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Business is Increasingly Rejecting the Pronoun Cult
Is woke culture on the verge of extinction?
I don’t know about you, but I am celebrating today’s news from CNBC stating, “Resumes including 'they/them' pronouns are more likely to be overlooked”. Frankly, it is unsurprising that companies are less than willing to hire purple-haired, narcissistic, weirdos to be the face of their organizations.
According to a new report from Business.com, a business resource platform, over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search. Similarly, 51% believe their gender identity has affected their workplace experience "very or somewhat negatively."
This decision by employers reflects a fundamental principle of a free country — you have the individual freedom and autonomy to hire who you want. Employers have the right to hire or not hire anyone they choose, based on their own criteria. This is their prerogative as business owners who invest their time, resources, and money into creating and growing their businesses. Employers know best what kind of people they want to work with and what kind of skills and qualities are essential for their business success. However, it is sad that these young people have been indoctrinated by the public school system and TikTok.
This is slightly off-topic, but it is now very common for applications and websites that cater to millennials and Gen Z to insist on pronouns in the bio. Dating apps like Tinder and Bumble ask for pronouns (even ridiculous ones like Ze/Zir) and will ban you if you criticize this policy (I have personal experience with this).
Job seekers (or in this case - leftist activists) do not have the right to demand that employers consider their preferred they/them pronouns as a factor in the hiring process. Employers are not obligated to conform to the demands of job seekers, regardless of their imaginary gender identity.
Employers who choose not to hire people with pronouns on their resumes are making a rational and informed decision that reflects their values, priorities, and goals. These employers may prioritize merit, experience, skills, and qualifications over identity politics and social justice “loser” activism. They may also want to avoid the legal and reputational risks associated with hiring people based on their gender identity or expression.
Moreover, employers who refuse to hire people with pronouns on their resumes are not discriminating against LGBTQ+ individuals. They may be open and welcoming to people of all genders, sexual orientations, and identities, but they may simply not want to participate in the cultural and political agenda of the cult-like pronoun movement. They may also be concerned about the potential conflicts, misunderstandings, and distractions that could arise from the use of preferred pronouns in the workplace.
In conclusion, I applaud the decision of every employer to not hire people with pronouns on their resumes, as it affirms the principles of individual freedom, autonomy, and rationality that are at the heart of America. Employers should have the right to choose whom to hire based on their own criteria, and job seekers should have the right to present themselves as they see fit, but without imposing their political demands on employers. Ultimately, the market will determine the success or failure of businesses, based on the quality of their products and services, not on their adherence to ideological or political dogma.