HHS mandates transgender pronouns, risking employee rights and firings, says Heritage Foundation expert.
The Department of Health and Human Services (HHS) has implemented a controversial gender pronoun policy, prompting concerns from Roger Severino, a Heritage Foundation expert and former HHS official. Severino argues that the policy infringes on employee rights and could lead to terminations for “misgendering.” According to Severino, HHS is compelling employees to speak untruths by imposing a transgender pronoun mandate, forcing them to deny biological realities or face dismissal.
Severino attributes the origin of this policy to two White House executive orders in January 2021 and June 2022, framed as efforts to combat “gender discrimination” based on “gender identity.” The HHS email to employees emphasizes addressing individuals by the names and pronouns they use to describe themselves, promoting a workplace free of discrimination and harassment.
Severino criticizes the policy as “Orwellian,” stating that “misgendering” could be considered a violation of anti-discrimination law, leading to termination. He highlights a related YouTube video featuring Assistant HHS Secretary Rachel Levine, a transgender individual, who asserts the validity of self-identity.
The policy extends beyond pronouns, allowing employees to use facilities and wear clothing based on their gender identity. Severino expresses concern, stating that men who identify as female could potentially expose themselves in locker rooms, creating a hostile work environment. He notes a shift from protecting women’s rights to now requiring those uncomfortable with such situations to leave.
Severino argues that employees have legal recourse against such policies, citing the protection of the right to dissent from compelled speech in the case of West Virginia vs. Barnette. He emphasizes the right to faith, asserting that employers cannot force employees to deny their beliefs as a condition of employment.
In conclusion, Severino contends that policies denying gender reality or conflicting with personal beliefs negatively impact morale and production, leaving employees in a difficult position of choosing between compliance and standing up for their rights.
