Sunday, March 2, 2025
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Sunday, March 2, 2025

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“I Will Not Embrace The Chaos”: A Letter From a Former Wauwatosa Teacher

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By Scarlett Johnson

“Sixth-graders would define different types of sexual activity, “vaginal, oral, and anal sex and other forms of sexual (masturbation).” The same grade would learn about “a range of identities related to sexual orientation (e.g. heterosexual, bisexual, lesbian, gay, queer, two-spirit, asexual. Pansexual).”

My daughter is eleven years old. It is hard to imagine that if I were a resident of the Wauwatosa School District, in just a few short months, the above “standard” would be applied to my sweet little girl. I feel nothing but outrage, as I imagine my daughter, seated next to several boys (sorry, I should say ‘persons with a penis’), as she’s told to demonstrate her understanding of “anal sex” to a co-ed cohort. My blood boils at the thought of her using a whiteboard for an interactive demonstration about oral sex or masturbation. This is sexual abuse in my opinion. Thankfully, this is also the opinion of many parents AND educators as well.

As it turns out, not all educators are giddy at the thought of teaching little kids about two-spirit transgender identities and the how-tos of mutual masturbation. One such courageous former Wauwatosa teacher, Jim Krause, reached out to me. With his consent, I now share his letter:

The text said, “Did you see the news?” “No,” I replied. “What happened?” “The district admin gave an illegal contract to AVID.”

Then, PING! “Did you see *Teacher M* is in the news? He was talking to kids about sex and had felonies?

PING! “Check out these fights at Tosa?!”

Another month, another text; it was almost like clockwork. All the stories were about criminality within the Wauwatosa School district. But in August, a different kind of text came in:

PING! “Wauwatosa School District proposes new sex education curriculum.”

Why were these texts getting sent to me? From 2017 to 2021, I taught in the Wauwatosa School District for three years as a Spanish teacher at Whitman Middle School and one year as a Civics teacher at Vel R Phillips Juvenile Correctional Center.

Let me give you my credentials:
-Nine-year teacher in Wisconsin public schools (three different districts)
-Hold a lifetime DPI license to teach Spanish
-UW-Oshkosh Education graduate
-Led sessions on student engagement
-Never had a formal parental complaint in my entire career

Despite these credentials, like many new teachers, I struggled for the first few years. In my 3rd year, a fellow Spanish teacher told me, “Embrace the Chaos.” It was her way of saying, use middle schoolers’ energy, excitement, and curiosity to your advantage. It was then things started to click for me.

I thought about this sage advice upon researching and viewing social media posts on the new Comprehensive Sexuality Education curriculum adopted by the Wauwatosa School District on August 22nd, 2022. My initial thoughts likely differed from the average person, sure, I was filled with shock and disgust, but as a former 6th-grade teacher, I couldn’t help but wonder, “What would this curriculum look like in a middle school classroom?” I am sure many parents are asking themselves the same question.

The best way I can answer this question is to describe a 6th-grade Spanish Unit introductory lesson plan and then apply this model to sex education. I promise there will be no verb conjugation charts or subjunctive-I wouldn’t want you to have nightmares. Bear with me.

The second unit in 6th grade Spanish at Wauwatosa is School Unit. How did we introduce, present, and teach those concepts as teachers?

First, we would start with basic vocabulary around classes and school objects- la clase de inglés, las ciencias, el lápiz, el libro, etc. We’d practice pronunciation and maybe look around and point to classroom objects. Most units in any subject revolve around a set list of vocabulary.

Second, students would practice with a district-provided set of flashcards and make their own slapjack game.

Third, we often played a game with whiteboards to ensure our visual learners were covered. Students pair up in teams of two, and in the first round, I say and pick a school object; students get 1 minute to draw the object on a whiteboard. The group with the best drawing wins, then they, as a group, get to come to the front and pick a new word and are the judges for the next round. (If you can envision this activity, it is fun, competitive, and engaging. I’ve taught this activity to other teachers, and they loved it.) We would finish the day with students forming a line, answering ¿Cuál es tu clase favorita?, and then exiting the classroom.

If you’d ask me for a lesson plan, it would look like this:

GOAL: Introduce/Learn school vocabulary- Classes and School Objects

1. Introduce vocabulary with handout and pronunciation practice- 15 minutes
2. Flash cards with Slapjack handout- 10-15 minutes
3. Whiteboard game -15-20 minutes
4. Exit Slip-Answer verbally:?Cual es tu clase favorita? 3 minutes

To reiterate, this is the plan for day 1 of the school unit. The curriculum is covered simply by demonstrating an understanding of some basic vocabulary and answering one of the main questions of the unit. We haven’t even touched grammar, individual or group projects, or assessments.

The question is, how did I get there in just this lesson? As the teacher, I used the approved district curriculum in activity one but with some play on it- looking around the room for objects and having specific students verbalize each vocabulary word.

