During an employment interview, can I legally be asked to state my sexual orientation, gender identity, and/or gender expression? No. An interviewer in California cannot legally ask a job applicant about their sexual orientation, gender identity, or gender expression either directly or indirectly, such as by asking questions about the applicants body or spouse. An employer also cannot require you to disclose your gender on a job application or make your gender identity a condition of employment.
Helen Hughes (Employment Law Solicitor): Although such a request may be done with the best intentions to address individuals with respect and courtesy in the way that they wish to be referred to employers must be wary about asking for information from employees that could impact the way they are treated. Despite the fact that they cant force people to disclose this kind of information, everyone should feel comfortable sharing preferred pronouns if they feel it important to do so. Under the law of England and Wales there are nine protected characteristics: age, sex, race, disability, religion or belief, sexual orientation, gender reassignment, pregnancy or maternity and marriage or civil partnership. It is against the law to make an unjust or prejudicial distinction in the treatment of any individual or group because of these characteristics and that treatment is prohibited in one of four main forms. These are, direct discrimination (less favourable treatment because of a protected characteristic), indirect discrimination (the application of rules or arrangements which put those with a protected characteristic at a disadvantage), harassment (unwanted conduct on the basis of a protected characteristic that creates a hostile or degrading environment) and victimisation (unfair treatment of an individual because theyve complained, or may complain, of discrimination). Forcing employees to reveal their pronoun preferences could leave employers open to discrimination claims, and employees feeling alienated. Having an inclusive workplace culture is crucial. However, singling out one group of people is a dangerous game for employers. Being open, honest and, above all else, celebrating peoples differences will no doubt go a long way to improve culture, retention and breed a workforce that looks beyond age, gender, race or the like. There is simply no need to force employees to reveal any more information than they are comfortable with. (https://www.shma.co.uk/our-thoughts/ can-employers-prefer-to-put-pronouns-in-email-signatures/)
Neither of those make it illegal lol. The part you quoted in California only refers to job applicants because it can create issue with hiring discrimination.
The one in UK doesn't make it illegal, though it does make it unwise because it opens the door for sexual harassment cases, but itself isn't discriminatory or illegal.