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Employers Shouldn’t Have to Hire ‘Nonbinary’ People

Employers Shouldn’t Have to Hire ‘Nonbinary’ People

Unless you live under a rock, odds are you’ve heard the left claim that nonbinary people—that is, those who neither identify as male or female—face discrimination in employment. A newly published study sought to determine the accuracy of this claim. And as a consequence, it shows how a more radical application of civil rights law to the private sector is bound to create more problems than it solves.

The three-phase study, published last month by business.com, sought to examine “bias against nonbinary people, both in the workplace and during the job search process.” It found evidence of both.

In the first part of the study, researchers polled 409 U.S. nonbinary adults. 83 percent of respondents felt that identifying as nonbinary would negatively affect their job search.

Interestingly, some respondents believed that by being upfront with their nonbinary identities, they would be able to more quickly find employers with whom their views align. “I am currently a student on a very accepting campus, so my on-campus jobs have not been affected by my gender identity,” said a 20-year-old student. “After I graduate, I think I should include my pronouns as early as possible so that I can see how potential employers react.”

Study participants were also asked how their nonbinary identity affected their work experience. Fifty-one percent replied “very or somewhat negatively,” 41 percent replied “neutral or no effect,” and 8 percent replied “very or somewhat positively.”

The second and most significant part of the study was an A/B resume test, in which researchers created two near-identical resumes: one with they/them pronouns, the other without. These resumes were then used to apply for 90 jobs each (180 total). The study states:

“These resumes aligned well with the jobs at hand: both phantom candidates were college graduates with qualifications matching the entry-level jobs they applied for. Despite this, the test resumes that included pronouns received eight percent less employer interest than the control resumes without pronouns.”

The study found that “the resume with nonbinary pronouns received less interest from employers and fewer requests for interviews or phone screens.”

In the third part of the study, researchers sought to determine why nonbinary resumes were received less favorably by prospective employers. To answer this question, they showed 852 American hiring managers a hypothetical job description, provided one of the two aforementioned resumes, and asked what the managers thought of them.

The study reveals that “72 percent of managers said they’d contact the applicant on the control resume, but only 69 percent would want to interview the applicant whose resume contained ‘they/them’ pronouns.”

Some managers explicitly told researchers that the pronouns were a red flag. “This person seems like a decent fit on paper, though I am not interested in the drama that a person who thinks they are a ‘they/them’ brings with them,” said a 57-year-old male who does hiring in the agriculture, forestry, fishing, and hunting industry.

Assuming this study is representative of the country overall, then it would appear that employers are hesitant about hiring nonbinary individuals. But why should companies, particularly those owned and operated by Christians, be required to hire people who can’t decide on whether they’re a man or a woman? Our biological sex is given to us by God and is ingrained in our DNA—it isn’t something we choose. Anyone who believes otherwise is clearly confused.

The only solution to the issue of nonbinary discrimination, which is already outlawed by Title VII of the Civil Rights Act, is to further involve the federal government in the private sector. This would grow the already-bloated bureaucracy. And there are many reasons conservatives should be opposed to this.

Since the 60s, civil rights law has been the primary means by which the federal government has combated discrimination. As Christopher Caldwell has convincingly argued in The Age of Entitlement: America Since the Sixties, what began as a reasonable movement against racial segregation has evolved into something much different. Nowadays, civil rights law is used to compel Christians to act in ways contrary to their faith, force the Boy Scouts to accept girls, and discriminate against white and Asian people in college admissions.

If people are suffering from gender confusion, then we should pray for them. And as far as I’m concerned, whom a business hires isn’t the government’s concern. Businesses shouldn’t be forced to hire someone confused about their gender, especially given business owners’ concerns about the potential drama these individuals bring.

Image credit: Pexels-RODNAE Productions



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  • Avatar
    March 8, 2023, 6:23 pm

    I sure wish I could easily email this fine article! Thanks for writing it!

  • Avatar
    March 9, 2023, 12:11 am

    Having a trans child is like having a vegan cat.
    We all know who's making the decisions…

  • Avatar
    March 9, 2023, 12:44 am

    I'd not hesitate a nanosecond to pass over the guy who can;t figure out who he is (or the gal who can't figure out who SHE is). Main reason? Not to reject the candidate, but to protect my own workforce. It's no stretch of the imagination (reading current news will convince one) to anticipate this new hire getting "offended" because my prize whatever employee forgot to remember, against her forty years of workplace experience, to NOT refer to an obvous male as a "he" and not remember WHICH of the many new "pronouns" are knocking about "out there". He files a grievance, she forgets again a month later, he goes nutzoid and threatens to SUE, brings charges (its "illegal' to "discriminate" and such an o“the resume with nonbinary pronouns received less interest from employers and fewer requests for interviews or phone screens.”oversight IS "discrimination…" Such an innocent oversight or slip of mind could welldestroy the smooth and efficient operation of my successful business.
    If the candidate is not hired, none of this can happen. Cheap insurance.
    Just DO NOT give an hint as to WHY the candidate was "passed over".

  • Avatar
    Jim Ruby
    March 9, 2023, 12:30 pm

    The problem I've seen is that non-binary people or those who have other made up 'genders' is they try to define themselves by these labels. I would hesitate to hire anybody who puts their sexual proclivity on a resume – they feel that this is the most important thing about their life, more so than education or experience. They will be the ones offended by things that are not offensive and will be instigating business disruptions by trying to force their viewpoint on other employees.

    My usual response to indictments of 'misgendering': "I'm offended that you have tried to force me to use your manufactured identity in a way that goes against my beliefs."

  • Avatar
    March 9, 2023, 12:34 am

    How can we discriminate agao=inst trolls such as this one, blatantly abusing this space for his/her/its/tyeir/zhmb own gain?


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