Supporting Gender and Sexual Diversity at Work

‍Introduction

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Supporting gender and sexual diversity is a matter of safety, dignity, and shared responsibility. As LGBTQIA2S+ identities are being increasingly scrutinized on the global stage, this work isn’t optional, it’s urgent.

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Workplaces have a responsibility to build in protections for LGBTQIA2S+ members that are meaningful, durable, and woven into everyday systems, policies, and practices. The more deeply these are embedded, the more resilient and harder to dismantle they become.

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This guide outlines a range of practices that your workplace may consider to build an environment where LGBTQIA2S+ team members feel valued, respected, and supported. Whether you are just beginning or deepening your efforts to promote inclusion, these approaches can help align your values with real, sustainable action.

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‍This guide is intended for informational purposes only and does not constitute legal advice. Organizations should consult qualified legal counsel to address their specific legal obligations in their respective jurisdictions.

Where We All Belong

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A significant body of research shows that LGBTQIA2S+ people face discrimination, bias, exclusion, and systemic barriers in the workplace. These realities are backed up by growing anti-trans legislation, targeted disinformation, and backlash against equity efforts globally. Trans and racialized trans people, in particular, continue to experience disproportionate harm, including elevated rates of unemployment and workplace violence.

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This reality doesn’t just affect individuals; it reshapes entire workplaces. When people do not feel safe to be open about who they are, the impacts ripple: trust erodes, wellbeing declines, belonging and retention falter, and recruitment suffers. With Generation Z emerging as the most openly queer and trans-aware generation in history, with one in three identifying as not exclusively heterosexual, workplaces must evolve to meet the needs of their workforce.

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Building a Shared Language

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Language shapes our world, how we interact with people, and evolves just as we do. Adopting new language may feel unfamiliar at first, but it’s a powerful way to signal care and belonging. Inclusive language encourages us to grow by shifting our habits, embracing nuance, and respecting lived experiences different from our own. It’s not about surveillance or perfection; it’s about empathy and affirmation. To support these efforts, we offer a public Inclusive Language Guide to help expand your language and learning journey.

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For teams that are newer to LGBTQIA2S+ terminology or identities, we recommend exploring Level-UP Digital Learning, a budget-friendly program designed for individuals at the beginning of their learning journey. You can also learn about gender-diverse cultures around the world to expand your global awareness.

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However, it’s important to remember that how people identify holds personal meaning. Respecting someone’s self-understanding should always take precedence over simplified definitions or assumptions.

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With that in mind, the following sections provide practical recommendations for integrating LGBTQIA2S+ support across key areas of your workplace, including recruitment and benefits, policies, and everyday culture. These practices are designed to facilitate systemic change, rather than prescribing fixed identities. Always centre your team members' voices and use these tools to create structures that affirm, not define, who people are.

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Policy Development

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Systems & Forms

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There are many ways to customize your Human Resources Information System (HRIS), Applicant Tracking System (ATS), Customer Relationship Management (CRM) Systems, and forms to collect information while honouring gender and sexual diversity.

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Platform selection. Choose an HRIS, ATS, and CRM that allows gender designations beyond the binary and supports customization of gender-related fields. If your current systems don’t, provide feedback to your vendor and consider upgrading or internal workarounds. Before customizing systems or collecting personal information, employers should verify that their platforms comply with all applicable data protection and privacy laws. In Canada, this includes the federal Personal Information Protection and Electronic Documents Act (PIPEDA) as well as the provincial private-sector privacy laws in British Columbia, Alberta, and Québec. Employers in Ontario should also consider provincial employment and human rights obligations. Consulting legal counsel or a designated privacy officer can help ensure full compliance.
Include gender-neutral options. Incorporate inclusive titles like "Mx." in HR forms, marketing databases, and event registrations. Avoid catch-all terms like “other” alongside “man” and “woman.” Instead, offer options like non-binary, prefer to self-describe, and prefer not to answer.
Add optional pronoun fields. Provide the option for team members and applicants to share their pronouns in systems and forms. Avoid defaulting to “he/she;” use singular they or rephrase to keep language neutral. In legal contexts where ambiguity may arise, consult counsel and consider using terms like “the applicant” or “the team member” to avoid exclusion.
Support chosen names. Allow individuals to list and display their chosen or affirmed name on application materials, HRIS profiles, email signatures, name badges, and other relevant platforms. Use this name wherever legally permissible and explain when legal names are required.
Be transparent about legal compliance. If binary gender data is required for regulatory purposes, clearly communicate why and offer additional fields for individuals to self-identify.
Proactively seek clarity on compliance. Connect with government agencies that require gender-related reporting to clarify how to represent non-binary individuals in a manner that respects local requirements.
Align with global legal precedents and consult on leading practices. Many jurisdictions (e.g. Canada, Germany, Denmark, India, and New Zealand) formally recognize non-binary gender identities. In places where the law is silent or lagging, consult with legal counsel and community partners to implement practices that reflect both legal responsibilities and human realities.