Activity two is district approved, but I, as the teacher, created a Slapjack vocabulary game to be used in upcoming lessons.

Activity three is 100% teacher-created. Another teacher teaching the same class might not use the activity.

Activity four is pretty simple, but again, as the teacher, I decide what we, as a class, will do.

As a UW-Oshkosh education graduate and nine-year teacher at Wisconsin public schools, this is the way. The Wauwatosa school district dictates the learning objectives, and the teacher has about 80% autonomy on teaching said goals. Imagine the micromanaging by the administration if every minute of every lesson was planned for a teacher.

As a Wauwatosa Middle School teacher, I wasn’t asked to provide daily or weekly lesson plans. Throughout the years, district administration and Wisconsin DPI determine a class’s core objectives and summative assessments. In the case of Wauwatosa, it was up to the teacher’s discretion how to meet those objectives.

With that in mind, let’s apply the Sex Education Curriculum to the same 6th-grade level classroom using the same lesson plan. These are the objectives for the class:

First, we would write down the vaginal, oral, and anal sex definitions. The district would give the descriptions, and the teacher would relay them. Not sure how looking around the room for oral sex would work out, so we’ll just skip that part.

Next, students would practice with flashcards and make a slapjack game by writing down the definitions again. Research shows writing down descriptions helps reinforce understanding and recall of terms. Furthermore, all districts push for working in “diverse” groups. I don’t know how students quizzing their partners in class on vaginal sex would go, but that is the objective.

Then the students must engage in the interactive phase using whiteboards. A student would draw a term and get to work. Imagine the horror of an eleven-year-old girl as she realizes she picked the term ‘anal sex.’ Now, she must demonstrate knowledge of this term on the whiteboard. Excuse me as I hold back bile. This is sick.

Finally, imagine students as they are asked by the teacher on the exit ticket, “What is a pansexual?” “What is a two-spirit?” “Can you describe vaginal intercourse?” “What is oral sex?” Disgraceful.

As I write out this brief lesson plan description, I cannot help but get a little emotional. The Wauwatosa school district can put the curriculum label on something, but it does not make it valuable. It does not make it any less criminal, and it does not make it anything less than pedophilia. Why are we, as adults allowing this to our children?

I read the letter to the administration, written by many former colleagues, calling for implementing comprehensive sex education. I know on a very personal level some of the teachers who signed the letter. In it, they smear any community members who’ve made comments as “bigoted,” “transphobic,” and “queerphobic.”

Take it from a former educator; Once a teacher has embraced this level of hatred for opposing viewpoints, they are no longer of sound mind and cannot be trusted with the care of your children.

Strip away all the educational jargon, fancy slogans, and “expert” advice, and the Wauwatosa Human Growth and Development curriculum, or Comprehensive Sex Education, is filth, disturbing, and WRONG.

This is one former teacher who will not “embrace the chaos.” I hope others will join me and stand with the children. They deserve better, and parents are entitled to know the truth.

God bless, Jim Krause

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National Sheriffs Association Says About 700,000 ICE Arrest Warrants Nationwide

State and local law enforcement are being put in harm's way with Illinois’ migrant sanctuary policies, the Illinois Sheriffs Association says.

Association Executive Director Jim Kaitschuk said the National Sheriffs Association put out a note to their state partners that there are 700,000 Immigration and Customs Enforcement administrative arrest warrants that are active. But, that doesn’t matter in Illinois.

“Illinois law enforcement is precluded and prohibited from participating in any activity that is solely related to civil enforcement,” Kaitschuk told The Center Square.

Illinois law, through the TRUST Act and The Way Forward Act, prohibits state and local law enforcement from cooperating with federal immigration officials if a civil detention order is the only thing ICE has against someone.

While Kaitschuk said they can cooperate when there are criminal orders, law enforcement not being able to cooperate with civil warrants can still cause security concerns.

“Unfortunately things do go wrong, right, and then we’re in a situation where you may not know anything about what’s occurring,” Kaitschuk said. “So, we’re kind of blind in those cases.”

Daily immigration arrests nationwide haven’t been comprehensively published, but some estimates are more than 21,000 immigration detentions across the country since Jan. 20, when President Donald Trump took office.

Last week, state Sen. Omar Aquino, D-Chicago, told a group of immigration advocates that Illinois will stand strong.

“You are not going to come into our house and just try to take people and separate families in this state,” Aquino said. “People have rights. They are human rights.”

Illinois law also limits ICE from using local county detention facilities. Kaitschuk said the state’s sanctuary policies prohibit police from even knowing whether they have a suspected illegal immigrant in their jail.

“And [ICE] they’re having to go to people’s houses and at the point in time, the problem then is that you may be subjecting people then that weren’t involved in any other criminal activity other than being here … not legally and open them up to being subjected to ICE at that point in time in that residence, as opposed to if they were at the jail, where they wouldn’t have been,” Kaitschuk said.

