When handling this situation, great care must be taken to ensure that legal provisions are not violated and that the interests of the company and individuals are upheld. Here are some steps to consider in a more appropriate manner to handle this issue: 1. **Understand the legal provisions**: First, make sure you understand the relevant legal provisions, especially anti-discrimination laws. Many countries and regions have laws that protect employee rights and prohibit discrimination against employees based on sexual orientation or gender identity. 2. **Assess the actual impact**: Assess the actual impact that employees' participation in the march may have on the company. Sometimes, management's concerns may be exaggerated or based on personal bias. If the march is a personal activity of the employee and does not involve work behavior or the company's reputation, it may not have a substantial impact on the company. 3. **Respect employee rights**: Employees have the right to participate in legal civil activities outside of work. If the activity occurs outside of work hours and does not violate any specific company policies or affect work performance, it should generally not be a reason for transfer. 4. **Communicate with the employee**: If management still has concerns, it is recommended to communicate with the employee privately. Understand their views and intentions and clarify the company's position to avoid misunderstandings. 5. **Develop a diversity policy**: If the company has not yet developed a clear diversity and inclusion policy, now may be a good time. Such a policy will not only guide the company's culture, but also provide a basis for decision-making in incidents such as this. 6. **Consult legal and human resources**: Before taking any action, be sure to consult with the company's human resources department and legal counsel. This can help ensure the legality and compliance of the company's actions. 7. **Focus on work performance**: If there are substantive issues with the employee's work performance, they can be handled according to the company's existing performance management procedures. Rather than taking action because of his participation in a certain parade. Through these steps, the company's image can be managed and negative impact can be reduced while respecting employee rights. Fairness and transparency are key factors when dealing with such issues.