CNBC is facing mockery for running a story about non-binary job seekers being ignored because of their so-called “gender problems.”
The problem, according to the legacy media outlet, is that by listing their so-called “gender pronouns” on their resume, the non-binary job seekers are turning off employers. As proof, CNBC cites a new report from Ryan McGonagill of Business.com.
McGonagill sent “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,'” CNBC notes.
Both resumes featured a “gender-ambiguous name.” The only difference between the resumes was that one of them contained “they/them” pronouns under the header.
Guess what happened …
“The phantom resume including pronouns received 8% less interest than the one without, and fewer interview and phone screening invitations,” according to CNBC.
Resumes including ‘they/them’ pronouns are more likely to be overlooked, new report finds https://t.co/kpKLPTknOu
— CNBC (@CNBC) July 5, 2023
This is very concerning, McGonagill claims.
“The law makes it clear that you cannot base any employment decision (hiring, terminating, or otherwise) based on their gender identity. It’s incredibly disappointing and unethical that many of the hiring managers in our study would disqualify a candidate for being authentic,” he said to CNBC.
Notice the use of the word authentic. But if a man or woman is claiming to be “non-binary,” which is a category of sex that many believe doesn’t actually exist, are they really being authentic?
The report also revealed that “over 80% of nonbinary people believe that identifying as nonbinary would hurt their job search,” and that “51% believe their gender identity has affected their workplace experience ‘very or somewhat negatively,'” according to CNBC.
McGonagill was equally disturbed by this and argued that there’s more work to be done around so-called diversity, equity, inclusion, and belonging (DEIB).
“We clearly have more work to do on several fronts. Over the past 10 years, DEIB efforts have been prioritized by many companies; however, the results of this study and past research show that teams in most industries aren’t proportionately representative of the U.S. population. And worse, many people (like the nonbinary individuals we spoke with in our research) feel like they don’t belong,” he said.
Social media users, meanwhile, weren’t surprised by any of these results.
Look:
Smart. Avoiding future headaches.
— Craig Howard (@crahow555) July 5, 2023
If I had ever received a resume with pronouns listed in when I was a manager it would have gone straight into the circular file.
Some warning signs should never be ignored.— Robert Bruce Willsie (@bobw222) July 5, 2023
Of course they’re overlooked, because the employer immediately realises that they’re dealing with either a spoiled baby, or a malignant narcissist. Office harmony & teamwork is at risk in both cases.
— The Ghost of Frank Thring (@Melbourne_lurk) July 5, 2023
Not hard to figure out why people with preferred pronouns are overlooked. They’ll become activist employees, complain non stop and demand extra privileges. See $DIS and $BUD for examples.
— MJ Stock Trader (@stock_mj) July 5, 2023
“She/her and he/him pronouns were not tested.”
I think it’s likely that employers could see the gratuitous display of ANY pronouns as an indicator of an activist temperament. A business owner’s first job is to make sure the business runs smoothly enough to be sustainable.
— Beatbox Abednego (@BeatboxAbednego) July 5, 2023
You know someone’s going to be a demanding employee when their CV tries to tell you how to talk about them when deciding whether to give them the job. If the person is already making weird demands of you before you have even hired them, best to pass.
— Stuart Parker, social antibody and career Moop (@stuartlosaltos) July 5, 2023
Note what one critic wrote about $DIS (Disney) and $BUD (Bud Light).
Both companies have hemorrhaged stock value in the past few months (it’s even longer for Disney) over their own “woke” behavior.
Bud Light’s case is particularly telling. The company hired a “woke” marketing manager who decided to try and up its sales by establishing a partnership with transgender activist Dylan Mulvaney. But the plan backfired epically, leaving the “woke” manager without a job and Bud Light in the toilet sales-wise.
FYI, the “woke” marketing manager, Alissa Heinerscheid, was all about using so-called “gender pronouns.”
‘She/Her’ Alissa Heinerscheid, the VP of Bud Light Marketing, whose idea it was to put the guy on the right, on the Bud Light cans, has taken a ‘leave of absence.’
CAN THEM BOTH @budlight !! pic.twitter.com/jFmjd3Xfji
— ProudArmyBrat (@leslibless) April 22, 2023
Meanwhile, at Disney, the company has done away with normal, traditional, gender-specific pronouns.
“So we no longer say ‘ladies and gentlemen, boys and girls.’ We’ve provided trainings for all of our cast members and in relationship to that so now they know it’s, ‘hello everyone’ or ‘hello friends,'” Disney diversity/inclusion manager Vivian Ware announced in a video back in March.
Listen:
SCOOP: Disney diversity and inclusion manager Vivian Ware says the company has eliminated all mentions of “ladies,” “gentlemen,” “boys,” and “girls” in its theme parks in order to create “that magical moment” for children who do not identify with traditional gender roles. pic.twitter.com/OWsGTUoeCA
— Christopher F. Rufo ⚔️ (@realchrisrufo) March 29, 2022
Writers and editors can be contacted at [email protected] with feedback, tips, or corrections.
V. Saxena is a staff writer with a decade of experience as a professional writer, and a lifetime of experience as an avid news junkie. He holds a degree in computer technology from Purdue University. Saxena also contributes to BizPac Review.
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