Illinois and Chicago officials are on the other side of the U.S. Department of Justice in litigation over migrant sanctuary policies. Chicago Mayor Brandon Johnson is due in front of the U.S. House Oversight Committee Wednesday to discuss the city’s migrant sanctuary policies.

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Trump Gains More Ground in War Against DEI

A major shift is underway in the way large companies talk about and fund Diversity, Equity and Inclusion programs.

President Donald Trump began the transition when he signed an executive order last month eliminating DEI policies and staff at the federal government and extending the anti-DEI policy to federal contractors.

Private companies, some of which had already begun the transition before Trump took office, remarkably began backing off their DEI policies, even if only symbolically with little internal change.

Costco resisted, pushing back on the Trump administration, but other major brands like Amazon Wal-Mart, Target, and Meta announced a pullback from DEI. Media reports indicated DEI discussions on earnings calls has plummeted.

Others, such as Wisconsin-based financial services company Fiserv, have not yet made a change, at least not publicly.

A murky legal future awaits companies willing to take the risk to stick with DEI policies, particularly in hiring.

Fiserv receives hundreds of millions of dollars in government contracts.

According to Fiserv’s website’s Diversity & Inclusion page, the company is “committed to promoting diversity and inclusion (D&I) across all levels of the organization, in our communities and throughout our industry."

Fiserv says that it “partner[s] with people and organizations around the world to advance our D&I efforts and create opportunities for our employees, entrepreneurs around the world and the next generation of innovators.”

The company's diversity and inclusion page includes a careers section that discusses “engaging diverse talent” and events to connect with “diverse candidates.”

Critics of DEI initiatives and policies say they discriminate against white men and Asians and lead to hiring and promotion decisions based on factors such as race and sexual orientation rather than merit.

In its 2023 Corporate Social Responsibility Report, the company boasted that "60% of director nominees for the 2024 annual meeting reflect gender or racial/ethnic diversity."

According to an April 2024 report from Payments Dive, Fiserv was “buoyed by sales to government entities” in Q1 of 2024 and reported $500 million in revenue from those contracts. The U.S. Coast Guard contracted with Fiserv in 2024 to help with payroll, according to HigherGov, among other government contracts.

Fiserv did not respond to multiple requests for comment.

A watershed moment against DEI came when during the Biden administration, the U.S. Supreme Court ruled against longstanding affirmative action policies at American universities, one key example of white and Asian Americans being discriminated against.

Trump’s election has only solidified the new legal framework for what is permissible when considering race and gender in hiring, promotion, and workplace etiquette.

From Trump’s order:

In the private sector, many corporations and universities use DEI as an excuse for biased and unlawful employment practices and illegal admissions preferences, ignoring the fact that DEI’s foundational rhetoric and ideas foster intergroup hostility and authoritarianism.

Billions of dollars are spent annually on DEI, but rather than reducing bias and promoting inclusion, DEI creates and then amplifies prejudicial hostility and exacerbates interpersonal conflict.

DEI has become increasingly controversial as activists use the moniker to advance every liberal policy on race and gender, often at taxpayer expense. In the federal government, DEI had become widespread and infiltrated into every part of governance, from racial quotas for promotions at the Pentagon to driving healthcare research at the National Institutes of Health.

At private companies, DEI policies guided investment decisions via ESG (Environmental, Social Governance) as well as personnel decisions with racial quotas for company board rooms. Those ideas are out of favor with the Trump administration.

Some of the companies resisting the shift from DEI could face legal action.

A coalition of state attorneys general sent a letter to Costco alleging it is violating the law, as The Center Square previously reported.

“Although Costco’s motto is 'do the right thing,' it appears that the company is doing the wrong thing – clinging to DEI policies that courts and businesses have rejected as illegal,” the letter said.

This week, Missouri Attorney General Andrew Bailey filed a lawsuit against Starbucks for similar policies.

"By making employment decisions based on characteristics that have nothing to do with one’s ability to work well, Starbucks, for example, hires people by thumbing the scale based on at least one of Starbucks’ preferred immutable characteristics rather than an evaluation of an applicant’s merit and qualifications,” the lawsuit said. “Making hiring decision on non-merit considerations will skew the hiring pool towards people who are less qualified to perform their work, increasing costs for Missouri’s consumers."

A 2022 Starbucks document touts a DEI goal: “By 2025, our goal is to achieve BIPOC representation of at least 30% at all corporate levels and at least 40% at all retail and manufacturing roles.”

Bailey called the Starbucks policies discriminatory and illegal.

"With Starbucks’ discriminatory patterns, practices, and policies, Missouri’s consumers are required to pay higher prices and wait longer for goods and services that could be provided for less had Starbucks employed the most qualified workers, regardless of their race, color, sex, or national origin,” Bailey said. “As Attorney General, I have a moral and legal obligation to protect Missourians from a company that actively engages in systemic race and sex discrimination. Racism has no place in Missouri. We’re filing suit to halt this blatant violation of the Missouri Human Rights Act in its tracks."

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