Supporting a colleague undergoing gender realignment: A non-binary perspective on creating an inclusive workspace
If a colleague is transitioning or exploring their gender identity, there are simple, impactful ways we can all show up to ensure the workplace is welcoming. Studies show that transgender individuals often face higher rates of discrimination.
According to the National Center for Transgender Equality, around 30% of transgender people report being fired, denied a promotion, or experiencing workplace harassment due to their gender identity. In the UK, Stonewall found that 51% of trans employees conceal their identity at work to avoid discrimination, and 12% have experienced physical attacks from colleagues or customers.
Here’s a quick guide to doing it right:
Start with understanding
A little knowledge goes a long way. When everyone understands the basics of gender identity, it’s easier to avoid uncomfortable moments. Workshops or shared resources on inclusive language and gender identity can make a significant difference. This understanding helps build a culture where no one feels excluded – especially important when, as Stonewall reports, 34% of trans workers have experienced exclusion by colleagues, which can severely impact morale and professional development.
Respect privacy and let them lead
Gender realignment is a personal journey, and each experience is different. Let your colleague decide how they want to talk about it – if at all. Whether they prefer openness or privacy, respect their choice. This is about support, not curiosity. If they’re open to it, collaborate on a communication plan – but always let them take the lead.
Use the right name and pronouns
Getting someone’s name and pronouns right might seem like a small gesture, but it holds a lot of weight. Whether they’re he/him, she/her, they/them, or something else, using the correct pronouns consistently shows respect and recognition. If you slip up, just correct yourself, offer a ‘sorry’ and move on. What matters is your willingness to get it right.
Update systems to reflect their identity
Trans individuals often face the ongoing discomfort of being “dead named” in systems and records. Updating login details, ID badges, and staff directories to reflect someone’s true name and gender is more than admin – it’s a mark of respect. This is especially vital when you consider that discriminatory barriers contribute to job instability for many trans workers, often reinforced by outdated or exclusionary systems.
Managers and HR: Lead by example
Managers and HR professionals are in a unique position to create inclusive environments. A thoughtful transition plan that includes flexibility for appointments, time off, or other needs can go a long way. According to Acas, many trans people in the UK report significant workplace stress due to mistreatment, which negatively impacts both wellbeing and productivity. Support from HR and managers can help prevent this and build trust across the team.
Inclusive restroom policies matter
Using a restroom that aligns with one’s gender identity should be a basic right. If your workplace has the means, consider adding gender-neutral restrooms. This small step helps everyone feel safe and respected.
Build a culture of respect
This is the big one: respect. Creating an inclusive environment means treating everyone with kindness and respect, no matter their gender identity. Gender realignment doesn’t define someone’s abilities or talents. They’re still the same awesome person you work with, so keep it professional, warm, and supportive.
Make inclusion ongoing
Supporting a colleague’s transition is just one aspect of creating an inclusive workspace. Keep the momentum going with regular DEI (Diversity, Equity, and Inclusion) initiatives. Offer training, host peer support groups, and provide access to LGBTQ+ resources. Inclusion should be embedded into the culture – not treated as a one-off effort.
Let’s build a workplace to be proud of
When workplaces genuinely support every part of who we are, we all benefit. A team that celebrates diversity is a team that people are proud to be a part of. So, let’s make inclusivity a priority – it shows we care about people for who they are. And that’s a workplace worth working for.
