BIGOT BELL: Hiring Policies

Taco Bell claims that is provides training to its employees, based on its 2010 policy :

Yum! Brands 2010 Corporate Social Responsibility Report - Training

Taco Bell further claims that it values diversity in the workplace, yet based on experiences by some of its employees, Taco Bell doesn't take seriously its own diversity policy, which you can read below :

Yum! Brands 2010 Corporate Social Responsibility Report - Diversity

Furthermore, Taco Bell has a social responsibility policy, when it comes to its associates. Read the parent company's policy : you be the judge.

Yum! Brands 2010 Corporate Social Responsibility Report - Associates

Taco Bell : Stop discrimination against LGBTQ employees !

A Yum! Brands Employee at Taco Bell in Louisiana is Dismissed Because He is Gay.

Taco Bell Needs Cultural Competency Training.

The LGBT civil rights group Connecting Rainbows is calling for a world-wide boycott of Yum! Brands restaurants, which includes KFC, Pizza Hut, and Taco Bell.

Jason Ray Smith, a gay employee of Taco Bell restaurant in Bossier City, Louisiana, was dismissed from work because he was honest about his sexual orientation on his Facebook profile and on his Connecting Rainbows profile.

Members of Connecting Rainbows have started an online petition on Change.org, demanding that Taco Bell institute cultural competency training.

Mr. Smith was told he needed to be taken out to the field and have the gay beaten out of him. When he reported it, Mr. Smith was harassed and intimidated by Taco Bell management.

Mr. Smith said that Taco Bell conditioned his rehiring on Mr. Smith deleting his Facebook account and deleting his Connecting Rainbows profile, which Mr. Smith has said he will NOT do. Sign our petition demanding that Taco Bell follow through on its commitment to diversity.

Taco Bell needs to end unequal treatment of employees.

The Employment Non-Discrimination Act (''ENDA'') is a proposed bill in the United States Congress that would prohibit discrimination against employees on the basis of sexual orientation or gender identity by civilian, nonreligious employers with at least 15 employees.

The Civil Rights Act of 1964 (Pub.L. 88-352, 78 Stat. 241, enacted July 2, 1964) was a landmark piece of legislation in the United States that outlawed major forms of discrimination against blacks and women, including racial segregation. It ended unequal application of voter registration requirements and racial segregation in schools, at the workplace and by facilities that served the general public ("public accommodations"). Powers given to enforce the act were initially weak, but were supplemented during later years. Congress asserted its authority to legislate under several different parts of the United States Constitution, principally its power to regulate interstate commerce under Article One (section 8), its duty to guarantee all citizens equal protection of the laws under the Fourteenth Amendment and its duty to protect voting rights under the Fifteenth Amendment.

Looks like it is time that Congress updated the Civil Rights Act by adding sexual orientation and gender identity to the major forms of discrimination that are outlawed.

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Hiring Policies