The culture war has had a major impact on the American workplace.
Employees are expected to show their support for every latest trend of the radical Left.
But a new study shows what prospective employers think of people who go along with LGBTQ fads.
Pronoun use at work is on the rise and Business.com is studying the effects
Transgender activism is taking over public spaces and has infected countless organizations around the world. Perhaps the most widely known example in recent months has been the Bud Light endorsement of Dylan Mulvaney. But this push isn’t just present in marketing, it’s also happening in human resources.
Over the past couple of years, there has been a rise in people being pressured to put their preferred pronouns in their signature lines for work. The practice has been widely pushed by activists seeking to normalize the transgender agenda in both public and private organizations around the world.
But before normal people start to include pronouns in their resumes and LinkedIn profiles, we should probably look at some research that was just released by Business.com. The online publication claims they’ve found a reason to do the exact opposite of what this trend tells us to do.
The results of the study were based on findings at over 180 companies around the world.
Results show that people who use pronouns on resumes get less interviews
Business.com conducted an investigation into the use of gender-nonconforming pronouns on resumes when applying for new jobs. They tested two different versions of a resume with the ambiguous name “Taylor Williams.” One version included “they/them” pronouns and the other did not.
The results showed that people who don’t include pronouns on their resumes were 8 percent more likely to gain interest from prospective companies. Resumes including pronouns resulted in fewer interviews and pre-screening appointments for interviews.
The director of industry research for Business.com, Ryan McGonagill, said it was “incredibly disappointing and unethical that many of the hiring managers” in the study chose to disqualify these candidates. “The law makes it clear that you cannot base any employment decision based on gender identity,” he said.
McGonagill went on to challenge these companies to do better for transgender people.
Transgender influencer Blaire White says people with pronouns will be a “headache”
“Companies should have clearly outlined initiatives and timelines for improving diversity, equity, and inclusion in the workplace,” McGonagill said, before adding “on top of that, they should measure their employee’s sense of belonging. Investing in these efforts can only be positive for companies.”
McGonagill probably shouldn’t be that surprised by the results of the study. Before they even started polling companies, they polled people and found that more than 80 percent of people who identify as nonbinary believed that putting their identity on their resume would have negative consequences.
Transgender influencer Blaire White responded by saying that it’s not surprising the use of “they/them” pronouns would be less appealing to hiring managers. “Only a narcissist would be making unreasonable demands before they’re even hired, and it signals they will not only be a headache but a huge liability,” White said.
Patriot Political will keep you up-to-date on any developments to this ongoing story.
