Supporting Nonbinary Employees During Nonbinary Awareness Week and Beyond

Every July, Nonbinary Awareness Week shines a spotlight on the unique identities and lived experiences of people whose gender falls outside the male-female binary. At the heart of this observance is International Nonbinary People’s Day, which is recognized on July 14 and celebrates the diversity, resilience, and contributions of nonbinary individuals worldwide. Yet even as visibility improves, nonbinary people continue to face significant challenges, especially in the workplace.

A growing number of workers identify as nonbinary, and they’re pushing organizations to reimagine what inclusion really means. However, they often find themselves navigating environments that weren’t designed with them in mind.

The Reality: Gender Discrimination in the Workplace

Despite increasing awareness, workplace discrimination remains a persistent barrier to professional and economic success for nonbinary people. A 2024 study by the Williams Institute at UCLA School of Law revealed that 60% of nonbinary adults had experienced workplace discrimination at some point in their lives, and 36% had experienced it within the past year.

The data further shows that:

• Up to 45% of nonbinary employees say they’re not open about their identity with their supervisor.

• About half have left a job at some point in their lives due to how they were treated because of their LGBTQ status.

• Younger nonbinary people and nonbinary people of color report higher rates of discrimination and mistreatment.

These numbers underscore an apparent reality: nonbinary workers often don’t feel safe being themselves in professional settings, and this impacts their mental health, job satisfaction, and ability to thrive.

Forms of Workplace Discrimination That Nonbinary Employees Face

Nonbinary people experience various types of discrimination in the workplace that are often invisible to others. These include:

• Misgendering and deadnaming. Colleagues and supervisors may fail to use a person’s preferred nonbinary pronouns or may refer to them by their deadname, intentionally or otherwise, contributing to feelings of disrespect and exclusion.

• Limited gender options. Many HR systems, benefits forms, and digital platforms still offer only “male” or “female” options, effectively erasing nonbinary identities.

• Dress code expectations. Some companies still enforce gendered dress codes, placing pressure on nonbinary employees to conform to a binary gender presentation.

• Bathroom access. Nonbinary workers may feel uncomfortable or unsafe using gendered restrooms, particularly if all-gender facilities are not available.

• Lack of representation and mentorship. Nonbinary professionals are often underrepresented in leadership, making finding mentors who understand their unique experiences harder.

How to Support Nonbinary Employees

Creating an inclusive and supportive work environment for nonbinary people doesn’t require a complete overhaul of company culture, but it does demand intentionality. Here are some tangible ways of supporting nonbinary employees.

1. Normalize Pronoun Sharing and Usage

Encourage all employees to share their pronouns in their email signatures, virtual meeting names, and introductions. This helps normalize the practice and makes nonbinary employees feel less isolated. Most importantly, always use the correct pronouns for your colleagues and gently correct others who don’t.

2. Audit and Update HR Systems

Forms, applications, and databases should include options beyond “male” and “female.” Companies can also allow employees to self-identify their gender and update their name and pronouns without needing a legal name change.

3. Ensure Access to All-Gender Restrooms

Providing at least one accessible, all-gender restroom in each office location is a simple but powerful way to support nonbinary (and transgender) staff.

4. Review and Adjust Dress Codes

Implement gender-neutral dress codes focusing on professionalism and safety, not gender expression. This change signals that employees are valued for their work, not their appearance.

5. Offer Inclusive Benefits

Workplace benefits should include coverage for gender-affirming health care and mental health support. It’s also important to ensure that family leave policies and parental forms are inclusive of all genders.

6. Provide Training and Education

Mandatory inclusivity and anti-discrimination training should include information about gender diversity. Training that specifically mentions nonbinary identities helps reduce ignorance and bias while promoting respect and empathy.

7. Celebrate Nonbinary Visibility

Observe Nonbinary Awareness Week and International Nonbinary People’s Day by sharing educational resources, hosting guest speakers, or spotlighting the voices and experiences of nonbinary employees. 

Inclusion Is Good for Everyone

Making workplaces inclusive for nonbinary people isn’t just the right thing to do — it’s also good business. Inclusive organizations benefit from improved employee engagement, better retention, and a reputation as a welcoming place for all. When workplaces support their nonbinary and transgender employees, they’re more likely to unlock innovation and foster a culture of belonging.

Nonbinary Awareness Week is an invitation not only to celebrate the richness of gender diversity, but also to take action — to listen, learn, and lead with empathy. Every employee deserves to feel seen, respected, and empowered to do their best work, regardless of gender identity.

Let’s move beyond awareness and toward equity.

Support Nonbinary People in the Workplace With Trans Can Work

At Trans Can Work, we envision a world where the barriers to employment for transgender individuals are dismantled and where they can pursue fulfilling careers free from discrimination and prejudice. This vision encompasses several key elements that enable empowerment, equality, and dignity for transgender workers everywhere.

We promote the implementation of policies that protect the rights of transgender workers, including nondiscrimination policies, health care coverage for gender-affirming treatments, and appropriate restroom and dress code accommodations.

However, we can’t do this without you. Sign up for our newsletter to stay informed on our key issues and projects, and please consider donating today!