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LGBTQIA2S+ Self-Identification (Self-ID)

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LGBTQIA2S+ Self-Identification (Self-ID) refers to the collection of information from team members regarding their sexuality and gender identity. Learning more about LGBTQIA2S+ individuals in your workplace is crucial to understand their needs and challenges. Beyond signalling care, this data can help organizations identify gaps in support, assess the effectiveness of equity efforts, establish benchmarks, and set measurable goals.

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While self-identification (Self-ID) is permitted and common in many countries, not all countries allow the collection of this data due to legal restrictions or safety concerns. When implementing Self-ID, it is essential to consider local laws, cultural context, team members’ safety, and data use, storage, and protection.

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Prioritize privacy and consent. Protecting personal data is essential. Ensure all information is stored securely, remains confidential, and is never shared without explicit permission. LGBTQIA2S+ team members should have complete control over whether and how they share aspects of their identity. Organizations should also establish a retention schedule for sensitive information collected through Self-ID, in line with PIPEDA’s requirement that personal data be retained only as long as necessary to fulfill its intended purpose. Once that purpose is met, data should be securely deleted or anonymized. Employers should also consider appointing a privacy officer to oversee compliance with applicable data protection laws and the proper handling of Self-ID data. Regular privacy audits (conducted at least annually) can help identify risks, assess data management practices, and ensure ongoing alignment with legal obligations and organizational policies.
Understand legal requirements. Data privacy regulations vary across jurisdictions. Some countries prohibit the collection of data related to sexuality and gender, while others require specific conditions or safeguards. Employers should consult regional laws and regulatory guidance before launching their Self-ID program or collecting this type of data to ensure they are being lawful, culturally responsible, and not putting team members at risk.
Communicate confidentiality. Reassure team members that their information will not be shared with managers, peers, or teams. Maintain ongoing communication about how the data is used, how decisions are made, and what changes are underway.
Use aggregated, anonymized data. For reporting and analysis, only share data in formats that prevent individuals from being identified. Never disclose personal information without informed consent.
Expect gradual uptake. Participation may be limited at first. Building trust takes time, especially when asking team members to disclose sensitive information. Regularly reinforce the program’s purpose and safeguards.
Maintain engagement over time. Continue the conversation after launch with internal blogs, videos, and awareness campaigns, during and beyond Pride Month.
Consider external support. An experienced third-party consultant can help ensure your Self-ID program is inclusive, compliant, and aligned with global best practices.

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Tips for Structuring Self-ID Questions

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Include a broad range of identities. Go beyond binary gender categories or common sexual identities like "heterosexual," "gay," and "lesbian."
Separate gender and sexuality questions. Gender relates to who someone is; sexuality relates to who someone may be attracted to. These are distinct aspects of identity and should not be conflated.
Avoid categorizing “trans man” or “trans woman” separately from “man” and “woman.” Doing so suggests that trans men and trans women are not fully recognized in their affirmed gender. Instead, include a separate question that asks whether someone identifies as transgender.
Be mindful of phrasing. Where possible, avoid using “identifies as” (e.g., “identifies as a woman”). This language can subtly imply that some identities are more subjective or less legitimate than others.
Enable multiple selections and self-descriptions. Allow respondents to select more than one gender or sexual identity and offer a “self-describe” option with a free-text field.
Provide definitions where helpful. Consider including brief explanations below the survey questions to increase clarity and support understanding.

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Restrooms and Facilities

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Restroom policies and design are often unintentionally exclusionary. Thoughtful policies help ensure everyone feels safe and supported using the restroom that aligns with their identity. When reviewing your approach, consider physical layout, signage, privacy, access for all genders and abilities, and how policies are communicated and enforced across teams and locations.

