For transgender and non-binary talent, feeling welcomed and supported can make a profound difference in their day-to-day working experience. As a business, being able to understand effective allyship for trans & non-binary people is an essential part of building a more equitable workplace.

Why Does Allyship Matter?

Trans & Non-Binary employees often face unique challenges, including discrimination, lack of understanding and mis-gendering. By actively supporting trans colleagues, companies can help combat these challenges and create an environment where all employees feel valued and heard. Allyship involves action, education, and a commitment to fostering a workplace that respects and celebrates all gender identities.

What Does Allyship Look Like?

Being able to educate and raise awareness is a great way to build your foundation. Provide training and resources on gender identity, pronouns, and respectful language for all employees. Partner with LGBTQ+ advocacy organisations to host workshops or share materials that offer insight into the challenges trans individuals face. The more employees understand, the more empathy and respect they can bring to the workplace.

Look at your company policies and benefits to ensure they are inclusive of all gender identities. For example, health insurance should cover gender-affirming care, and parental leave policies should be inclusive for all family structures. Additionally, policies around dress codes, bathrooms, and name changes should be explicitly inclusive and supportive of trans employees, as well as ensuring that references within policies are gender-neutral, as this can oftentimes be overlooked. When policies are inclusive, they not only protect trans employees but also demonstrate a company’s commitment to equality.

Create a safe space for pronoun sharing by encouraging employees to include their pronouns in email signatures, business cards, and introductions. Normalising pronoun sharing in meetings, workshops, and everyday interactions helps reduce the stigma for trans and non-binary employees and promotes a culture of respect. Make sure that correcting mis-gendering is part of your workplace etiquette, and empower employees to gently correct others when necessary.

Be aware of language and avoid assumptions by being mindful of how you communicate. Avoid making assumptions about someone’s gender identity based on their appearance, and use gender-neutral language whenever possible. Replacing phrases like “ladies and gentlemen” with “everyone” or “folks” is a small but impactful change. Encouraging inclusive language can help trans employees feel seen and respected.

Establish relevant Employee Resource Groups (ERGs), such as a LGBTQIA+ group. ERGs offer a space for discussion, support, and advocacy and can drive initiatives that promote awareness and inclusivity. Additionally, celebrating important LGBTQIA+ awareness day, like Transgender Day of Visibility or Pride Mont, can show your company’s commitment to supporting the community.

Essentially, allyship is a journey that requires ongoing commitment, education and most importantly, empathy. By supporting your Trans & Non-Binary employees, you are fostering an inclusive environment that respects and celebrates all gender identities. Allyship like this is not only about supporting our diverse workforce and underrepresented groups, it's also about building a stronger, more compassionate workplace for all.