And you believe that a paper arguing that "black people are genetically suited to being slaves and therefore we should not expect them to become managers at google in a demographically representative proportion" is a reasonable statement to make about Google promotion practices and should not lead to the speaker being fired, so long as he adds references to the Bell Curve and the lack of black executives America?
If he can back his arguments with research and they don't contain any logical flaws then one should at least entertain them for a few minutes. After all he might be (partially) right and do his employer a favor.
If he is wrong in ways that could be honest mistakes then one should first try to point out the mistakes so he can retract his document until he can find stronger evidence or truly see the error of his ways. For that to happen people need to respond with rational arguments, not with outrage.
If he is wrong and does not respond to counter-arguments and -evidence, then some HR response would be appropriate. And note that I say "HR response", not dogpiling and not necessarily firing.
Argument-by-firing will only harden the ideological frontlines and further extremes.
It appears that my words must be doing a terrible job at conveying my intent.
My point is that you should engage in rational discussion even if you think the other side holds an abhorrent, immoral, inhumane viewpoint. And there are many good reasons to do so. And just one of those many reasons is that the other side might be right about some things. Another is that engaging them in discussion is a much better approach of showing them where they are wrong, just punishing someone for holding unpopular views is unlikely to achieve that goal. Another one that I have not mentioned yet is simple reciprocity, you want others to extend that kind openness to discussion towards you when they think you're holding some view that is abhorrent according to their moral value system.
