Discrimination Checklist

Does your workplace practice viewpoint sensitivity?
Use our checklist as a litmus test.

Litmus Test #1

You are pressured to use preferred gender pronouns

Workplaces that enforce LGBTQ ideology require you to state your own and use others’ preferred gender pronouns. This affirms the idea that gender is not linked to biological sex, but based on psychological self-perception.

Litmus Test #2

Your values or religion has been labelled as “archaic” or “bigoted”

A workplace that permits labelling your values is discriminatory, regardless of whether it was directed at you or your community. Such a culture undermines Singapore’s racial and religious harmony.

Litmus Test #3

A job seeker, speaker, vendor or client has been disfavoured for holding your values

Sometimes, in the name of “culture fit” or “reputational risk”, a company might disinvite or disfavour candidates who hold the same values as you. This perpetuates discrimination beyond the company into the wider society.

Litmus Test #4

You are given different lanyards or other identifiers that segregate you for your values

When employees’ values are distinguishable by whether they wear pride symbols, there is a risk of ostracism on the basis of values. Declining to wear pride symbols might make you an outgroup, which causes you to feel uncomfortable or singled out.

Litmus Test #5

You are required to attend training that affirms LGBTQ ideology

During diversity and sensitivity training, you might feel emotionally manipulated to affirm LGBTQ ideology. Sometimes, trainers might invoke the threat of self-harm among LGBTQ persons to inflict a moral dilemma within your convictions. Or they may suggest that disapproval of LGBTQ ideology is disrespectful and unprofessional.

Litmus Test #6

Your performance is evaluated based on whether you affirm LGBTQ ideology

Examples of this include:

Implementing preferred pronouns, preferred bathrooms, preferred gender identifiers and pride employee resource groups (ERGs).
Implementing affirmative action in recruiting and retaining LGBTQ-identified persons
Favouring LGBTQ activist organisations in corporate giving.
Featuring LGBTQ activists and LGBTQ behaviours in advertisements, media, memos.

Litmus Test #7

You are obliged to attend pride or LGBTQ-affirming events

You may be told that LGBTQ-affirming events are not compulsory. However, if work-related announcements are made or your performance is impacted by your absence, your are being given a forced choice between work or your values.

Litmus Test #8

LGBTQ activism overshadows the inclusion of disability, cultures, generations, socioeconomic status

If funding, attention, manpower and networks overemphasise LGBTQ activism, your workplace might be prejudicing legitimate needs.

DEI is Going Sideways

Diversity, Equity and Inclusion (DEI) has taken a wrong turn, with far reaching consequences.

Global Activist Pressure to Favour Certain Affinity Groups

Powerful activist groups and international organisations show partiality to certain identities and political viewpoints and demand companies to enforce political views in the workplace.

Foreign Governments Intervening in Local Affairs

Foreign governments may pressure their companies to adopt controversial DEI policies that undermine the host country’s cultural values.

Pressure to Conform to Homogenous Values

DEI efforts may create an expectation of uniformity in values, potentially marginalising individuals with differing beliefs. Instead of promoting viewpoint diversity, DEI might impose homogenous values upon employees.

Discrimination against Companies with Different Values by Harming Investability

Rating agencies conflate sustainability with other political causes when evaluating company ESG scores. Companies that do not adopt politically controversial ideologies might suffer in their sustainability ratings.

Contradictory Policies Marginalise the People DEI Originally Intended to Support

When DEI becomes conflated with controversial politics, the result backfires and erases years of progress. True inclusion must recognise definitions of identity groups to protect justice and fairness.

Misplaced Diversity Policies Harms Service Quality, Safety & Justice

When DEI policies supersede the competencies needed in the hiring process, not only does this look patronising, it compromises the work quality of critical services.

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