is our sincere hope that these accountability steps will strengthen Southern Company’s implementation plans and capabilities around equity. “

MORE AT THIS LINK

SOUTHERN COMPANY DE&I ALSO INCLUDES PRIDE

“DE&I Manager Aby Parsons and 2022 PRIDE Power president Justin Averette talk about what Pride means and building an inclusive workplace.”

SOUTHERN COMPANY PANDERS TO RADICAL HRC “EQUALITY INDEX”.

“For the second year in a row, Southern Company was named one of the Best Places to Work for LGBTQ Equality by the Human Rights Campaign (HRC), scoring 100 percent on its 2018 Corporate Equality Index.”

“HRC is the largest lesbian, gay, bisexual, transgender and queer (LGBTQ) civil rights organization in the U.S., representing more than 3 million members and supporters nationwide. HRC envisions a world where LGBTQ people are embraced as full members of society at home, at work and in every community.”

“Patrick Scarborough, compliance and technology services manager for Southern Company Services, has been a member and supporter of HRC for many years. Scarborough recently completed a two-year term on the organization’s board of directors and begins his second term with the same enthusiasm and drive to make meaningful change.”

SOUTHERN COMPANY FINANCIAL COMMITMENT TO DE&I

“We find ourselves at a critical moment in history when very necessary and
important discussions about racism and racial injustice are taking place. The
killings of George Floyd, Breonna Taylor, Ahmaud Arbrey, Rayshard Brooks and
many other Black Americans awakened a growing recognition of the cumulative
and compounded effects of systemic racial barriers and bias across institutions
and society.”
“At Southern Company, we are confronting these issues head-on. We have created
the following framework to guide all our businesses as we engage in this process and
to ensure a continued and coordinated focus on this work. This framework confirms
our collective commitment to racial equity, which is a process of preventing racial
disparities where they exist and ensuring fair access, opportunities and outcomes for
everyone. It is the intentional and continual practice of evaluating and instituting
policies, practices, systems and structures that prioritize measurable change in the
lives of people of color.”
“We are committed to be a role model among companies forging change.”

COMMUNITY
“Southern Company and its Charitable
Foundations are committing $200 million
over five years to advance racial equity
and social justice in our communities.”

NOTE- Again all these activities by a public utility are part of the new standard for corporate culture BUT the profits being poured into these DE&I push programs are from legislative act guaranteed profits from mandated spending driven not only by development and upgrading grids and infrastructure but also by “climate change” activism and “global goals” political policies.

This is Cultural Cannibalism .

AN OVERVIEW OF THE HOW DE&i IS FORCED ON CORPORATIONS AND ESCALATED SINCE BLM RIOTS OF 2020

FROM “JUST CAPITAL” AN ACTIVIST ORGANIZATIONS POLICING CORPORATE INVESTMENT IN DE&I

May 30, 2022

“In the two years since the killing of George Floyd and other Black Americans ignited a national reckoning with racial injustice, dozens of America’s largest companies have made unprecedented commitments to advancing racial equity in their workplaces and communities. Last year, we began tracking these commitments – as well as the concrete actions corporate America was beginning to take – as part of our 2021 Corporate Racial Equity Tracker. Below, we’ve updated our Tracker with the latest corporate performance data on these issues, tracking whether companies are making progress toward their goals, two years on.”

“With our recent survey research showing that 92% of Americans overall (up from 79% last year) and 95% of Black Americans believe it is important for companies to promote racial diversity and equity in the workplace, the demand for action on corporate commitments has only increased – especially considering that 68% of Americans, and 87% of Black Americans, agree companies have more work to do.”

“The 2022 Corporate Racial Equity Tracker offers an in-depth accounting of the commitments and actions announced by the 100 largest U.S. employers, through 23 metrics across six specific dimensions of racial equity:”

  • Anti-Discrimination Policies
  • Pay Equity
  • Racial/Ethnic Diversity Data
  • Education and Training Programs
  • Response to Mass Incarceration
  • Community Investments

WHERE THE SBC “SEX ABUSEAND RAMPANT RACISM ACCUSATIONS CAME FROM AND WHERE THEY ARE GOING IN THE CHURCH.

The SBC had the #MeToo movement pushing into its ranks by the Houston Chronicle and activist inside the SBC like Russell Moore, Beth Moore, and then incoming SBC President J D Greear in 2018. This trio formed a “Caring Well” event – hired professional victims /advocates like Rachael Denhollander -sold their books and began positioning the SBC with mechanisms for national overreach into local churches . This positioning has been spread out over 5 years and gone mostly undetected for what it means to local churches and individual believers.

