I think some people are thinking, well what is done outside of work shouldn't have work repercussions. Except I think that's not the full extent of the issue.
The problem here is that something done outside of work is making coworkers uncomfortable at work. That is now a work problem. The work environment is no longer making everyone feel safe and welcomed to perform their job, some will now feel uncomfortable doing so.
I think some individuals might say, well that wouldn't make me uncomfortable, and good for them, in that case there'd be no problem. But it's also clear that some people will feel uncomfortable, and that's a real problem for the employer.
So I'm curious what solutions people see to it?
I feel like you need to choose whose going to "suck it up" and "deal with it". It could be either the people who learned of their hateful coworker/manager need to suck it up and continue to work with them. So you tell them, sorry, we won't do anything about it, suck it up or quit. Or you choose to tell the hateful coworker/manager to suck it up, apologize, show regret and stop doing what they do or quit.
Ideally, you can like rearrange your teams to seperate them and not have those people work together anymore, but it can be just a matter of time till the new coworkers of that hateful person also find out about their publicly available views. So as an employer, you need to decide if that's worth the trouble and you might still want to tell them, you can't publicize that stuff anymore, suck it up or quit.
I don't like any of these, since they all have a "loser". Personally, I think it's about what exactly was the source of "discomfort" and if it's reasonable or not. Which means it's probably a case by case thing.
I also recon though that drawing that line can be challenging. For example, maybe I publicize about how wreck less, dangerous and vile gun carriers are, and I think they should all be jailed. Or maybe I publicize the same about anti-vax or anti-maskers.
Personally again, I think if you publicly attack a group of people, and you work with that same group, I feel you got to suck it up. Find yourself a job not around them or stop hating on them publicly. This would apply to my example of a person hating on anti-maskers or on gun carriers as well.
But I also recon even there, drawing the line is hard. For example, it's reasonable to want to publicly discuss if mask wearing should be enforced or not, or if gun carrying should be banned or not with a "common good" argument. Similarly someone might believe in a "common good" argument about preventing teenager from taking puberty suppressors, etc. And you'd want to allow these discussions. And this is where the thin line shows up, could that make a trans worker feel uncomfortable knowing their coworker argues that puberty suppressors should be regulated more heavily?
My stance right now is that I think it is a complicated problem, but the status quo is not neutral, it takes a side that says, the hateful person is never the one to "suck it up", and I don't know that that's any better. So I still think the best thing is to look at these on a case by case basis and the employer needs to use their best judgement, and that means sometimes they might get it wrong, but it should be better than always siding with the hater as the status quo would have it.