Pastor fired for refusing to use transgender colleague's pronouns
- Luke Ash, a pastor, was terminated from his role as a library technician for not using a colleague's preferred pronouns.
- Library's inclusivity policy emphasizes respect for gender identity and names, conflicting with Ash's religious beliefs.
- Local pastors have rallied in support of Ash, arguing for changes to the library's policy.
In the United States, a library technician in Baton Rouge, Louisiana, was dismissed from his position due to his refusal to use the preferred pronouns of a transgender colleague. Luke Ash, who also serves as a lead pastor at Stevendale Baptist Church, engaged in a discussion with a co-worker about the new staff member, a biological female who requested to be addressed with male pronouns. Ash's refusal to comply with this request, based on his religious beliefs, led to official reprimands from his superiors and ultimately his termination on July 10, 2025. After the incident, Ash was provided with the library's inclusivity policy, which emphasizes a work environment of acceptance and respect for preferred names and pronouns. Despite this, Ash expressed that adhering to the policy would compromise his religious convictions. Following his firing, local pastors rallied to support Ash by confronting the library board during a meeting, advocating for his reinstatement and policy changes concerning employee treatment. The library board responded in a dismissive manner, suggesting that the pastores were in violation of Louisiana's Open Meetings Law as they interrupted board discussions. This action sparked further contention among community members, many of whom sided with Ash and his stance against the inclusivity policy. Over 30 pastors later submitted a letter to the library board, seeking reinstatement for Ash and a modification of the current policy they viewed as unjust. The situation raises concerns about the balance between inclusivity policies in workplaces and individual rights to religious expression. While private employers have the authority to enforce expectations around language and employee conduct, the dilemma lies in cases where personal beliefs conflict with institutional policies, leading to potential firings as in Ash's case. The library's refusal to comment on the incident suggests an ongoing tension regarding the treatment of employees when their personal beliefs clash with inclusivity mandates. This situation not only impacts the individuals directly involved but also reflects broader societal debates over gender identity, religious expression, and workplace rights.