We’re in the midst of a fundamental transformation in how society thinks about gender. But workplaces aren’t always keeping up, and many policies, even well-intended ones, often reinforce gender stereotypes. Here are three ways you can support transgender, gender-fluid, nonbinary, and gender-nonconforming employees. First, reexamine HR and hiring practices. Rather than asking individuals to self-disclose as either male or female, make space for those in between or outside the binary. And respect a job candidate’s pronouns from your very first interaction. Next, rewrite your company’s dress code. Remove gendered language and use greater specificity when describing acceptable attire. Frame your rules in terms of functionality or legitimate business purposes (e.g., safety, easy identification of employees, or branding). And finally, make gender-transition policies flexible, placing agency in the hands of the employee rather than dictating a one-size-fits-all process. Make transition-related resources available to any employee, no questions asked. If you want your company to be truly inclusive, you must ensure quality of working life for employees of all gender identities and expressions.

This tip is adapted from “Transgender, Gender-Fluid, Nonbinary, and Gender-Nonconforming Employees Deserve Better Policies,” by Lily Zheng

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