William Byatt
Aug 8, 2017 · 2 min read

This brings up an interesting question, in my mind, about gray areas. For example, if one holds the idea, as most have for the past couple of thousand years, that gender dysphoria is not “normal” does discussing it in an open and frank manner make that person a racist or bigot? As easily as many people are offended by the slightest provocation these days it seems that eggshells are the only surface we can walk on.

If one is a devout Christian is it not racist or phobic or something for someone to try to tell them that their deeply held beliefs are wrong? Is that not religious discrimination?

There are obvious screeds and stupidity and blatant bigotry, racism and sexism in the workplace and there should be absolutely no place for any of that. BUT, the genuine exchange of ideas contrary to one another in the right context should never be discouraged — it is the only way to move forward.

The very definition of bigotry is evolving and is, therefore, not quite as black and white as you suggest. Twenty years ago the idea of letting a biological male dress as a woman and use the ladies restroom was not only unheard of but would have been wholly unacceptable. Easily grounds for termination and no ensuing lawsuit. Who gets to define what and where the line is?

Please be aware that in no way am I offering a defense of the person who wrote the stupidity at Google.

“ Either they approve of bigotry being part of their company culture, or they work to ensure that everyone knows that it will not be tolerated.” This is the critical line in your commentary and I agree with it completely. We must, however, be able to define what bigotry is and separate it from over-sensitivity. I have seen far too many non-performers in the workplace use some perceived slight to threaten management and I have seen far too many “highly productive” bigots retained. Both must be ejected from the workplace.