By 2021 ,after being fired from his position as President of the SBC political lobby arm -the Ethics and Religious Liberties Commission for his divisive politics and constant shaming of Baptist voting habits, Russell Moore fired the DE&I torpedo via “leaked ” letters.

IN JUNE 2021 RUSSELL MOORE LAUNCHES ACCUSATION NARRATIVE TO MEDIA WHICH CAN ONLY BE ANSWERED BY DE&I CULTURE SHIFT AND MANDATED COMPLIANCE.

“The presenting issue here is that, first and foremost, of sexual abuse,” Moore wrote. “This Executive Committee, through their bylaws workgroup, ‘exonerated’ churches, in a spur-of-the-moment meeting, from serious charges of sexual abuse cover-up.”

HEADLINE FORM THE ATLANTIC JUNE 7 2021

“This is an earthquake,” a prominent Christian writer told me.”

“The publication of an extraordinary February 24, 2020, letter by Russell Moore, one of the most influential and respected evangelicals in America (and a friend), has shaken the Christian world.”

HOW IT PLAYED OUT AND HOW THE INVESTIGATION WILL END?

The SBC has set up TWO task force – one to lead the investigation and a second to direct”implementation ” of the investigations “report” and “recommendations” set out by the currently scandalized Guidepost Solutions and the first task force. Confused? The case might be made that the confusion is on purpose so as to provide distraction and cover from the looming DE&I compliance which saturates the work and culture of Guidepost and it legal partners. Compliance will come for the SBC like the emerging sun after a horrific storm and possibly be viewed as the answer to the years long trial and crisis.

SBC leaders, again making the appearance of leadership by the will of the messengers (SBC voting membership at the annual meetings ) in 2019 “Repurposed ” a “Standing Credentials Committee” which historically was tasked with verifying messenger credentials for voting ballots to represent their churches at the annual meetings, The Credentials Committee was morphed into a Reforms and Compliance enforcer agency now working with the Implementation Task Force and the Guidepost Report to review past issues of abuse and oversee handling of future reports and investigations. Meanwhile this “Credentials Committee ” has new found ability in the power to usurp the SBCs historic authority of the local church over ordination , cooperation , and participation in the Cooperative Programs of the SBC. In other words -SBC churches are no longer autonomous churches in “cooperation”. The nature of the SBC has been and will forever be changed by the internal handling of the Crisis brought about by activist leadership and furthered along by outside progressive /DE&I driven partners toward total compliance and utter culture change.

The fact it is important to understand is that the SBC and its entities have a significant and growing history of involvement in /with Government and other outside grant funding for “Refugee Care” education, health care, community development ,disaster relief and much more in Faith Based Partnerships with activist foundations and government agencies. The fact that Refugee Resettlement and Disaster Relief /FEMA partner /SBC NAMB entity Send Relief has stepped up and in to both fund the Implementation of reforms and give oversight of ministry “protecting families and children” is significant . And although the child sex abuse has seldom been the focus of the highly politicized Investigation and has ZERO focus in the applied culture change of DE&I- we are to accept that the SBC and these internal partners wish to “protect children.” . In fact the most vulnerable of victims seem to be left out of the outcomes. DE&I brings NOTHING at all for these young victims.

CONCLUSION

The Southern Baptist is the largest Protestant denomination or movement in America and its fall to DE&I compliance overhaul signals an end to much of mainstream biblically conservative Christianity in America. It signals an end to the political force and influence conservative Christians have enjoyed for the last two generations and that is actually a huge part of the intended outcomes by the progressive players who worked so hard to bring the “Crisis ” to the boiling point in 2018.

DE&I will subdue and subvert the stated vision of the SBC i.e. The Great Commission of spreading the Good News of Jesus to the World and will leave in its wake a WOKE scorched earth landscape void of the Gospel , flush with ongoing lawsuits, and policies which appease political goals -serve progressive political ends and leave victims out in the cold and on their own if they do not happen to fall among those cases carefully selected to be featured as window dressing for this host of agenda driven players who took up the crisis for their own assorted and sorted reasons.

What the SBC will no longer have is the guidance or presence of the Holy Spirit or the fruit of the Spirit or the fruitfulness which comes only from being on MISSION with the Gospel. It will however be “compliant” / Diverse/ Equitable / Inclusive with its empty churches and spiritually and financially bankrupt institutions.

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