The Patriot Post® · It's Ma'am

A recent report from business.com indicated that while embarking on your search for employment, listing nonbinary pronouns on your résumé will cause prospective employers to pause before considering you for the position.

Of course, as per the default setting of the Rainbow Mafia, they will interpret this as a form of discrimination. Never mind the endless forms of “diversity and inclusion” training that most major corporations are forcing all of their employees to participate in these days. Disregard the fact that as a society we are at a place where, in general, people are far more open and accepting of unique forms of self-expression.

The consistent theme with the LGBTQIA activists is that there is no self-reflection or personal accountability for what they could possibly be doing to give business owners reason to pause when faced with actually putting this progressive brand of inclusivity into practice. It might have something to do with the daily incidents in which ever-changing gender label addicts are caught verbally attacking anyone who doesn’t use the appropriate reference to their identity du jour. Somehow, the only possible conclusion they can come to about being slighted for a job is that the person or business is discriminatory.

In recurring Twitter videos, we see this full-blown obsession with pronouns by transgender enthusiasts on constant display, with little ability or intention to exercise any sort of self-control or understanding for the other person’s position. Though they insist that using one’s preferred pronouns is merely an easy case of grammar and decency, should you choose to use words that equally establish the level of respect that they are demanding of you, the issue then goes from being merely about grammar to that of discrimination, hate, and bigotry. On your part, of course — never theirs.

During a Talk TV conversation between sex-based rights advocate Naomi Cunningham and UK trans activist Felix Fern, the subject of pronouns came up when Fern introduced herself (though she used the pronouns “he/they”) to demonstrate how “easy” it was to do so, and insisted that refusing to respond with your own pronouns was making the issue far more complicated than it needed to be. Cunningham replied, “No, I am not going to tell you my pronouns.”

Throughout the discussion, as the host Vanessa Feltz probed both parties about the basis for their position on the issue, Cunningham explained that asking those who do not adhere to gender ideology to declare their pronouns was like expecting them to abandon their own beliefs in science and biology. Fern countered by taking his argument from being about grammar and decency to accusing those who don’t oblige this delusion of being “bullying and dangerous.”

Who is the danger here?

In direct contradiction to the idea that pronouns are just words, an April 30 incident of a Starbucks employee berating a customer over “misgendering” a fellow employee went viral. According to the UK’s Daily Mail, after ordering beverages for herself and her partner, a customer was discussing her payment options with the cashier behind the register when she used the word “lady” in reference to the cashier, which sent a nearby manager by the name of Luna Spain into a tirade. Spain proceeded to call the customer transphobic and screamed at her to leave the store. The woman’s partner was outside video-recording the altercation, and when the manager gave attention to his running camera, she marched toward him and physically assaulted him.

Several days later it was reported that the manager at the center of the issue had been fired.

This scenario is exactly what employers are likely to play out in their head upon seeing the listing of pronouns on a résumé or job application.

It would be irresponsible and poor business practice to not consider the liability that an owner or manager might be signing up for upon bringing one of these individuals onto their team. Hiring managers must consider the actions of this community. Every one of them must be wondering if that applicant would be able to put the company first, or if they would prioritize their activism over the expectations of their job, sometimes willingly causing a loss in revenue for that business.