Families sue Colorado school district forcing kids to share bedrooms with ‘transgender’ students

Since Jefferson County Public Schools assigned Joe and Serena Wailes’ 11-year-old daughter to share not only a room but a bed with a male student who ‘identified’ as a girl, two more area families have spoken up to challenge the district’s radical ‘gender identity’ policies.

Alliance Defending Freedom (ADF) announced that it filed a federal lawsuit against a Colorado school district that forced multiple girls to share sleeping arrangements with gender-confused boys, arguing that education officials have committed egregious violations of parental rights.

As previously covered by LifeSiteNews in December 2023, Jefferson County Public Schools (JeffCo) assigned Joe and Serena Wailes’ 11-year-old daughter to share not only a room but a bed with a male student who “identified” as a girl and directed her not to tell her parents about the boy’s true sex.

Fortunately, her mother had been a chaperone on the trip, and after some unsuccessful attempts to move her daughter was able to have the gender-confused student moved to a different room.

“This time, the chaperones agreed to move (the gender-confused student) and one other girl to a different room but again lied about why, saying (a) sick roommate needed more space,” ADF explained at the time in a demand letter seeking clarification of the district’s policies. “Throughout the entire evening, (the gender-confused student’s) privacy and feelings were always the primary concern of JCPS employees.”

On September 5, ADF announced its lawsuit against JeffCo on behalf of the Wailes family and two others: Bret and Susanne Roller, whose 11-year-old son was sent on a camping trip with a “non-binary” 18-year-old female counselor, with their son unable to contact his parents; and Rob and Jade Perlman, whose child is slated for the same trip but wants to prevent a repeat of the situation.

Despite these situations, the district has said it intends to continue assigning such travel arrangements on the basis of “gender identity” rather than biological sex, without accommodation for objectors or advance notice.

According to district policy, “students who are transgender (sic) should be assigned to share overnight accommodations with other students that share the student’s gender identity consistently asserted at school.” Further, “transgender” students cannot be forced to “share a room with students whose gender identity conflicts with their own.”

“Parents, not the government, have the right and duty to direct the upbringing and education of their children, and that includes making informed decisions to protect their child’s privacy,” ADF attorney Kate Anderson said. “This fundamental right is especially vital for parents to protect their children from violations of bodily privacy by exposure to the opposite sex in intimate settings, like sleeping arrangements or shower facilities. If Jefferson County Public Schools is going to continue placing students of the opposite sex in the same room on overnight trips — as it confirmed it would — the district must let parents be the ones to make decisions about their children’s privacy. And they must provide the information necessary and inform parents about the policy so parents can make the best decisions for their children. The district must grant our clients’ reasonable request for accommodations that can be accomplished in a number of confidential ways that protect the privacy of all students.”

For years, LGBT activists have worked to promote “gender fluidity,” the idea that sexual identity is separate from biology and discernible only by personal perception, across public education, libraries, health care, and cultural traditions such as beauty contests, school homecomings, and athletic competitions.

Related Topics:#CalvinFreiburger #LifeSiteNews AllianceDefendingFreedom BiologicalSexVSGenderIdentity JeffersonCountyPublicSchools

Up Next

The Cat Eaters of Ohio

Don't Miss

‘Something That We Keep Getting Wrong’: Chris Cuomo Defends Trump Supporters, Says They’re Not ‘All Bigots’

Todayville

Todayville is a digital media and technology company. We profile unique stories and events in our community. Register and promote your community event for free.

Follow Author

Feds Spent Roughly $1 Billion To Conduct Survey That Could’ve Been Done For $10,000, Musk Says

Energy / 5 hours ago

Poll: Majority says energy independence more important than fighting climate change

Business / 5 hours ago

Trump Reportedly Shuts Off Flow Of Taxpayer Dollars Into World Trade Organization

Business

Publicity Kills DEI: A Free Speech Solution to Woke Companies

Published on March 25, 2025

Todayville

For years, major corporations bragged about their wonderful Diversity, Equity, and Inclusion (DEI) programs. They’re good for business and morally correct, they said. So why are they now cutting those programs?

Robby Starbuck says these programs once got a lot of buy-in, because people wanted to be nice! But DEI came to mean much more than just being nice.

Starbuck says what it looked like in practice was “crazy trainings” and “overtly racist hiring practices.” Now lots of people agree with him.

Companies actually take notice when Starbuck tells his many followers about their DEI programs. Often the programs get dropped.

That’s the power of free speech.

After 40+ years of reporting, I now understand the importance of limited government and personal freedom.

——————————————

Libertarian journalist John Stossel created Stossel TV to explain liberty and free markets to young people.

