Schedule a Call

When John Becomes Josie: What Companies Can Do to Support Gender Transitioning in the Workplace – Part 2

Aug 29, 2023
Image featuring symbols for male, female, and intersex genders, representing diverse gender identities.


Barriers and Solutions

Individuals transitioning in the workplace may encounter various barriers that can impact their experience, well-being, and professional growth.

Presented below is a somewhat restricted compilation of barriers, accompanied by a roster of approaches that organizations can embrace to assist these individuals and streamline the overall process.

1. Lack of Awareness and Understanding

Many colleagues and even managers may lack understanding of gender diversity and transgender issues, leading to misgendering, insensitivity, and inappropriate questions.

Solution: Providing regular diversity training sessions represents a proactive approach to educating employees on gender diversity, transgender topics, and the significance of appropriate behavior and language. By providing accessible resource materials and even online modules, organizations ensure continuous learning and awareness. Through ongoing education, employees will feel better equipped to communicate sensitively and engage thoughtfully, cultivating an environment where everyone feels valued and respected for who they are.

2. Discrimination and Bias

Concerns about facing discrimination, bias, or even hostility from colleagues, clients, or supervisors can lead to heightened stress and anxiety.

Solution: Creating robust anti-discrimination policies that explicitly define consequences for discriminatory actions is pivotal in promoting a fair and inclusive workplace. Leaders play a central role in cultivating this culture by consistently communicating and exemplifying the expected behavior. By doing so, they underscore the organization's commitment to creating a safe and respectful environment. These policies not only deter discrimination but also send a powerful message that discrimination will not be tolerated. When leaders actively advocate for and uphold these principles, they set a precedent that reinforces an atmosphere of acceptance for all employees.

3. Misgendering and Deadnaming**

** Calling a transgender person by their birth name when they have changed their name as part of their gender transition.

The continued use of incorrect names and pronouns can be emotionally distressing and undermine an individual's sense of identity, well-being, and, ultimately, performance.

Solution: Encourage the use of preferred names and pronouns through awareness campaigns, email signatures, and training. Leveraging technology can also facilitate the process of accurate identification and communication. In fact, adopting tools such as profile management systems allows individuals to update their preferred names and pronouns easily and ensure that accurate information is used across the organization.

4. Cultural and Religious Beliefs

Colleagues' cultural or religious beliefs might conflict with understanding or accepting gender diversity, leading to potential tension or discrimination.

Solution: Encourage open conversations and respectful debates about cultural and religious beliefs in relation to gender diversity. The key is to create safe spaces where all employees can share their perspectives, ask questions, and express concerns without fear of retribution. You can establish a diverse task force to facilitate discussions and act as intermediaries in addressing any conflicts that may arise.

5. Microaggressions

Subtle, everyday behaviors or comments that convey insensitivity or bias can accumulate and create an unwelcoming environment for those transitioning in the workplace.

Solution: Integrating discussions on microaggressions into the organization’s training programs is essential for cultivating a more inclusive and respectful workplace culture. By emphasizing the significance of mindful communication and behavior, these programs help employees recognize the impact of their words and actions and how they can marginalize and harm individuals. This approach not only raises awareness but also helps organizations create an environment where all voices are valued, fostering understanding and empathy across diverse identities and experiences.


It is important for leaders and HR professionals to be aware of these barriers and proactively work to address them so they can create a more inclusive and supportive environment for individuals undergoing a gender transition.

By proactively addressing these barriers and implementing thoughtful solutions, organizations can create a more supportive and inclusive environment for all individuals.


Is Your Organization Ready to Support Individuals Transitioning in The Workplace?

Supporting individuals transitioning in the workplace is crucial for fostering an inclusive and diverse environment. Presented below are a series of steps that organizations should embrace to provide meaningful support:

⬜️ Create Inclusive Policies 

Develop and communicate clear policies that support gender identity, expression, and other aspects of diversity. Ensure that these policies cover areas such as restroom facilities, and preferred name/pronoun usage.

 ⬜️ Educate the Staff

Offer training sessions to educate employees about transgender and gender-nonconforming issues. This will help foster understanding, empathy, and respect.

⬜️ Implement Pronoun Usage

Encourage and normalize the use of preferred pronouns by incorporating them in email signatures, name tags, and company communication materials.

⬜️ Provide Guidance and Resources

Furnish individuals undergoing transition with guidance and resource materials. These resources could comprise hyperlinks to details about medical processes, the legal journey, and the organization's protocol concerning leave arrangements and accessible assistance.

⬜️ Confidentiality

Emphasize the importance of maintaining confidentiality during an employee's transition process. Ensure that sensitive information is only shared on a need-to-know basis.

⬜️ Flexible Leave Policies

Offer flexible leave options to accommodate medical appointments, surgeries, and emotional well-being during the transition process.

⬜️ Diverse Healthcare Coverage

Explore the possibility of adjusting healthcare plans to cover transgender-specific medical needs, including hormone therapy and gender-affirming surgeries.

⬜️ Accessible Facilities

Ensure that workplace facilities, including restrooms and changing areas, are gender-neutral or offer options that respect an individual's gender identity.

⬜️ Name and Document Changes

Simplify the process for changing an individual's name and gender marker in company records, email systems, and identification badges.

⬜️ Support Groups and Allies

Establish employee resource groups or affinity groups to provide a safe space for individuals to connect, share experiences, and receive support. Encourage allies to participate and educate themselves.

⬜️ Mentorship Programs

Implement mentorship or buddy systems to pair transitioning employees with supportive colleagues who can provide guidance and assistance.

⬜️ Open Communication Channels

Ensure open conversations between HR, managers, and transitioning employees to address any concerns or needs.

⬜️ Anti-Discrimination Training

Regularly train all employees on anti-discrimination policies and behaviors, emphasizing the importance of creating an inclusive workplace for all.

⬜️ Preferred Name Usage

Make sure that preferred names are used in all internal and external communications, including email addresses, business cards, and meetings.

⬜️ Support Mental Health

Provide access to counseling services, employee assistance programs, or mental health resources that specifically address the challenges of transitioning.

⬜️ Career Development

Guarantee that transitioning employees have equal opportunities for career advancement, training, and professional development.

⬜️ Celebrate Diversity

Integrate awareness occasions such as LGBTQ+ Pride Month and Transgender Day to honor differences and foster a feeling of inclusiveness.

⬜️ Regular Check-Ins

Schedule regular check-ins with transitioning employees to assess their comfort level, address concerns, and provide ongoing support.

⬜️ Continuous Learning

Stay informed about evolving best practices, legal requirements, and social changes related to gender identity and expression in the workplace.


 Above all, remember that the needs of transitioning individuals can vary greatly, so it's essential to approach each situation with sensitivity and a willingness to adapt and learn.

In our upcoming edition, we'll delve further into this topic by providing insights from seasoned professionals in this domain. Their expertise will shed light on navigating the complexities of transitions effectively. Additionally, we will equip you with a valuable resource compilation encompassing gender-transitioning terminology. This compilation is designed to enhance your knowledge and language proficiency in discussing and understanding the intricacies of this journey.

Stay tuned!


Subscribe to The DEI+ Newsletter!

Sign up to get weekly tips and strategies about diversity, equity, and inclusion to help you increase your DEI IQ. Emails are guaranteed short and to the point!