The current divisive political environment, particularly in the midst of a presidential election year, can create a myriad of issues for firms and their employees. In particular, nonbinary and transgender individuals are under attack, with more than 470 pieces of legislation in 41 states proposed so far this year that seek to limit the rights of transgender individuals. Maintaining clear communication with your diverse workforce, including individuals who are transgender or gender nonconforming, can help ensure that all employees feel valued and accepted in the workplace.

The following tips will help your firm foster an environment of trust, mutual respect and gratitude between all employees.

• Respect the individual. Each and every one of us has a life outside of work. Different life experiences enhance the quality of your teams and bring new problem-solving skills to bear for your firm. Starting from a position of respect for an individual’s background establishes trust and opens doors to better listening and telling.
• Learn pronouns. We address each other many times a day in the first, second and third person. Although it may seem foreign or awkward, learn how your employees identify in terms of gender. If you’re uncertain, don’t be afraid to ask. Then, use those preferred pronouns. It’s a relatively simple but hugely impactful way to show your respect. Encourage company leaders to include their preferred pronouns in their signature blocks, signaling that the company embraces this practice and inviting others to follow suit if they choose.
• Get to know the person. Trans individuals and those who may be gender fluid are more than their genders – they are hikers, movie buffs and comic book nerds. Put aside gender issues and find what else makes your colleague tick.
• Facilitate conversations. Just like any other personal bias, fear and unfamiliarity often cloud acceptance. As a leader, create safe spaces for honest, open dialogue. Keep your business mission as a top priority and frame conversations around work capabilities, not personal values. Address interpersonal issues quickly and decisively.
• Remember that people want to succeed. Create a level playing field for all employees. Discuss professional goals in terms of their desires and the firm’s needs. Reward achievement. Provide coaching when it’s needed. Be fair and “gender blind.”
• Lighten up. Your trans colleagues most likely have seen and heard the full gamut of derogatory comments and gloom-and-doom predictions about their careers. They have individual needs and goals just like everyone else. Focus on why you hired them—they’re exceptional IP attorneys, they wrote a software program that’s boosting revenue or their investigative skills are second to none. Remove the “wedge” of preconceptions and enjoy getting to know them.

Get ahead of conjecture and divisiveness. Begin by realizing that each employee has specific needs and then communicate with fairness and consideration. This will create a culture where your colleagues are not afraid to bring their whole selves to work. When that happens, people—and firms—thrive.

John Brown is vice president of content and is based in Atlanta, GA.