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‍Communicate restroom access. Explicitly affirm that all team members have the right to use restrooms and facilities that align with their gender identity. Ensure that all-gender restrooms are clearly labelled on maps and signage. When selecting event venues or partners for benefits like gym memberships, inquire about their gender-inclusive restroom infrastructure and policies.
Convert single-stall restrooms. Transform any single-stall restroom into an all-gender facility. Where possible and within budget, prioritize creating all-gender multi-stall restrooms and changing facilities, alongside single-gender options. Focus on ensuring privacy in their design. Simple, budget-friendly measures to enhance restroom inclusivity include extending stall doors from the floor to the ceiling, ensuring reliable locks on each stall, and adding a lock to the multi-stall restroom entrance to allow one-person use at a time.
Use inclusive and compliant signage. Ensure signage complies with legal accessibility standards and avoids exclusive or gendered messaging. Use signage that communicates an all-gender restroom and avoids overly specific or exclusionary symbols. In many Western contexts, a pictogram of a toilet labelled “all-gender restroom” is an adequate representation. A hand-wash symbol could also serve as a universal restroom indicator.

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Learn more about inclusive restroom design by visiting stalled.online.

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Dress Codes

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Many dress codes still reflect outdated or biased ideas of professionalism, making it harder for LGBTQIA2S+ team members to show up authentically. Attire policies should affirm individual expression and empower team members to meet professional standards in ways that feel right for them. To support this, consider the following:

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Make dress codes inclusive across identities. Dress codes should support gender expression and avoid cultural or racial bias, like restrictions on hairstyles or normalization of clothing rooted in white, Western standards.
Decouple appearance guidelines from gender. Focus on specific articles of clothing rather than assigning items to a specific gender.
Use inclusive, gender-neutral language. In all policies and communications, use language that reflects and respects all identities.
Apply standards consistently. Expectations should be the same for everyone, regardless of gender or any other factor. In Ontario, gender-based dress codes may be considered discriminatory unless the employer can demonstrate a bona fide occupational requirement. Review attire policies to ensure they do not impose gender-specific standards without valid justification.
Set clear boundaries. Prohibit clothing with hate speech, profanity, or exclusionary messages.
Stay up to date and communicate with your team. Regularly review and update the dress code to reflect evolving standards of inclusion. Ask your teams if they feel the dress code works for them.‍

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Gender Transition

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We offer a detailed resource on Gender Transition and Gender Affirmation at Work to support inclusive and affirming practices.

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Gender transition or affirmation can be an incredibly vulnerable time for LGBTQIA2S+ team members. While this journey is deeply personal and often joyful, it can also be complicated by fears about job security, discrimination, and safety in the workplace. Employers have a responsibility to integrate affirming processes that support each person's transition on their terms. This includes considering confidentiality, documentation changes, communication planning, training for managers and teams, and access to inclusive benefits and facilities.

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Recognize that transition and identity are fluid. For many, transition is not binary, and some individuals may express their gender differently over time or in different settings. Always respect and affirm each person’s gender identity, regardless of legal documents, medical status, or sex assigned at birth.
Treat all transitioning team members with dignity and respect. Use their chosen names and pronouns consistently, regardless of personal beliefs or political opinions.
Respect individuals’ privacy regarding gender-related information. Team members should never be required to disclose their gender identity or transition status unless legally necessary. Respect preferences for how, when, or if gender-affirming information is shared.
Develop collaborative, individualized transition plans. Work with transitioning team members to develop a Transition Plan, which will serve as a framework for guidance. Flexibility and collaboration are key, as each person’s experience and goals will be different.
Integrate gender affirmation into training for all staff and leadership. This ensures a shared understanding of leading practices to promote an inclusive workplace culture.
Establish a straightforward process for updating official records. Allow records that don’t require legal names to be easily updated with chosen names, such as email, messaging apps, badges, directories, payroll, insurance, etc..
Offer time off to recover. Company policies on time off should apply to transitioning team members as they would to any other team member who underwent a necessary medical procedure.
Convey top-down support. If announcing a team member’s transition, visible support from senior leadership helps set the tone and reinforces expectations for respectful behaviour.
Make your gender transition and affirmation policy easily accessible and transparent. Ensure team members can quickly find support resources. The policy should clearly state the contacts, outline the steps for planning a transition, and include definitions of relevant gender-related terms to facilitate a broader understanding.
Provide financial support where possible. Changing legal name and gender markers and accessing gender-affirming medical care can be costly. Organizations can support team members by reviewing benefit coverage, offering financial assistance or reimbursement when feasible, and advocating for inclusive access to healthcare.

