In a perfect world, being transgender in the workplace wouldn’t require strategy. You’d show up, do your job, get paid fairly, and grow in your career like anyone else. No awkward stares when you walk into the breakroom. No uncomfortable silences when you remind someone of your pronouns. No extra effort explaining your identity in team meetings or navigating barriers to healthcare access.
But that’s not always the world we live in—at least, not yet. According to a 2024 McKinsey report, cisgender employees make 32% more than transgender employees, even when qualifications are similar or stronger. Trans adults are also twice as likely to face unemployment.
At the same time, policies and programs meant to support inclusion are facing setbacks in some places. Progress isn’t always linear—and while the broader landscape keeps shifting, you deserve the tools to thrive at work.
This article isn’t about surviving—you already know how to do that. It’s about growing, advocating for yourself, and protecting your energy while you do it. Whether you’re job hunting, transitioning on the job, or working toward your next promotion, you’ll find practical steps here to help you move forward with more confidence.
(This isn’t something that should require extra effort. But since many workplaces weren’t built with your experience in mind, these tips will help you navigate them—and make them better in the process.)
First things first: Know your transgender workplace rights
Before we get into career tips, let’s state this plainly: If you’re facing transgender workplace discrimination, that’s not something you have to put up with. It’s illegal.
Under the 2020 Supreme Court ruling in Bostock v. Clayton County, it’s unlawful for an employer to fire, refuse to hire, or otherwise discriminate against someone simply for being transgender. These protections apply at the federal level—even if local policies vary or some companies try to blur the lines. While not every workplace gets it right, the law is on your side.
So what are your rights? Here's what the transgender workplace policy guarantees:
- You have the right to work free from harassment and discrimination based on your gender identity or expression.
- You have the right to use the bathroom that aligns with your gender identity.
- You have the right to dress and present in a way that matches your gender identity.
- You have the right to be addressed by your chosen name and pronouns.
- You have the right to equal pay for equal work.
If you’re facing transgender discrimination in the workplace or need to file a complaint, the EEOC (Equal Employment Opportunity Commission) is your go-to. You can also check out the National Center for Transgender Equality’s employment guide for more guidance.
How to thrive at work as a trans person
Whether you're just starting out or you're on your way to leading a team, here are some next-level strategies to thrive—not just survive—as a trans person in the workplace.
Get clear on your non-negotiables (and write them down)
We always hear “know your worth,” but what does that actually mean? It starts with understanding what you need to thrive—not just professionally, but personally. That might include health insurance that covers gender-affirming care, flexible time off for medical appointments, access to gender-neutral bathrooms, or a supportive HR team.
Pro tip: Create a private list of your non-negotiables to refer to when job hunting, negotiating offers, or deciding whether to stay or move on. If your current or potential workplace doesn’t check any of your boxes, it might be worth reconsidering.
Treat interviews as a two-way audit
Sure, you're trying to land the job—but you're also evaluating whether the company deserves you. Interviews aren’t just about proving your skills; they’re your chance to assess how inclusive and supportive a workplace really is.
Ask detailed questions beyond the generic diversity statement. Inquire about healthcare coverage, affinity groups, and how they’ve supported trans employees in the past. For example, you might ask: “Can you share examples of how your team has supported transgender or nonbinary employees, especially around career development or healthcare needs?” Their answers will tell you a lot.
Pro tip: You don’t have to be out during interviews. It’s your decision when and if to share. And if you do come out and encounter discomfort or bias, that’s not your burden to carry. It's a red flag—and a cue to keep looking for a better fit.
Build your “safe squad” inside and outside work
Professional life isn’t just about mentors and managers—it’s also about emotional support. Cultivate a few people you trust at work who can help you sense-check decisions, celebrate your wins, or back you up in tough conversations. Then, make sure you also have your outside-of-work people (friends, online groups, chosen family) to decompress and be fully yourself with no office politics involved.
Building a support network—and identifying safe people and reliable allies in every space—can make all the difference, says Rachel Hulstein-Lowe, a licensed therapist and clinical social worker who specializes in gender diversity. “That way, if something happens that is discriminatory, harassing, or bullying in nature, you have someone who can advocate with and for you,” Hulstein-Lowe says.
