ADF Supports Employee's Right to Refuse Pronoun Use at Work

A Pennsylvania woman has secured a religious accommodation from her employer, BKV Corporation, allowing her to refuse to use pronouns that conflict with her Christian beliefs. This resolution follows intervention by the Alliance Defending Freedom (ADF), a conservative legal organization, which argued that the company’s diversity, equity, and inclusion (DEI) policy infringed on her religious rights.

The core issue revolves around the balance between workplace policies promoting inclusivity and individual religious freedoms. Betsy Sayre, who has worked at BKV since 2017, faced pressure to comply with a new DEI policy that mandated employees use chosen names and pronouns, regardless of biological sex. Sayre contended that using pronouns inconsistent with someone’s biological sex would require her to affirm something she believes to be untrue, which she argues contradicts her faith.

In 2022, after BKV introduced its DEI policy, Sayre requested a religious accommodation, which was granted, allowing her to opt out of signing the policy. However, after BKV became a publicly traded company in 2024, it required all employees to complete harassment training that included compliance with the DEI policy. Sayre again sought accommodation, but the company initially denied her request, stating that compliance was mandatory for all employees.

Key Details

Sayre expressed her concerns about the implications of being labeled a harasser for not complying with the policy. "I believe that every person is created in the image of God, and I want to treat them with love and with dignity and with honesty and with respect," she told The Federalist. She emphasized that affirming a lie would not be loving or respectful.

Background and Reactions

After ADF intervened, sending a letter to BKV, the company’s attorneys responded positively, ultimately granting Sayre the accommodation she sought. ADF Legal Counsel Logan Spena noted that Sayre has a legal right to a religious accommodation under Title VII of the Civil Rights Act of 1964 and the Pennsylvania Human Relations Act. "It was handled well," Spena said, commending BKV for resolving the issue without litigation.

Company Policy and Employee Rights

The DEI policy at BKV states that employees must be addressed by their chosen names and pronouns, and failure to comply could be considered harassment. Sayre’s case highlights the ongoing debate over how companies navigate the intersection of inclusivity and individual beliefs. While some argue that such policies are essential for fostering a respectful workplace, others contend they can infringe on personal rights and religious freedoms.

Spena advised employees facing similar situations to seek legal assistance, emphasizing that many companies may misunderstand their obligations under the law. He encouraged individuals to stand firm in their beliefs, as Sayre did, and seek help if needed.

Despite the resolution of her case, Sayre acknowledged the broader implications for future generations. "Part of my motivation in this is knowing that there’s another generation of Christians coming behind me, and if I am not willing to stand up for truth today, then I have just made their battle that much harder," she said.

A Positive Resolution

Sayre expressed relief at the outcome, stating that it lifted a significant burden from her shoulders. "Truthfully, I really like my job. I really like my workplace. It’s been such a good place to work, and I just really don’t want to leave it," she said. She also expressed gratitude for the support from ADF and Spena, encouraging others in similar situations to have the courage to stand for their beliefs.

BKV Corporation has not publicly commented on the specifics of the case or the broader implications of its DEI policy. The resolution of Sayre’s situation may serve as a precedent for other employees navigating similar conflicts between workplace policies and personal beliefs.