Employers may be realising the importance of workplace diversity, yet transphobia – however unintentional – runs rampant in organisations across the country. Be it in the hiring process or in the day-to-day interactions with their colleagues, transgender employees are subject to microaggressions, humiliation and unfair treatment simply for their gender identity.

According to findings from a recent study on the attitudes driving hiring decisions, 1 in 3 employers are “less likely” to hire a transgender candidate and nearly half of all business leaders are unsure of whether they would recruit someone who was transgender.

Considering the highly competitive landscape that hiring managers find themselves in when sourcing talent, it’s hard to imagine why any employer would turn down a candidate on their gender identity alone. These eye-opening findings serve to illustrate the underlying bias that is still prevalent in workplaces today, despite marked efforts to boost diversity.

Employers may be making strides when it comes to inclusion of lesbian, gay and bisexual staff, but most are still no closer to making the trans community feel welcome in their business. If we are to tackle this problem, we must take the steps to encourage behavioural change and inspire inclusive attitudes in the workplace.

Create trans-inclusive policies

Employers need not rewrite their rulebook from scratch to improve inclusion, but revising and creating new trans-inclusive policies is the first step to creating a welcoming environment for non-binary employees. A transgender equality statement and robust anti-discrimination and bullying and harassment policies are the bread and butter of any inclusive company handbook as they demonstrate a sustained commitment to promoting equal opportunities and fair treatment of trans people. Employers who wish to go a step further can establish a transitioning at work policy that provides specific guidance on the support available.

Educate the workforce on micro-aggressions

For non-binary employees, micro-aggressions have come to be expected from colleagues and even superiors in the workplace. Faced with an unfamiliar concept, members of staff ask inappropriate questions or use language that is hurtful because they either don’t know or don’t fully appreciate the damage it can do.

However, an uninformed culture is not a dead end for a company seeking to improve trans inclusion. Having identified the negative attitudes that exist in the workforce, it’s essential to provide on-going, meaningful training to employees at every level. Educating your staff on matters such as preferred pronouns, the use of facilities and harmful stereotypes will eventually aid in creating a more inclusive culture for non-binary workers.

Communicate commitment to trans inclusion

In a recent study conducted by Stonewall, less than half of respondents felt the senior leaders in their organisation demonstrated a visible commitment to trans equality. While that figure has drastically improved in the last decade, it’s clear that leaders could be doing more to ensure trans employees feel safe in the workplace.

Visibly demonstrating your commitment and support to the wider trans community will help employees feel more comfortable disclosing their gender identity at work and in turn, boost their sense of security and satisfaction in the job. Championing trans inclusion as a cause not just within your own organisation but the industry as a whole communicates to employees your dedication in removing the barriers that prevent trans people from realising their potential in the workplace.