As a labor and employment attorney, I have handled cases before the U.S. Equal Employment Opportunity Commission (EEOC) for almost two decades. This is probably how I got invited to the EEOC-sponsored event, “AANHPI + Pride: Intersecting Identities at Work and Beyond.”
For the uninitiated, AANHPI stands for “Asian American Native Hawaiian and Pacific Islanders.” And yes, the presenters repeated the alphabet string “AAHNPI LGBTQIA+ community” many, many times.
White House appointee Erika Moritsugu kicked off the presentation by boasting that 14 percent of Biden’s appointees are LGBT. She also touted President Biden’s executive orders on “equity,” which blatantly pander to identity groups based on race and sexual self-identification, using purposefully vague language to enable maximum federal power and involvement.
EEOC Vice Chair Jocelyn Samuels spoke as well, and committed the EEOC to expanding its outreach, education, investigation, and litigation efforts, particularly toward a “robust implementation of the Bostock decision.”
Using Bostock to Tyrannize Language and Privacy