Supporting a Colleague’s Undergoing Gender Realignment: From a Non-binary Perspective on Creating Inclusive Workplaces

Hi there! As someone who’s non-binary, I know firsthand how much of a difference a supportive workplace can make. If a colleague is transitioning or exploring their gender identity, there are some simple, impactful ways we can all show up and make the workplace welcoming. Studies show that transgender individuals often face higher rates of discrimination. According to the National Center for Transgender Equality, about 30% of transgender people report being fired, denied a promotion, or experiencing workplace harassment due to their gender identity.

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. Quick workshops or shared resources on gender identity and inclusive language can make a world of difference. Trust me—having a team that “gets it” just makes life easier for everyone.

Respect Privacy and Let Them Lead the Conversation

Going through gender realignment can be a deeply personal journey, and no two experiences are alike. Let your colleague decide how they want to talk about it, if at all. Maybe they want everyone to know, or maybe it’s more private. Whatever the choice, respect it. This isn’t about curiosity—it’s about support. Work together on a communication plan if they’re open to it, but let them take the lead.

Use the Right Name and Pronouns—It Means So Much

Getting someone’s name and pronouns right might seem small, but it’s powerful. When a person shares their pronouns—whether they’re he/him, she/her, they/them, or something else—using them consistently shows respect and recognition. And hey, we all mess up sometimes; just correct yourself, give a quick “sorry,” and keep moving. What matters is showing you care.

Update All the Systems

No one wants to be reminded of their old name (aka “dead naming”) every time they log into email or check their ID badge. To really support a colleague, make sure systems and records reflect their name and gender identity. Work with HR to streamline updates and avoid constant reminders of a past they’re ready to move on from.

Managers and HR: Set the Tone

Managers and HR have the power to make inclusivity a reality. A supportive manager or HR rep who’s empathetic can create a ripple effect. Plus, a “transition plan” that includes flexibility for time off, medical appointments, or other needs can make all the difference. It’s about making sure they don’t feel penalised for taking care of themselves.

Inclusive Restroom Policies Matter

Using the restroom that aligns with your identity should be a basic right. If your workplace can, consider adding gender-neutral restrooms so everyone feels at ease. No one should have to worry about something as simple as restroom access.

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 an Ongoing Effort

Supporting someone’s gender journey is part of a bigger goal—making sure everyone feels they belong. Keep the momentum going with regular DEI (Diversity, Equity, and Inclusion) efforts. Offer training, host peer groups, and share LGBTQ+ resources. Inclusivity isn’t a one-time action; it’s part of your workplace culture.

Inclusive Employers November 2024 Event: Supporting a Colleague who is Transitioning

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.

Stonewall & Acas Statistics -

Discrimination and Harassment: A Stonewall report found that 51% of trans employees in the UK hide their gender identity at work to avoid discrimination, and 12% have experienced physical attacks from colleagues or customers. Additionally, 34% of trans workers reported being excluded by colleagues because of their gender identity, which can lead to feelings of isolation and hinder professional growth
Income and Employment Disparities: Trans people often face economic inequality and higher unemployment rates. Studies indicate that transgender individuals are more likely to be in lower-paid roles, often due to barriers in hiring and promotion caused by bias and discrimination. Many trans workers experience job instability, partly due to the lack of workplace protections and inclusive policies
Mental Health Impacts: Experiences of workplace discrimination contribute to higher levels of mental health challenges among trans individuals. According to Acas, many trans people in the UK report stress and anxiety due to their treatment at work, which can lead to lower productivity and job satisfaction
Inclusive Practices and Policies: Businesses that implement inclusive practices, such as transitioning policies, anti-harassment protections, and access to gender-neutral facilities, see improved employee satisfaction and retention among trans workers. Inclusive policies signal support and commitment to equality, fostering a safer and more welcoming environment for all employees