TOOLKIT: Supporting a Trans Colleague at Work
Best Practices for Allies
Ask this question: “Imagine walking into your workplace every day and being addressed by the wrong name, excluded from conversations, or silently judged for who you are—how would it affect your confidence, your work, and your sense of belonging?”
Why It Matters
For many trans and non-binary people, the workplace can be a source of both opportunity and anxiety. Being supported at work isn’t just a matter of professional respect—it’s a basic human dignity. As an ally, your actions can help foster a more inclusive, affirming, and productive environment where everyone can thrive.
Practical Ways to Support a Trans Colleague
Respect names and pronouns.
Always use the name and pronouns your colleague shares with you. If you mess up, a brief correction and apology is enough—what matters most is your effort to get it right consistently.
Avoid gossip and protect privacy.
A colleague’s gender identity or transition journey is not workplace gossip. Don’t share personal information about your colleague unless you have their explicit permission. Privacy is a matter of safety and trust.
Speak up when needed.
If you hear someone misgendering or making disrespectful comments about your trans colleague, speak up. You don’t have to be confrontational—sometimes a simple “Actually, they go by [name]” or “That’s not appropriate” can make a big difference.
Use inclusive language.
Avoid gendered assumptions like “ladies and gentlemen” or “guys.” Instead, try “everyone,” “team,” or “folks.” It helps normalize inclusivity across the board.
Educate yourself and others.
It’s not your trans colleague’s job to explain trans issues. Take the initiative to learn about gender diversity through articles, workshops, or internal diversity resources. Encourage your company to offer DEI training that includes trans inclusion.
Support inclusive policies.
Advocate for gender-inclusive policies in your workplace—such as access to all-gender restrooms, healthcare that includes transition-related care, and anti-discrimination protections. If these don’t exist, consider raising the issue with HR or management.
Acknowledge and affirm.
You don’t have to make grand gestures. Small moments—using the right name in meetings, acknowledging your colleague’s contributions, or just showing kindness—go a long way in making someone feel seen and supported.
Respect transitions at work.
If your colleague comes out or transitions while at your workplace, follow their lead on how and when information is shared. Ask how you can support them, and avoid making it the focal point of your interactions.
Final Thoughts
Work should be a place where everyone feels safe, respected, and empowered to do their best. By practising active allyship, you’re not just supporting your trans colleague—you’re helping to shape a workplace culture where authenticity is celebrated and dignity is the norm.