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So I've been reading everything posted on the Maya ruling, and it seems to me GC folks need to be thinking about next steps and what those would be.

For example, the ruling talks about how DEI training that takes only a Gender Ideology-accepting approach might open an employer up to litigation for creating a hostile workplace for GC people. So should Sex Matters or another organization create a Gender Critical training that employers could give to protect themselves from such litigation? Could such a GC training actually help re-take some of these captured organizations?

And are there other things that come to mind that could be used to ensure the Maya ruling actually changes things? What are your thoughts?

So I've been reading everything posted on the Maya ruling, and it seems to me GC folks need to be thinking about next steps and what those would be. For example, the ruling talks about how DEI training that takes only a Gender Ideology-accepting approach might open an employer up to litigation for creating a hostile workplace for GC people. So should Sex Matters or another organization create a Gender Critical training that employers could give to protect themselves from such litigation? Could such a GC training actually help re-take some of these captured organizations? And are there other things that come to mind that could be used to ensure the Maya ruling actually changes things? What are your thoughts?

26 comments

[–] Foxglove 11 points (+11|-0)

I agree with you that women should use the momentum created by this case, but I wonder how helpful training really is? I've read some articles that said it doesn't accomplish anything and may actually cause resentment and backlash. I think the best way is to make sure sex is one of the protected characteristics in company and government policies, and that sex is never replaced by gender.