On February 1, 2025, multiple federal agencies initiated new directives requiring employees to strip pronouns from their email signatures and official documents, responding to executive orders issued by President Donald Trump on his first day back in office. The order, which aims to curb diversity and equity initiatives within the federal government, has triggered considerable backlash among employees.
Agencies including the Centers for Disease Control and Prevention (CDC), the Department of Energy, and the Department of Transportation were among those enforcing the change. A memo from CDC’s Chief Information Officer, Jason Bonander, explicitly instructed, "Pronouns and any other information not permitted in the policy must be removed from CDC/ATSDR employee signatures by 5 p.m. ET on Friday." Employees received similar communiqués from various agencies, mandatorily eliminating phrases like “he/him,” “she/her,” and “they/them” from emails and official documents.
The push stems from Trump’s executive orders targeting what his administration labeled “radical and wasteful DEI programs.” He had previously declared it "the policy of the United States to recognize two sexes, male and female" and called on federal agencies to eliminate any messages or policies promoting gender ideology.
According to reports, the directives stressed compliance with the executive orders was expected by noon on February 7, and agency heads were tasked with announcing these changes to all employees. The Office of Personnel Management emphasized halting the use of any gender-related language and ensuring the removal of pronouns from all official communications.
Concerns about employee morale were amplified by the tone of compliance expectations set by various agency directives. One anonymous employee at the CDC expressed frustration, stating, "I’ve never been told what I can and can’t put in my email signature" during their years of service. This sentiment reflects widespread discontent among federal workers who feel their rights and identities are being compromised under the current administration.
The removal of pronouns extends beyond mere email signatures; it dovetails with broader changes throughout the federal government. For example, the Department of Health and Human Services notified workers to eliminate any DEI-related language from grants and contracts, once again aligning with Trump's agenda. Employees were also instructed to list only their legal names on email signatures, effectively denying control over their identities.
Several agencies, including Labor and Energy, followed suit, issuing similar directives across their employee bases. Reports indicated additional instructions to disable features on email platforms prompting users to state their pronouns, creating apprehension about the long-term ramifications on workplace inclusivity.
Criticism came not only from federal employees but also from outside observers who noted the potential chilling effects on free expression within government ranks. Critics argue this move signals a significantly more authoritarian approach to managing employee identification and expression, reminiscent of past policies aiming to erase LGBTQ+ identities from the professional sphere.
Political reactions varied, with some supporters of the Trump administration cheering the directive as restoring “biological truth.” Others, including incoming Secretary of State Marco Rubio, voiced support for halting previous policies permitting gender identification beyond the male-female binary.
Despite the supportive rhetoric from some quarters, the practical impact on employees has been overwhelmingly negative. Agencies are also facing demands from their employees to speak out against these new policies, leading to fears of retribution for dissent. One Labor Department employee recounted how supervisors previously hinted at the importance of removing pronouns to avoid potential repercussions under the new regime.
Internal debates continue as federal workers grapple with these changes. Some employees are reportedly contemplating their futures within government service, as the likelihood of facing hostility or discrimination grows. Fearful of retaliation, many are reluctant to speak openly, which only compounds their distress about being forced to comply with directives they do not ethically or personally support.
Bringing the matter to the forefront, recent reports spotlighted how these changes affect individuals directly, such as transgender employees who are now obliged to revert back to “deadnames” or names prior to their transition, which felt particularly disenfranchising.
The decision by the Trump administration to effectively rescind previous protections for gender identity has reverberated through numerous agencies, leading them toward policies illustrating stark contrasts to the progressive measures initiated under President Biden. Given Biden's earlier directives aimed at protecting transgender rights, the palpable shift reflects broader ideological divides at play within the federal government.
The ramifications of these measures become increasingly apparent as federal employees navigate their workplace environments under new constraints. Many hope to raise their voices collectively against these changes, striving for recognition of their identities within the structures of government service.
Although Trump’s administration continues to assert this movement aligns with restoring American values, numerous employees argue the opposite. They perceive the removal of pronouns not just as bureaucratic procedure but as direct affronts to their identities, prompting significant discourse about the future of inclusivity and acceptance within federal workspaces.
With agency compliance deadlines drawing near, the outcome remains uncertain. How federal employees will adapt to report their experiences without fear or retribution remains to be seen. Amidst these tensions, many advocates and civil rights groups are already voicing their opposition, pledging to stand up for civil liberties and the fight for recognition within government service.