It still seems to me to be a case of denying a whole group of individuals a chance at something, even if most wouldn't qualify.
Should roller coaster operators allow people too short for their rides to strap in because it's not fair to the small number of riders who won't fall off?
Again, you are advocating for inefficiency on the basis of feelings.
Let's ignore the intrinsic health concerns for a moment. Any prohibited group can meet the processing standard you're suggesting. That is, not barring all members of X group because a slim number of them may qualify. A brief list:
- Criminals (felony record) are banned from service. While most may be criminal by nature, there are some who will never break the law again and have already "paid their debt" to society.
- Mentally disabled are banned from service. While most may not ever make it through a basic psych eval, there are some who may possess higher functioning abilities and thus pass minimum standards suitable for menial work.
- Very tall or short people are banned from service. While most may not meet height requirements, they are perfectly capable of fulfilling most roles, all else being equal.
This list can be expanded for pages by simply adding a bullet point for any one disqualifier listed on the armed services disqualifications sheet. These restrictions explicitly prohibit entire groups of people for possessing a single trait, even though they may be stellar applicants in every other way.
Transgender applicants are being treated no differently than the rest of the population. They have a disqualifying condition (gender dysphoria) and are thus being denied entry.
The root of your argument, which I do not agree with, is that some are psychologically healthy and therefore there should not be a ban. This position is an argument
against the existence of standards, because the formula,
some X may be Y, applies to every single prohibited group. The purpose of standards (I.e. discriminating against a targeted group) is to increase the effectiveness of an organization without wasting the time and resources required to find every unicorn inside group X.
Taking the example completely away from transgenderism, suppose we are dealing with a job application screening. Company XYZ says that you must have a bachelors degree in a specific field to interview for an open position. This is, by definition, an act of discrimination against non-degree holders. It is also legal because it is justified, as I will demonstrate.
Now, two statements are true and relevant here. The first:
some X may be Y. The second:
Not all Y are Z. That is to say, lacking a degree does not preclude one from possessing the required knowledge and experience, nor does the possession of such demonstrate mastery over the domain (ergo the importance of GPAs, accolades, awards, etc.). Yet, employers across the country (indeed, the world) discriminate on this basis all the time.
Why?
Because of the cost associated with discovering which X's are really Y's far exceeds the cost of discovering which Y's aren't in fact Z's, Z being an applicant who
can perform satisfactorily and Y being an applicant who
may.
Ergo, legal discrimination against non-degree holders.
Transgenderism is no different in form or function. This ban denies them entry beyond the application process on the basis of being part of group X, because group X is intrinsically disqualified (gender dysphoria). The cost of discovering which X's are Y's isn't justified for the same reason interviewing non-degreed applicants isn't justified: you waste time and resources that could be spent on Y's trying to hunt down unicorns from X. Thus, my earlier comment:
Think about it.
Scenario 1: Recruiter interviews applicant, sends applicant off for evaluation and paper work, thus "providing a chance to be rejected." This costs time, money, and resources. Results come back, recruiter informs applicant that the application has been rejected for being psychologically unfit (gender dysphoria).
Scenario 2: Recruiter interviews applicant, asks if applicant has any conditions that would prevent him/her from qualifying for service. No money or resources expended, time spent is the time it takes to ask the question. Applicant responds, "I'm transgender." Applicant is rejected for being psychologically unfit (gender dysphoria).
Your position: Scenario 2's rejection occurs too early in the decision process.
Furthermore, because the discovery process for Z
always occurs in the field (recall that recruiting & training are all about evaluating Y) and members of group X are far more unstable than most members of not-X, the actual risk of discovering which Y's from X are actually Z's is far higher.
Going back to the roller coaster analogy, it's like playing a game of who will survive the loop. Five people who are too short for the ride embark on their wildest theme park excursion. How many will remain after the first loop? Will the remainder make it through the corkscrew?
If that sounds insane, that's because it is.
Yet, it's precisely what is being advocated for by those against the ban. "Some short people won't fall off."