Beyond He or She: How HRs Can Support Nonbinary Employees

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You are a talented professional, ready to contribute, grow, and make an impact at work. 

But every day, you are met with confusion, awkward stares, or worse — silence. 

This is often the reality for nonbinary employees in the workplace. In India, where workplaces are evolving, conversations around diversity are on the rise. But when it comes to nonbinary voices, there is still a long way to go. HRs are pivotal in making this change. Here is why nonbinary inclusion matters — and how you can start.

What Does ‘Nonbinary’ Mean?

Let’s keep it simple. 

Nonbinary is a gender identity that doesn't fit within the traditional male or female categories. People who identify as nonbinary may feel like they are both, neither, or something else entirely. It is about how someone feels, not how they are expected to fit into society’s boxes.

Since India's culture has deep roots in strict gender roles, it makes it harder for nonbinary individuals to feel seen or accepted — especially at work.

The Invisible Employee: Challenges Nonbinary Employees Face

Nonbinary employees face unique hurdles at work, often starting from day one. Here are just a few challenges:

Misunderstanding and Misgendering

Many workplaces still don't fully understand what nonbinary means. This often leads to the use of wrong pronouns or assumptions about gender based on appearance. Here’s a list of pronouns that may be used by nonbinary individuals:

*Just remember that while some variations may have overlapping usages, the examples can vary based on personal preference and context. Gender-neutral pronouns are an important aspect of inclusivity in language.

Lack of Inclusive Policies

From forms that only offer ‘male’ or ‘female’ options to a lack of gender-neutral restrooms, many workplaces aren't designed with nonbinary employees in mind.

Bias in Hiring and Career Growth

Some nonbinary individuals encounter barriers before they even get hired. Bias during interviews or assumptions about how someone ‘should’ look for a certain job are still prevalent.

These challenges don’t just affect individuals; they impact the organisation too. Here's why nonbinary inclusion matters to your business.

Why Inclusion Matters — For Your Business, Too

Fresh Perspectives Fuel Innovation

Diversity of thought leads to fresh ideas. Nonbinary employees bring unique perspectives that can help your company innovate and grow. Research shows that diverse teams perform better and are more creative.

Better Engagement, Better Retention

Inclusive workplaces make people feel valued. When employees feel respected, they are more likely to stay — and contribute their best work. Studies by firms like McKinsey show that Millennial and Gen Z workers are likely to stay more years with a company that has a diverse workforce.

Stronger Employer Branding

Companies known for inclusivity attract top talent. Being recognised as a diverse and welcoming workplace gives you a competitive edge, which is crucial in today’s job market.

Legal Compliance

Ensuring your workplace is inclusive not only makes ethical sense but also helps you comply with anti-discrimination laws. This protects your organization from potential legal repercussions .

How HRs Can Champion Nonbinary Inclusion

Ready to make your workplace better for nonbinary employees? Here are a few practical steps you can take:

Representation in Indian Ads: A Small but Powerful Step

Advertising is one of the most influential forms of communication. In recent years, Indian advertising has begun challenging traditional gender portrayals, with a few bold campaigns leading the way. Vicks' “Touch of Care” campaign featured Gauri Sawant, a transgender woman, and helped open up conversations about non-traditional family dynamics and acceptance. 

Similarly, Brooke Bond Red Label’s 6-Pack Band ad celebrated India’s first transgender musical group, pushing the boundaries of gender representation.

However, nonbinary individuals who don’t fit within the traditional definitions of male or female are frequently overlooked in mainstream media and advertising. While many recent Indian ad campaigns have centred around transgender narratives, they haven’t fully captured the diverse spectrum of gender fluidity. These ads, though progressive in pushing the boundaries of how gender is portrayed, fall short of addressing the experiences of those who exist outside the binary. 

Indian brands are beginning to scratch the surface of inclusivity, but much of the focus remains on more traditional transgender stories, leaving nonbinary voices in the shadows.

What’s Next? The Future of Indian Workplaces

The future of work is diverse. Nonbinary employees aren’t asking for special treatment — they just want to be seen and respected. HR professionals in India have a unique opportunity to lead this change.

Creating an inclusive workplace isn’t just about checking boxes. It’s about building a space where every employee feels they belong — where they can bring their full selves to work and thrive.

Your Move, HR

Nonbinary voices matter. Their inclusion makes your workplace stronger, your teams more innovative, and your business more successful. As an HR leader, you have the power to create that change—starting today.

It’s time to make sure no voice is left unheard. The question is: Are you listening?

FAQs

What does 'nonbinary' mean?

Nonbinary is a gender identity that doesn't conform to the traditional categories of male or female. Nonbinary individuals may identify as both, neither, or something else entirely.

Why is nonbinary inclusion important in the workplace?

Nonbinary inclusion fosters a more diverse and innovative workplace, improves employee retention, and enhances employer branding, leading to better overall organizational performance.

What challenges do nonbinary employees face?

Nonbinary employees often encounter misunderstanding, misgendering, lack of inclusive policies, and bias in hiring and career growth, which can hinder their ability to thrive at work.

How can HR professionals support nonbinary inclusion?

HR professionals can champion nonbinary inclusion by updating policies, implementing inclusive recruitment practices, educating teams, creating safe feedback channels, and promoting allyship.

What are some examples of nonbinary-friendly practices?

Examples include using gender-neutral language in policies, ensuring the availability of gender-neutral restrooms, and providing training on proper pronoun usage.

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