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Learn more: Transitioning Employers: Survey of Policies & Practices (Gender and The Economy)

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International Assignments

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While many team members may embrace career opportunities abroad, it is essential to recognize that for LGBTQIA2S+ individuals, these decisions are often more complex. Levels of support, acceptance, and even legal protections for LGBTQIA2S+ people vary significantly across different regions and countries.

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Acknowledge regional differences in LGBTQIA2S+ outness. The ability to be open about one’s identity varies significantly across geographical regions. In many places, cultural norms, legal restrictions, or safety concerns may limit how LGBTQIA2S+ professionals navigate visibility. Respect these differences and avoid assuming outness is equally possible or safe everywhere.
Understand the risks of criminalization and stigma. Queer relationships are still criminalized or heavily stigmatized in certain countries, exposing LGBTQIA2S+ individuals to increased risks of violence, harassment, and discrimination.
Anticipate travel and immigration challenges for trans and non-binary team members. Mismatched legal documents and varying gender recognition laws can complicate cross-border travel and immigration processes.
Support team members who choose not to relocate. Communicate that declining an international assignment due to safety or personal reasons will not affect career advancement or performance evaluations.
Ensure continuity of LGBTQIA2S+ inclusive healthcare. Fill any coverage gaps that may arise during relocation, especially for gender-affirming care or other critical needs. Make sure healthcare benefits are portable and inclusive.
Offer immigration support for LGBTQIA2S+ team members and families. Assist with navigating immigration policies, particularly in countries that do not recognize same-gender partners or diverse family structures. Where necessary, provide additional travel funds to help mitigate the impact of family separation.
Review tax equalization practices where LGBTQIA2S+ team members or families may face inequitable treatment. Address tax-related inequities by compensating LGBTQIA2S+ couples who may not qualify for the same tax breaks as heterosexual couples during international assignments.
Recognize the personal cost of concealing identity. Understand that covering one’s identity can lead to psychological distress and lower productivity. Prioritize LGBTQIA2S+ team members’ well-being.

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Be aware that Canadian human rights protections generally do not apply outside of Canada. When relocating team members internationally, employers must not assume that local laws will offer equivalent protections. Instead, organizations should ensure that their own anti-discrimination policies and inclusion standards continue to apply abroad, regardless of the host country’s legal framework. This approach helps safeguard the rights, dignity, and safety of LGBTQIA2S+ team members, regardless of their location. Learn more about rights around the world in “Out in the World.”

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Benefits

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Benefits signal what and who your workplace values. For LGBTQIA2S+ team members, this means inclusive coverage for gender-affirming care, mental health support, and recognition of diverse family structures. Design with care, review for bias, and ensure policies meet real needs, not just legal minimums.

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Recognize and support diverse family structures. LGBTQIA2S+ individuals may be less likely to be part of a nuclear family and more likely to form chosen families made up of close friends, partners, extended kin, neighbours, housemates, or others. Let team members define their families beyond blood relatives and marriage.
Acknowledge the realities of family rejection and housing insecurity. Many LGBTQIA2S+ individuals, especially youth, experience family rejection or homelessness. These lived experiences can profoundly impact how team members define and engage with family, care responsibilities, and support systems.
Extend all benefits and leave policies to domestic partners and chosen families. Ensure that domestic partners receive the same access to spousal and family-related benefits as legal spouses. Family leave (including parental, caregiver, sick, and bereavement leave) should apply equally to chosen families and non-biological caregivers, such as non-birth parents, adoptive and foster parents, and other significant care providers.
Consider trans-inclusivity when selecting benefit packages. Employers should ensure that at least one of their healthcare plans includes gender-affirming treatments, therapies, and surgical procedures. Learn more in “Transgender-Inclusive Benefits: Questions Employers Should Ask.”
Make gender-affirming procedures affordable. Not all health insurance plans cover gender-affirming care. For contested procedures (e.g. facial feminization surgery, mastectomy, hormones, etc.), ensure coverage is comprehensive and not limited by arbitrary exclusions, so team members aren’t left to shoulder the full financial burden of essential care.
Cover social infertility. Extend fertility benefits to cover "social infertility" (infertility that arises from relationships and circumstances, not just physiological factors). Many LGBTQIA2S+ individuals may not meet the medical definition of infertility but still require assisted reproductive technologies to build a family.
Include queer-specific procedures. Benefits should cover procedures like reciprocal IVF, where one person’s egg is fertilized and implanted into their partner's uterus, to accommodate queer family-building needs.
Ensure fertility benefits are gender-expansive. Fertility benefits should be inclusive, enabling transgender men to access egg freezing or intrauterine insemination (IUI) treatments, regardless of gender.‍
Offer mental health support that reflects lived experience. Mental health benefits should include practitioners who are trained in LGBTQIA2S+ affirming care and reflect the racial, cultural, and gender diversity of your team. Support should account for identity-specific stressors, such as anti-trans violence and racial trauma, and avoid one-size-fits-all models.

