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In an unprecedented move, the Department of Health and Human Services (HHS), under the helm of Biden’s appointed ‘Admiral’ Rachel Levine, introduced and enforced a new mandate surrounding the use of preferred pronouns and the acknowledgement of the gender identity of employees at the workplace. The internal HHS announcement of this new policy implementation, aptly titled “HHS Gender Non-Discrimination and Inclusion Policy,” came to light after being publicized by the Heritage Foundation’s Roger Severino.

This move, announced on “National Coming Out Day,” is a deliberate stride towards acknowledging and safeguarding the rights and identities of transgender and non-binary employees within the HHS. The internal email notes, “When individuals bring their whole selves to work, all of us at HHS thrive. We want to ensure that HHS continues [to be a] welcoming, supportive environment where all employees feel safe and seen, including transgender and non-binary employees.” Consequentially, it mandates that all employees should be addressed using their preferred names and pronouns, additionally enabling them the freedom to choose restrooms and clothing in accordance with their gender identity.

This policy was further elaborated upon in a video featuring Levine, along with Deputy Secretary at HHS, Andrea Palm. Emphasizing the need for full enforcement across all levels, they emphasized that managers and supervisors are responsible for its successful implementation.

But is this simply an effort to support employees’ rights, or is it a step too far? Earlier this year, an attempt was made by the Biden administration’s State Department to implement a similar policy that was quickly rescinded, acknowledged as an error. Reacting to the HHS policy, critics are questioning if similar retractions might follow.

Wary of an environment that mandates pure ideological conformity, Roger Severino, and others like him, are watching to see how tolerant this administration will be for those who may seek to opt-out due to faith or compelled speech concerns. The question remains: at what point does the line between respect for the individual morph into compulsion of conformity upon the collective?

In conclusion, the new HHS policy syphons into an ongoing discourse, highlighting the balance between fostering inclusivity and imposing non-negotiable conformity. While the Biden administration has clearly taken a leap towards promoting gender identity norms within the workplace, the full ramifications, challenges, and decisions this policy may incite are yet to fully expose themselves. Revelations of faith-based objections, freedom of individual expression, and constitutionality remain in limbo. What is certain, however, is the Biden administration’s intention to reshape and redefine traditional workplace practices to promote diversity, equity, and inclusion. As this plays out, the line between freedom of speech and the compulsion of conformity will be one to watch.