November 20th Transgender Day of Remembrance: 3 Ways Employers Can Show Real Support

Every year on November 20th, Transgender Day of Remembrance (TDOR) gives us a moment to honour transgender individuals whose lives were cut short by violence and discrimination. It’s a time to reflect, but also to take action. For employers, it’s a chance to go beyond words and ensure your workplace is a space where transgender employees feel seen, safe, and supported—not just on November 20th, but every day.

Even in a country like Canada, where 2SLGBTQIA+ rights are protected by law, transgender people still face significant challenges. From higher rates of violence and discrimination to barriers in accessing healthcare, housing, and employment, the road to equality for transgender people is far from over. Transgender people, especially those who are racialized, remain disproportionately affected by hate crimes. So, what can employers do to help close this gap? How can you ensure your workplace is inclusive and equitable—not just in theory, but in practice? Here are 3 practical and impactful steps to get started:

1. Educate and Create Awareness

TDOR is the perfect opportunity to start—or continue—educating your team about transgender issues. Knowledge builds empathy, and empathy fosters inclusion. Host training sessions on topics like gender identity, pronouns, and allyship. Bring in guest speakers from local 2SLGBTQIA+ organizations or set up a lunch-and-learn to encourage open, respectful dialogue.

Awareness initiatives don’t have to be complicated, but they do need to be consistent. The more your team understands the challenges faced by transgender people, the more likely they’ll be to step up as allies in the workplace and beyond.

2. Audit Your Policies and Practices

When was the last time you reviewed your workplace policies and practices? Do they explicitly protect against discrimination based on gender identity and gender expression? If not, it’s time to update them.

Does your workplace offer gender-neutral washrooms? Are there clear systems for sharing chosen names and pronouns? These small changes make a big difference in showing respect for transgender employees and creating a space where they can thrive.

Take TDOR as an opportunity to assess not just what’s written on paper, but the application of those policies within your workplace. Is it inclusive? Are there gaps? This kind of introspection can be uncomfortable, but it’s necessary if you’re serious about achieving a safe and inclusive work environment.

3. Prioritize Mental Health and Well-Being

The mental health toll of discrimination and societal rejection on transgender individuals is significant. Anxiety and depression are far too common, and as an employer, you can help alleviate some of this burden.

Ensure your Employee Assistance Program (EAP) includes access to counsellors trained in 2SLGBTQIA+ concerns. And work towards – or continue – fostering a culture where employees feel comfortable seeking support without fear of judgment.

Why It Matters for Employers

Creating an inclusive workplace isn’t just the right thing to do—it’s a smart business move. Diverse teams drive innovation, and employees who feel respected and valued are more engaged and productive. By stepping up to support your transgender employees, you’re not only contributing to a more equitable society but also strengthening your organization in the process.

This TDOR, let’s honour lives lost by committing to action. Together, we can create workplaces—and communities—where transgender people can work and live authentically, safely, and without fear.