When handling this situation, caution must be exercised to ensure that all measures comply with the law and the company's anti-discrimination policy. Here are some suggestions: 1. **Compliance check**: First, make sure that the department head and the company's HR department are aware of relevant laws and regulations, including anti-discrimination and personal privacy protection laws. Under the laws of most regions, it is illegal to adjust an employee's position because of sexual orientation. 2. **Training and education**: Provide training on diversity and inclusion to all employees, including the management team. This can help eliminate bias and increase understanding and acceptance of different sexual orientations. 3. **Performance-oriented**: Emphasize that all job transfer decisions should be based on employees' performance, skill needs, and company goals. Make sure records show that any adjustments are based on business needs rather than personal characteristics. 4. **Open dialogue**: Have an open and frank dialogue with Xiaohong, listen to her career goals and work aspirations, and ensure that her experience with the company is a positive one. 5. **Seek legal advice**: If there are any concerns, it is recommended that the department head or HR department consult legal counsel to ensure that all actions comply with legal requirements. 6. **Policy review**: Review company policies to ensure that there is a clear anti-discrimination policy and update and improve it if necessary. It is important to ensure that the company's actions are consistent with professional ethics and legal responsibilities and support employees with different backgrounds and personal identities.