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Shaping Culture

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Embrace Intersectionality

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LGBTQIA2S+ equity efforts must be grounded in intersectionality; that means recognizing how we all experience the world in very different ways. Too often, Pride initiatives center the most visible or privileged segments of the queer community while overlooking those who face compounding forms of oppression, such as racism, transphobia, ableism, and classism. To build truly inclusive workplaces, it’s essential to amplify the voices and needs of those most often unheard and unseen.

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Recognize the importance of intersectionality. Develop programming, equity initiatives, and data collection with a focus on the intersecting identities of LGBTQIA2S+ team members, ensuring comprehensive support.
Be intentional and intersectional when selecting Pride-related visuals. Familiarize yourself with the different variants of the Pride flag, what they signify, and use visuals that reflect your team, organizational values, and company culture.
Challenge stereotypes. Recognize that LGBTQIA2S+ individuals can belong to faith communities traditionally viewed as exclusionary, and that people of all ages and gender expressions exist within the community.
Be aware of neurodivergence. Understand that a significant portion of the transgender, non-binary, genderfluid, and nonconforming community may also be neurodivergent.

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Culture Survey

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Team member surveys are a crucial tool for identifying and addressing workplace disparities. Beyond the recruitment, retention, and promotion figures you will obtain from Self-ID programs, these surveys can provide a more nuanced and detailed picture of the experiences, attitudes, and struggles of your LGBTQIA2S+ workforce.

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Collect and apply LGBTQIA2S+ data with care and intention. Conduct regular organization-wide climate surveys that include specific questions about LGBTQIA2S+ experiences at work. These might explore levels of “outness,” inclusion, and experiences of bias or discrimination. Use a mix of question types (e.g., Likert scales, fixed-choice questions, and open-ended prompts) to gather both quantitative and qualitative insights.
Explain the “why” and invite dialogue. Before launching a survey, communicate its purpose, how the data will be used, and what team members can expect in return. This transparency builds trust and encourages participation. Create space for open feedback, not just through the survey itself, but in follow-up conversations, to ensure LGBTQIA2S+ team members feel heard, not just measured.
Ensure LGBTQIA2S+ data collection is inclusive, intersectional, and safe. When collecting data, be mindful of unique identities, such as an Indigenous pansexual person in a small department, and anonymize responses to protect confidentiality. Adopt an intersectional approach to analysis, recognizing that experiences within the LGBTQIA2S+ community vary widely. For instance, a Latinx trans woman may face different workplace barriers than a white cis gay man.
Ask demographic questions where legally permissible. Where local laws allow, include voluntary questions about gender identity and sexual orientation to understand the diversity of your workforce better and identify specific support needs.
Use data to drive meaningful change. Don’t collect sensitive data for nothing; this is how trust is lost. Ensure that the insights you collect inform strategies that are actionable, measurable, clearly communicated, and followed up on.

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Sharing Pronouns

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Pronouns are not a preference; they are a reflection of who someone is. Using the correct pronouns is a basic act of respect and inclusion. It signals that people are recognized, valued, and safer to be themselves. Repeated or intentional misgendering can contribute to discrimination or harassment under human rights frameworks. Respecting pronouns is not about getting it perfect; it’s about engaging with care, curiosity, and accountability.

