The Cost of Using Woke Pronouns

You might think that this is good news. I do. Apparently, when job applicants insist on using the wrong pronouns-- as in, my pronouns are they and them, for example-- hiring officers tend not to call them back for interviews.

It would be good news indeed, if young people who have imbibed the gospel of wokeness discovered that they were going to pay a price for their gullibility. Anyone who gloms on to this gospel ought to be considered lesser for as much.

One understands that intrepid politicians are hard at work trying to shut down wokeness in the school systems. And yet, one suspects that the mania will continue until young people discover that wokeness will compromise their career prospects.

As it happens, the issue is non-binariness. People who consider themselves to be non-binary believe that they are being discriminated against. To some extent, this is true. Why would you hire someone who makes a fetish of his or her membership in a cult to wokeness. Or better, who insists on using the wrong pronouns, thus rendering his or her prose incoherent. The inability to communicate effectively must surely count against any job applicant.

Rick Moran reports for PJ Media:

A report from Business.com finds that there is discrimination against “non-binary” people. At least, non-binary people believe there is discrimination. “Over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search,” the report finds. Also, 51% believe their gender identity has “affected their workplace experience.”

Business.com sent out two identical “phantom” resumes to “180 unique job postings that were explicitly open to entry-level candidates” in an effort to test “whether or not the inclusion of gender-neutral pronouns impacts how employers perceive resumes.”

“Both featured a gender-ambiguous name, ‘Taylor Williams.’ The only difference between the test and control resumes was the presence of gender pronouns on the test version,” Ryan McGonagill said in the report. “The test resume included ‘they/them’ pronouns under the name in the header.”

“The phantom resume including pronouns received 8% less interest than the one without, and fewer interview and phone screening invitations,” according to CNBC’s “Make It.”

Eight percent is not a huge difference in such a small sample, especially when the “test” has no way to rule out other factors that may have impacted a manager’s decision not to call back. But the “test” was weighted to ensure the result desired by Business.com.

Fair enough. 8% is not a huge difference, but let us hope that young people applying for their first or second jobs come to their senses. Let us hope that they recognize that making a fetish out of the use of the wrong pronouns will compromise their career prospects. Perhaps then this madness will begin to fade away.