The Family Foundation has consistently opposed and successfully defeated bills each year aimed at adding “sexual orientation” and “gender identity” to state employment matters, and with good reason. Yesterday, Governor Northam once again illustrated the dilemma with laws that sound tolerant but ignore objective realities.

Formally unveiling his “Employment Equity Initiative for State Agencies,” its stated purpose is to ensure that the “state employment application and compensation policies will promote fair and equitable pay.” Sounds reasonable enough, although one should always be wary of a government that “fixes” a problem of which no actual examples are ever shared.  This often points to a favorite expression in the halls of the General Assembly—a solution in search of a problem.

Upon closer review, one might legitimately question whether the problem to be “fixed” is not one of inequitable compensation among state employees, but the desire to advance an insidious policy shift to align with the LGBTTQQIAAP+++ agenda. The Governor’s Press Release goes on: “The streamlined application will eliminate salary history, school name, age indicator, and other fields with potential for unconscious bias; offer a preferred pronoun to highlight the state’s diversity and inclusion efforts;” (Emphasis mine.)

Preferred pronouns, of course, reflect the implicit – and now apparently, official – recognition of the erroneous notion that a person’s sex as either male or female may not actually have any correlation to what the rest of us must now be compelled to refer to them as. Under such conditions, one can NEVER safely assume that a person who looks like a man, talks like a man, identifies as a man, or even has male chromosomes (XY) should be referenced using male pronouns. If “gender” is now something entirely separate and unrelated to “sex”, then the ONLY way to avoid such the grave “error” of “misgendering” is to specifically ask each and every person right up front which pronouns he/she/it/they/etc. wish to be called (and then to keep them all straight and never forget). The Governor’s change to the state application process effectively formalizes this practice – and expectation – in all interpersonal interactions within state government. 

But as unwieldy and cumbersome (not to mention outrageous) as this may sound, it’s not nearly that simple. In today’s ever-evolving sexual paradigm, we’ve seen that pronouns will no longer be limited to the “traditional” binary and static male-female terms of he/him/his and she/her/hers. No, we will most certainly have to account for those who identify as NEITHER male NOR female, and those who identify as BOTH male AND female, as well as those who identify as one or the other interchangeably and perhaps sporadically throughout the day. And of course, we can’t forget about those who identify as having no gender at all. (What pronouns must we use for… such persons??)

And that’s just getting started. What of all of the other claimed “genders” besides male and female? What about the genderqueer, the genderfluid, the pansexual, the non-binary, the “others”, and the as-of-yet unknowns of infinite variety? Already, in common usage in some places, the following “non-binary” pronoun sets have been created: 

-          they/their/them/themself (for an individual)

-          "ey," "em," "eir," "eirs," and "eirself"

-          "zie," "zim," "zir," "zirs," and "zirself"

In theory and in principle, the list of made-up “pronoun” words could be endless. Consider this very real headline from 2016: University of Michigan student changes name to 'His Majesty' following new 'inclusive' pronoun policy  May this student, or in our case, any person applying for and working in Virginia state government insist on the right to be referred to as “His Majesty” – even when speaking of that person outside of [His Majesty’s] presence – simply because such person declares such a desire?

Some may charge me here with embellishing or claim I’m unfairly employing a “slippery slope” argument. In fact, I am only recognizing and applying the simple logic at the heart of this issue: If the only limitation on adopting an individual’s “preferred gender pronouns” (and then expecting everyone else to acquiesce in both their speech and conduct) is that each individual must merely declare them, then anyone can claim any pronouns at any time and impose their usage upon everyone.  The law, by its very essence, sets up parameters for behavior. By contrast, this policy sets up a paradigm within which there are no parameters, and is therefore the very definition of lawlessness.

We must next ask a question of even greater consequence: Can a Virginia state employee now be punished for conscientiously refusing to – or even accidentally failing to – use pronouns incongruent with their colleagues’ known biological sex? And if so, how? While it does not appear that these questions have yet been answered, we already watched a beloved West Point High School French teacher, Peter Vlaming, be fired simply for conscientiously declining to use male pronouns for a female student – even despite his efforts to avoid all conflict by not using any pronouns at all!

This termination was only possible after the School Board had passed a sexual orientation/gender identity policy. Can there be any doubt that the current and future administrations would absolutely purge anyone who would not buy into the new sexual orthodoxy to the point of speaking things they disbelieve and may even violate their conscience?

There are numerous other potentialities with this policy. For instance, will the person who identifies with different pronouns on his application but isn’t chosen for the position or even given an interview now have an easy claim of employment discrimination based upon “gender identity”? The state should expect to have to defend plenty of new lawsuits, to be sure. Moreover, which bathrooms will employees use who don’t identify as either male or female, or even any gender at all? Will new categories of bathrooms have to be installed to accommodate everyone’s use of the facilities?

Allow me to summarily diagnose what is really going on here: Whenever the truth is abandoned, even as a result of gender dysphoria, it leads to uncertainty and chaos in real people’s lives. And when, as here, that same abandonment actually becomes incorporated into the policies which implicate everyone – not just those who’ve chosen to abandon the truth – we will experience that uncertainty and chaos on a much larger and more palpable scale. These consequences are simply unavoidable. So get your popcorn, folks, and get ready to watch some very interesting and inevitable drama.