Earlier this week, on Monday, 3/31, was International Transgender Day of Visibility. This annual event, celebrated each year on March 31st, raises awareness around the many contributions transgender people have on our society and aims to renew our commitment to creating a safer, more inclusive world for everyone.

Today we’ll be diving into how in the workplace and the hiring/recruiting process, we can each create spaces where all identities are not just acknowledged, but celebrated. Building an inclusive workplace requires intentional hiring and recruiting strategies, after all.

Here are some actionable measures that can make all the difference in creating a culture where everyone feels welcome:

• Use inclusive and affirming language across all communication. This will help to promote a sense of belonging among your team. Sharing pronouns in introductions, emails, and even job applications is also helpful in allowing everyone to feel comfortable and accepted.
• Avoid gendered language in job descriptions. For example, replace “he/she” with “they” or “the candidate”. When you work to create job descriptions that are free from biased language, you’ll appeal to a more broad and diverse pool of candidates. 
• Challenge assumptions around gender stereotypes in interviews and workplace roles, and work to help your team become aware of the unconscious bias that each of us brings to the table. Goodwin Recruiting’s Workplace Resources Guide offers helpful insights across a variety of these topics.
• Allow flexibility in dress codes to empower self-expression. Employees often feel more comfortable when they can dress in a way that fits their personal style and comfort preferences. Comfortable clothing can reduce distractions, improve productivity, and help them feel more confident and empowered at work.
• Provide training to ensure hiring teams understand barriers faced by transgender candidates.
• Identify unconscious biases during recruitment processes and adopt structured, blind screening techniques for resumes.

The responsibility to create belonging falls on every business leader, recruiter, and employee. By championing these practices, you are not just hiring individuals; you are welcoming their experiences, fostering their growth, and shaping a culture built on respect and authenticity. 

If you are someone grappling with questions about who you are – whether related to gender identity or other aspects of personal identity – please know that you are not alone. Your struggles, feelings, and the courage it takes to even explore these questions deserve understanding and compassion. There is no timeline for self-discovery, no mandated path to follow, and no right or wrong way to be who you are. While days like Trans Day of Visibility may remind us of violence or loss, they also compel us to explore how we can positively impact the future and build inclusive spaces of belonging. It starts with meaningful conversations, intentional actions, and genuine commitments to support one another.

Whether you’re looking to explore more ways to incorporate inclusive strategies into your hiring process, or looking to take the next step in your career journey, I’d love to connect. Reach out to me today.