No Trans Employees? Here’s Why Inclusion Shouldn’t Wait
Sometimes, the first question people ask about trans inclusion isn’t how to make change, but whether that change is even necessary. It’s not that they don’t care, or that they don’t see the benefits these changes would bring to trans and non-binary people; usually it’s a bit more practical than that - why make these changes if there aren’t any trans people in the organization? It’s easy to see where that thinking comes from - every organization has to decide where its time and energy go. But treating inclusion like a response to perceived demand and only making changes when we feel like there are “enough” people to warrant them can be quite shortsighted.
As with most things in an organization, proactive measures are far more effective than reactive ones, for the individuals affected and for the organization as a whole. And that starts with understanding a few key realities about trans inclusion.
Visibility ≠ Presence
Trans and non-binary people make up around 1% of the population, so it’s easy to assume there aren’t any in your workplace. But just because you aren’t aware of any trans employees doesn’t mean they aren’t there. In fact, 57% of trans people say that others don’t know they’re trans, and 71% of trans employees report engaging in covering behaviours at work - things like avoiding certain clothes, not using the washroom they prefer, or steering away from personal conversations to prevent discrimination or scrutinization of their gender. It’s a painful reality for many trans people: workplaces are often the last places where people feel safe enough to come out. Without visible signs of inclusion, they may never feel able to at all.
At TransFocus, we’ve seen this play out countless times. Once organizations begin implementing inclusive policies, updating facilities, or introducing education around gender diversity, people really start to notice a difference. Before long, multiple people come out at once. The reality is that trans people were already there, they were just waiting for signs of safety.
Inclusion Attracts Talent
But let’s imagine, for a moment, that your organization truly doesn’t have any trans employees. By not creating inclusion, you’re essentially ensuring it stays that way.
Creating a workplace where trans and non-binary people can thrive goes beyond just doing the right thing - ultimately it is good business strategy. Trans people are, on average, more highly educated than their cisgender counterparts, with roughly 50% higher rates of university degrees than the average population. Yet, without visible safety and inclusion, many will avoid applying to certain organizations altogether. When that happens, it’s not only trans people who miss out - it’s your organization too.
Word spreads quickly within the trans community. When an organization builds a genuine reputation for inclusion, people take notice and more want to work there. But it’s not just trans jobseekers who are paying attention. Many cisgender employees with trans loved ones - partners, kids or friends - are also looking for workplaces that include and support the people they care about. Younger generations, particularly Gen Z, increasingly expect workplaces to reflect inclusive values. Research shows that 73% of Gen Z employees would choose an employer that prioritizes diversity, equity and inclusion over one that doesn’t. Inclusion has become a baseline expectation, not a bonus, and it means organizations that fail to act now risk being less competitive in attracting top talent in the years to come.
By investing in inclusive environments today, you’re not just supporting trans employees, you’re positioning your organization to thrive with the next generation of talent.
Inclusion Benefits Everyone
Inclusive workplaces aren’t just better for trans and non-binary employees - they make life easier and safer for everyone. Whether your organization is office-based or has public-facing facilities, many people benefit from all-gender washrooms: employees with disabilities, people with children of different genders, caregivers, gender non-conforming cisgender people and more. You can find out more about who benefits in our previous blog here.
Beyond physical spaces, small changes in language, policy, and everyday practices can have a big impact. Updating forms, applications, and internal documents to be more gender-inclusive helps reduce unconscious bias and ensures processes are fairer for everyone. Likewise, making inclusion visible in workplace communications and visuals, for example, showing diverse employees in imagery and internal materials, reinforces that everyone’s identity is respected and helps people see themselves represented in their workplace.
Inclusive measures also strengthen culture. When employees see that their workplace is actively working to create safe and welcoming spaces, it encourages trust, openness and a sense of belonging. What might look like changes aimed at a small group of employees creates a ripple effect, improving the workplace for all.
By investing in inclusive policies, facilities and practices, organizations aren’t just supporting a small group of employees. They’re creating workplaces that are safer, more welcoming and more equitable for everyone. Inclusion attracts talent, reduces bias and strengthens culture - for now and for the workforce of the future. The question isn’t whether there are “enough” trans people in your workplace to justify change. The real question is what kind of organization you want to be.