She suggests approaching new spaces and meeting new people with a risk-assessment mindset. This isn't about a rigid checklist, but rather conducting a personal self-assessment—thoughtfully considering who might be there, what the atmosphere could be like, and how comfortable you expect to feel. “This empowers you to have a plan, to prepare mentally for potential challenges, and to have an aftercare plan that honors the mental load associated with unfamiliar environments,” Hulstein-Lowe says.
Pro tip: Look for (or start) a Slack channel, group chat, or ERG (employee resource group) specifically for LGBTQ+ folks if one doesn’t exist. Not all support needs to be formal to be powerful.
Use your career milestones as leverage—not just celebration
Every time you hit a goal—finished a major project, increased revenue, led a team—you’ve got ammo. Save receipts. Document everything. And don’t wait for performance review season to advocate for yourself.
If you want to grow into leadership, go for it. Ask for mentorship. Let your manager know your goals. Track your wins and contributions so you’re ready for your next performance review.
“Identify your values and strengths to uncover ways that your unique voice and gifts can be shared with the world,” Hulstein-Lowe says. “Often, this process offers a reframing of things you’re already doing that are meaningful and impactful, and this generates a deep sense of agency.”
Pro tip: Keep a “brag file” (folder or Google Doc) that tracks everything from shoutouts in Slack to client wins. These proof points help you ask for raises and insulate you from biased feedback.
Set your own pace when (and if) sharing your identity
You don't owe anyone your story—not your coworkers, your boss, or a hiring manager. If being out feels empowering, go for it. But if staying stealth or private is what keeps you safe and sane, that’s just as valid.
“There may be more advantages for trans or nonbinary individuals to be stealth about their gender identity,” Hulstein-Lowe says. “In many, if not most employment environments, an individual’s gender identity is irrelevant to the job and should be considered private information.”
Not all states or employers have nondiscrimination policies related to gender identity. “At this time in history, trans and nonbinary individuals must know their rights at the state and local level, as well as their employer’s policies and track record with the queer community,” she says. “The absence of such protections leaves trans individuals at the mercy of the kindness of those to whom they directly report and with whom they interact.”
In environments without strong protections, trans individuals may need to be mindful of whether they are—or are not—perceived as cis-passing (i.e., their gender presentation aligning with cisnormative expectations of male or female). “Those who are more cis-passing may opt to be stealth about their trans identity as a means of self-protection,” Hulstein-Lowe says.
Pro tip: Practice a go-to phrase like, “That’s not something I’m sharing at work right now, but I appreciate your respect,” if people overstep. (Yes, even well-meaning people.)
Don’t just survive meetings—own them
Meetings are where visibility, influence, and politics live. You’re not just there to contribute—you’re there to lead. Come prepared with an agenda or insight that positions you as a strategic thinker.
Pro tip: If someone talks over you or repeats your idea, use this power move: “Thanks for bringing that up, I mentioned it earlier and was hoping we’d circle back to it.” Polite. Clear. Boss energy.
Be your own brand manager
When you're part of a marginalized group, you may be reduced to a label—so take control of your professional brand. What do you want to be known for? Innovation? Leadership? Empathy? Make sure that’s what your peers, managers, and LinkedIn connections associate you with.
Pro tip: Create a one-line personal pitch: “I’m a data analyst who turns messy numbers into million-dollar stories.” Use it in intros, bios, and networking convos so you set the narrative.
Read this next: Professional Brand: What It Is and How to Build Yours
Know when to escalate and when to exit
There’s a difference between a workplace that’s trying (imperfectly) and one that’s unsafe. If you're experiencing microaggressions, misgendering, or systemic bias—and HR isn’t helping—consider speaking to an employment lawyer or contacting Transgender Legal Defense & Education Fund.
Pro tip: Keep a detailed record of problematic incidents, including dates, quotes, witnesses, and impact. This can help with internal HR processes and potential legal action if needed.
Find a job where you feel valued! Browse 400,000+ open jobs on The Muse and discover some amazing opportunities »
Creating a trans-inclusive workplace where you're seen—and paid
Let’s be clear: The challenges you face for being transgender in the workplace are a systemic issue—not a reflection of your value. The workplace should work for you, not the other way around. And while the fight for inclusion isn’t over yet, every time you take up space, speak up, or move forward. You’re reshaping the future for all of us. You deserve the spotlight.