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Create space for pronoun sharing, grounded in safety and choice. Encouraging pronoun use can support inclusion, but it should never be mandatory. For many, disclosing pronouns can carry real risk. Model inclusion by sharing your own pronouns and create spaces where sharing is welcomed, not required. Until someone offers their pronouns, use their chosen name and refrain from making assumptions. Safety, consent, and respect must always take precedence over policy or practice.
Incorporate pronouns visibly, without pressure. Including pronouns in email signatures, introductions, name tags, or profiles can help normalize the practice and reduce misgendering. Remember that visibility should always be optional. Encourage leaders to model this practice while making it clear that no one is required to disclose. Inclusion means creating space, not forcing disclosure.
Be mindful of linguistic and cultural differences. Recognize that pronoun use varies across languages and cultures. When operating in multilingual contexts, learn about appropriate gender-neutral pronouns and practices relevant to each language, such as “hen” in Swedish or “iel” in French. Beyond Western examples, consider Indigenous and non-Western linguistic practices. Many Indigenous languages in North America, such as Inuktitut, Cree, and Anishinaabemowin (Ojibwe), do not use binary gender in the same way as English. For instance, Anishinaabemowin and Cree structure pronouns around animate and inanimate categories rather than gender. These linguistic structures reflect inclusive worldviews and offer valuable models for respectful, culturally grounded communication.
Clarify rights and reporting options. If concerns arise related to pronoun use, gender identity, or transition-related discrimination, ensure there are clear internal pathways to raise them, such as through Human Resources or an employee relations office. Team members should also be informed that they have the right to file complaints with external bodies, such as the Canadian Human Rights Commission (for federally regulated workplaces) or their provincial or territorial human rights tribunal, if they experience discrimination related to gender identity, gender expression, or pronoun use.

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Recruitment

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Attracting and retaining LGBTQIA2S+ talent requires more than inclusive intentions; it calls for deliberate action at every stage of the hiring process. LGBTQIA2S+ job seekers often navigate safety concerns, coded language, and workplace cultures that feel exclusionary. By rethinking how and where you recruit, and embedding equity into job postings, outreach, and candidate experience, your organization can signal that LGBTQIA2S+ people are wanted, supported, and set up to thrive.

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Protect all team members. Explicitly include gender identity, gender expression, sexuality, and sex characteristics in anti-discrimination and anti-harassment policies.
Show your commitment. Highlight LGBTQIA2S+ inclusion on your careers page and use gender-neutral language and inclusivity statements in job postings.
Use inclusive technology. Adopt Applicant Tracking Systems that support chosen names, pronouns, and voluntary self-identification.
Build diverse pipelines. Partner with LGBTQIA2S+ organizations (e.g. Out & Equal, Out for Undergrad, Reaching Out MBA, Pride at Work) and attend or host targeted recruitment events.
Compensate equitably. Compensate team members who contribute to recruitment, networking, or representation efforts, especially when this labour draws on lived experience.
Address disparities. Evaluate and improve recruitment, hiring, promotion, and leadership representation for LGBTQIA2S+ team members.
Diversify hiring panels. Include LGBTQIA2S+ team members to reduce bias and ensure fair candidate evaluations.
Integrate inclusion in development. Include LGBTQIA2S+ topics in professional growth programs and leadership education.
Support supplier diversity. Choose vendors that are LGBTQIA2S+-owned or committed to inclusion.
Implement targeted recruitment. Use internships and referral bonuses to increase opportunities for LGBTQIA2S+ candidates.
Review policies regularly. Maintain equitable and inclusive recruitment policies and practices through ongoing updates.

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Call to Action

LGBTQIA2S+ inclusion is not a one-month commitment or a line in a values statement; it is a daily, deliberate practice. As anti-trans laws escalate, equity infrastructure is targeted, and safety becomes more fragile, your workplace can be a site of protection and dignity. Every policy, every decision, every interaction is a chance to signal who truly belongs. This work is not about perfection; it’s about presence, persistence, and the courage to build systems that hold us all. Show up with clarity. Lead with care. Make your commitment clear through policies, practices, and everyday decisions.

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Important Note

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This resource is not meant to be a static guide, but rather a compilation and reflection of our learnings to date. Everything changes—from technologies and innovations to social norms, cultures, languages, and more. We’ll continue to update this resource with your feedback; email us at hello@feminuity.org with suggestions.

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About The Author

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This resource was written collaboratively by members of the Feminuity team.

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Give Credit Where Credit's Due

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If you wish to reference this work, please use the following citation: Feminuity. "Supporting Gender and Sexual Diversity at Work"