7 Top tips to ensure your organisation is supporting and attracting trans and non binary talent

In a recent post, I promised to share some details around what companies can do to ensure they are set up to support and attract gender diverse team members. 

While it can feel daunting at first, there are plenty of ways in which you can flex your inclusion muscles, from the language you use and the policies you have in place, all the way through to the health benefits on offer. 

Let’s dive in…

1. Language use

Inclusive language use is key when it comes to sending a clear signal that your company is a good fit for a gender diverse candidate. Ensure that all communication relating to your organisation moves beyond the binary, gendered language that has become commonplace. Remember that not all people identify as male or female and revisit existing material on your website, in your company’s promotional material and in your job descriptions. Make the inclusion of pronouns standard practice (this should be encouraged but should not be mandatory as you don’t want to unintentionally out someone who may not be quite ready to share). 


2. HR policies and processes  

One size fits all policies are no longer fit for purpose (were they ever?). Show employees that you recognise their individual needs by updating your policies to ensure the content (and of course the language!) is relevant and inclusive. Do you have a transitioning at work policy? Is your approach to parental leave inclusive? How about your menopause policy, does it take into account the fact that trans guys may also be impacted? 

3. Taking a zero tolerance approach to transphobia

Safeguarding is key. Make sure there are clear protocols in place on workplace discrimination, this can be highly subjective so remove any room for interpretation. The Chartered Institute of Professional Development published clear guidance on this in 2023, you can access it here. Work with your HR team and bring the wider organisation along with you so that they understand why it matters.  

4. Flexible Working

Just because something has always been done a certain way does not mean that is the best way to do it. Look at current ways of working and make sure they are suited to the whole workforce. There is a high prevalence of neurodiversity within those who are gender diverse, which means the standard 9am - 5pm work day may not deliver the best results. Rather than trying to force team members to work to a strict time scale, and get only reduced productivity, consider offering the option to work flexibly. Break from tradition by setting weekly meetings at less rigid times - hint your team is unlikely to be at its most productive (or enthusiastic) at 9am on a Monday morning, so ask the team what would work best for them. This small change may result in a far more engaged and productive session - which is exactly what we are looking for! 

5. Dress Code

The same applies to dress code. If uniforms are a requirement, consider following in the footsteps of inclusivity giants such as Virgin Atlantic and expanding your uniform policy to offer options for those who are gender diverse to wear the uniform in which they feel most comfortable. Rethink your position on what “professional” looks like, for example, as a non-binary individual, gender expression is an important part of who I am and I feel it is important for me to be visible, so I dress loud! This does not make me less professional, I still look smart, just fabulously so. Encourage team members to express themselves in a way which enables them to better reflect who they are, chances are if they feel more comfortable they will be more productive. 

6. The Gold Standard 

If you really want to raise the bar, explore ways of expanding the healthcare benefits on offer to include trans and non-binary employees. The inclusion of gender affirming healthcare in your benefits package sends a bold signal that inclusivity genuinely matters to your organisation. Access to healthcare for trans and non-binary people on the NHS is limited with waiting lists stretching into years. This makes private healthcare the only timely option for those looking to transition medically or surgically. It is important to note that not all trans and non-binary people choose to transition in this way and some may prefer to transition socially - where the individual transitions in name, pronouns and in their expression through the clothes that they choose to wear. None of these forms of transition are more valid than any other, they are simply different options. All forms of transition are protected against discrimination under the Equality Act 2010.

This is already becoming more commonplace with progressive healthcare insurance providers, such as Aviva, recognising the desire for companies to support their employees in their transition by offering bolt-on solutions to existing packages which ensure trans employees can access gender affirming treatment, should they wish to. Benefits on offer vary between providers but can include mental health support, hormones, surgeries, fertility preservation and even hair transplants


If your insurance company does not offer solutions for trans patients, this could be discriminatory, so approach them to see if you can advocate on behalf of your employees to have something suitable added to the policy. This also provides a tangible proof point that your allyship is genuine.

Costs can vary depending on the treatment being sought so if this is something you are keen to explore, it’s important to seek expert input to understand the full scope of the commitment from a business perspective.

7. Education matters

With all of this activity it is essential to bring the existing team along on the journey. Explain why this matters to the organisation, how it aligns with your values, how it makes you a better place to work, how this benefits all employees. Bring this to life by inviting gender diverse speakers in (and pay them for their time). I speak regularly on the topic of gender diversity in the workplace and am happy to recommend other speakers such as - Ben Pechey (they/them), Max Siegel (they/he), Eva Echo (she/they), Paff Evra (they/them) and Tate Smith (he/him) are just a few shining examples, but Max has also created a full list of worldwide trans+ speakers here.

Training is also a brilliant way to empower team members and it goes a long way to countering the false narratives that sadly tend to accompany the subject of gender diversity. If training is something you are interested in finding out more about, get in touch: office@lightningtravelrecruitment.com

Bonus: Be Proud

Finally, make sure that you shout about what you are doing so that employees and prospective employees understand that this is a community that matters to your organisation, this won’t just resonate with trans and non-binary employees but it will also register with allies who want to work with a company that cares about all of its employees.


Liked this content and want to continue on your LGBTQIA+ education journey? We got you. Check out our founder Thea (they/she) hosting an underrepresented voices panel below, or contact us to discuss partnering on your recruitment / consulting on your ED&I efforts.

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Thea Bardot

31st January

Blog ED&I