From Awareness to Allyship: Supporting Trans & Non‑Binary Teams

It’s 2025. If your organization’s IDEA (Inclusion, Diversity, Equity, and Accessibility) strategy doesn’t include explicit, visible support for trans and non-binary employees—you're missing the mark.

Interest in inclusive policies for gender-diverse employees is rising on both sides of the border. In Canada, a study from Pride at Work Canada shows 30% of 2SLGBTQIA+ Canadians have left a job because they felt unwelcome or unsupported by management.

In the U.S., According to HRC Foundation’s 'Equality Rising,' 45% of trans and non‑binary workers say their colleagues seem uncomfortable when discussing gender identity—and 54% report feeling unhappy or depressed at work.

Allyship is about action—not intention. Here’s how to move from awareness to meaningful support:

1. Use Gender-Inclusive Language

Language matters. Swap out gendered terms ("ladies and gentlemen," "he/she") with inclusive alternatives like "everyone," "folks," or "they."

Ensure that HR forms and systems allow employees to self-identify beyond the gender binary.

📚 Resource: GLAAD Media Reference Guide offers excellent best practices.

2. Normalize Pronoun Etiquette

Encourage all employees to include pronouns in email signatures, name tags, and introductions. Just as importantly—honor and use those pronouns.

A simple "What pronouns do you use?" can go a long way. Training managers and teams on pronoun etiquette is key.

3. Provide Inclusive Facilities

Gender-neutral restrooms create a sense of safety and belonging.

In Canada, federal and provincial human rights laws protect gender identity and expression [Government of Canada, 2017]. In the U.S., the Equal Employment Opportunity Commission (EEOC) has reversed course on its protecting of gender diverse individuals, however, proactively providing gender-neutral facilities is still leading practice.

4. Craft Inclusive Policies

Ensure workplace policies explicitly protect gender identity and expression. Include clear protocols for supporting transitioning employees and procedures for addressing discrimination and harassment.

📚 Resource: Canadian Human Rights Commission [CHRC, 2023] and HRC’s Corporate Equality Index provide excellent guidance.

5. Spotlight Lived Experience

Nothing builds empathy like real stories. Amplify the voices of trans and non-binary employees through internal blogs, newsletters, panels, and events.

Out & Equal offers great resources on storytelling for inclusion [Out & Equal, 2024].

The Bottom Line

Allyship is an ongoing commitment—not a one-and-done initiative. When we build workplaces where trans and non-binary people can show up fully, we foster belonging for everyone. Let’s move from performative gestures to true, human-centered action.

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