; (2) require an employee to attend or participate in an event or activity affirming, celebrating, or supporting an identity that is incongruent with an individual’s sex; (3) require, as a condition of employment or good standing with the government, agency, or entity involved, that an employee pledge or otherwise commit to support or condone an identity that is incongruent with an individual’s sex through verbal affirmation, written recognition, or any physical exercise; (4) require, as a condition of employment or good standing with the government, agency, or entity involved, that an employee sign a statement of commitment to a particular belief or form of social action that supports, condones, or advances the idea that an individual can have an identity that is incongruent with their sex; (5) require, as a condition of employment or good standing with the government, agency, or entity involved, that an employee wear apparel or an accessory that supports or condones an identity that is incongruent with an individual’s sex; (6) require an employee to affirm and use preferred pronouns of another, including a medical patient, without regard for whether those pronouns conflict with the employee’s religious or moral beliefs, or the employee’s understanding of the relationship between sex and identity; (7) require an employee to share the employee’s preferred pronouns upon meeting or interacting with another individual or patient, or to include preferred pronouns on or in a name tag, email signature, business card, or other regular means of communication