nonbinary inclusion starter kit

Nonbinary individuals—those whose gender identity does not fit within the binary system which assumes that there are only two genders (“man” or “woman”) —face unique challenges in the workplace, from misgendering to lack of structural support. By implementing thoughtful policies and cultural shifts, organizations can create a more supportive and affirming space for all employees. Here are just a few strategies to serve as a starting point for fostering nonbinary inclusion in the workplace.

1. Normalize and Respect Pronouns.

One of the simplest yet most impactful ways to support nonbinary employees is by normalizing the use of correct pronouns. Organizations can:

• Encourage all employees to share their pronouns in introductions, email signatures, and professional profiles. 

• Offer pronoun stickers or name badges at events to facilitate inclusive interactions.

• Train managers and HR personnel on the importance of respecting pronouns and addressing mistakes appropriately.

• Implement a clear and supportive process for employees to update their pronouns in company databases and materials.

  
  

Using an individual’s correct pronouns is a fundamental way to demonstrate respect and acknowledgment of their identity. If mistakes occur, the best approach is to correct oneself and move forward without 

making an excessive fuss. 

2. Use Gender-Neutral Language

Workplace culture is shaped by language, and adopting gender-neutral language can make a significant difference in inclusivity. Employers should:

• Replace gendered greetings like "ladies and gentlemen.” You can use "everyone,” or  "team,” or search for more playful alternatives if suitable in your workplace environment.

• Update company documents, policies, and job descriptions to remove unnecessarily gendered terms.

• Ensure job titles and descriptions are inclusive (e.g., "server" instead of "waiter/waitress").

• Examine how gendered language & assumptions impact both hiring & performance reviews.

• 
  

3. Review and Update Policies for Inclusivity

Many workplace policies were designed with a binary understanding of gender in mind. To ensure equity:

• Revise dress codes to remove gender-specific requirements.

• Ensure all-gender restroom access and clearly communicate their availability.

• Update HR records and forms to include nonbinary gender markers and preferred names.

• Include gender-affirming healthcare benefits that cover nonbinary employees’ medical needs.

• Implement nonbinary-inclusive parental leave policies, ensuring that employees of all gender identities can access equitable leave and family benefits.

  
  

Providing nonbinary employees with the option to self-identify in HR documentation fosters a sense of belonging and acknowledges their identity.

4. Improve Talent Acquisition and Retention

Attracting and retaining nonbinary employees requires intentional efforts, such as:

• Using inclusive language in job postings.

• Highlighting the company’s commitment to gender diversity in recruitment materials.

• Ensuring interviewers are trained to use correct pronouns and avoid gendered assumptions.

• Assessing hiring and promotion practices to address potential bias against nonbinary employees.

  
  

Millennials and Generation Z, who identify as nonbinary or gender-fluid at higher rates than previous generations, are increasingly prioritizing workplace inclusion. Companies that proactively demonstrate gender inclusivity will be better positioned to attract the talent that these voices bring.

Nonbinary employees deserve to work in environments where they are respected, valued, and supported. By taking intentional steps to create inclusive policies, educate employees, and cultivate a culture of belonging, organizations can move beyond performative gestures and make meaningful change. Investing in nonbinary inclusion is not only the right thing to do—it also leads to a more innovative, engaged, and equitable workplace for everyone.