Prior to Stossel TV he hosted a show on Fox Business and co-anchored ABC’s primetime newsmagazine show, 20/20. Stossel’s economic programs have been adapted into teaching kits by a non-profit organization, “Stossel in the Classroom.” High school teachers in American public schools now use the videos to help educate their students on economics and economic freedom. They are seen by more than 12 million students every year.

Stossel has received 19 Emmy Awards and has been honored five times for excellence in consumer reporting by the National Press Club. Other honors include the George Polk Award for Outstanding Local Reporting and the George Foster Peabody Award.

_ _ _ _ _ _ _ _

To get our new weekly video from Stossel TV, sign up here: https://www.johnstossel.com/#subscribe

_ _ _ _ _ _ _ _

Catherine Herridge

How ‘Woke’ Broke The FBI

Published on March 23, 2025

Todayville

Catherine Herridge

We Obtain Internal FBI DEI Guide On Managing Unconscious Bias

TOP LINE

An internal FBI inclusivity “Guide,” obtained by our investigative team, counseled agents on “Ways to Manage Your Unconscious Bias,” “Micro-Inequities” and “How to Improve Your Inclusive Intelligence.”

“The New IQ: Your Guide to Sustaining Inclusive Habits in the Workplace” was widely shared in mid-2020 and includes nine “tips” to counter unconscious bias.

Separately, as part of our investigation, recently retired FBI agents said they saw, firsthand, how law enforcement capabilities were compromised because merit took a backseat to DEI priorities.

They dubbed the legendary FBI Quantico Training Academy the “Participation Academy” because of headquarter’s pressure to “push through” poorly performing candidates to meet their DEI objectives.

The retired agents said FBI Director Patel inherits a workforce where standards dropped impacting physical fitness of agents, their firearms skills as well as professional qualifications, putting the FBI mission and safety at risk.

DEEP DIVE

More than a half dozen recently retired FBI agents agreed to speak with me on a confidential basis. They said they feared retaliation for describing their experiences with the FBI’s DEI initiatives. While fiercely loyal to the bureau, they said they felt compelled to come forward, citing a dangerous reduction in standards that they believe endanger agents and the public.

The group of retired agents was diverse. It included male, female, Asian, Black and White agents from field offices in different parts of the country. Their work experience covered multiple facets of the recruitment and training process. Everyone I spoke with offered a first hand account of DEI’s impact.

FBI DEI Guide Defines “Unconscious Bias”

The retired agents told me they valued diversity because it could strengthen the FBI mission but in recent years, the agents said FBI leadership took the attitude the bureau was “too White.” The decline, they said, began under FBI Director Mueller who made the DC Headquarters his focus. They said it accelerated under FBI Director Comey. They blamed Director Wray for standing by as the “train wreck happened.”

“Ways To Manage Your Unconscious Bias”

I was told that the physical fitness performance of candidates declined. The requirements include timed sit-ups (1 minute), timed 300-m sprint, untimed push-up maximum and timed 1.5 mile run.

The retired agents described recruits who had an “attitude problem.” The recruits would quit the long distance run or claim injuries if they thought they would not pass a requirement. The number of successfully completed push ups was routinely low because many recruits didn’t have the skill or strength to follow the required protocol (i.e bad form, not low enough.)

What I learned about firearms training was also concerning. I was told some recruits lacked the “mental toughness” to competently handle guns. Other candidates had documented mental health issues. While their performance was poor, there was a “push them through Quantico attitude.”

The backbone of FBI investigations is a witness interview summary known as a “302.” In some cases, new agents lacked basic writing skills to complete a 302, in part, because work experience requirements had been relaxed. Once poor performing recruits were “pushed through Quantico,” the hope was that FBI Field Offices would fix them.

While the retired agents said diversity was valuable to the bureau it had taken precedence over merit. They said they looked up to the FBI when they joined and are hopeful Director Patel can restore and reverse this decline.

These retired FBI agents are solution oriented and respectfully asked if Director Patel would be willing to meet with them because they understand where the change needs to happen internally.

Describing how “woke broke the FBI,” one of the agents shared the wrenching personal decision to discourage their child from following in their professional footsteps. Something that would have been inconceivable during most of their time with the Bureau.

FBI spokesman Ben Williamson said, ““Director Patel’s new FBI will be an entirely mission focused institution — working every day to get criminals off our streets, keep the American people safe, and let good agents be good agents. We are aggressively working to abide by any Presidential directive to root out politically motivated, social engineering projects — they have zero home here and never will as long as Director Patel is at the helm.”

We are making this exclusive reporting free.

The full FBI DEI workplace guide is available to our subscribers.