The comment you're referring to aims to be helpful and empathetic, but the fundamental problem with it is that it essentially dismisses the very real problems people are raising. It tells you that the change is inevitable and that you shouldn't and/or can't fight it. It tells you that what you're dealing with are your own feelings and, although they're "valid" (in the sense that it's understandable and human to have them), you need to work on overcoming them or finding a way around them. And if you can't, then you should either move out of the way of the progress or you'll remain unhappy.

It's an incredibly frustrating way of being talked to, one that I've seen managers employ quite a lot. I call it the "management aikido", because it takes your own impetus and turns it back on you, by reframing whatever issue you brought up to put the onus on you. Most of the managers I've seen use this technique believe they're doing a good thing by "empowering" you to deal with problems. What it does, in fact, is discourage you from raising issues in the first place.

On top of having the same "management aikido" vibe, @jvanderbot's comment ends up being "socially insensitive", for lack of a better way of describing it.

Over the course of history, we've seen great shifts -- typically tied to technological evolution -- that caused significant suffering to a group of people but (arguably) ended up being a net positive for our society. And when we look back, we inevitably feel a sense of empathy for those people and we recognize that what happened to them sucked and we express the hope that maybe next time we could do better as a society.

And then it happens again, like it's happening now, and we not only fail to do better as a society, but we talk like trying to do better is unreasonable.

That, in essence, is what makes @jvanderbolt's comment sound "religious" to you: the unquestioned assumption that what is happening is supposed to be happening and that it's you who has a problem that you have to work on.