Inclusive Hiring in Healthcare: Enabling Talent Across the Gender Spectrum

The landscape of gender identity is evolving, and so are the expectations placed on today’s workplaces. While many industries have taken steps toward diversity, equity, and inclusion (DEI), healthcare an industry built on care and compassion has a unique responsibility to lead by example.

Hiring practices that only acknowledge binary gender categories risk excluding a growing segment of talented professionals who identify as non binary, transgender, or gender expansive. For healthcare organizations committed to delivering equitable patient outcomes and fostering inclusive workplace cultures, enabling talent across the gender spectrum is no longer optional it’s essential.

In the following sections, we explore the current state of gender diversity in healthcare hiring, highlight existing gaps, and provide actionable strategies for recruiting and retaining talent beyond the gender binary.

The Evolving Understanding of Gender in Society and the Workplace

Traditional gender binaries are no longer sufficient to describe human experience. Non binary, transgender, genderqueer, agender, and other gender diverse identities are becoming increasingly visible. According to a 2021 Gallup poll, about 1 in 6 members of Gen Z identify as LGBTQ+, with a growing number identifying outside the male female binary. This shift is not a trend but a reflection of societal progress toward authenticity and inclusion.

For workplaces, especially in healthcare, where cultural competence can directly impact patient care, embracing gender diversity is timely and necessary. Inclusive hiring is a crucial step in that journey.

Why Healthcare Must Lead in Inclusivity

Healthcare organizations are uniquely positioned and morally obligated to set the standard for inclusive workplaces. These are spaces where empathy is the core value, lives are entrusted, and diverse voices enhance understanding and trust.

Moreover, healthcare environments that include gender diverse employees also become safer and more welcoming for gender diverse patients. There’s a symbiotic relationship between employee diversity and patient equity.

Failing to build inclusive hiring systems means missing out on incredible talent and risking a disconnect with the communities healthcare providers are intended to serve.

Current State of Gender Diversity in Healthcare Hiring

Despite efforts in diversity, the conversation around gender inclusion in healthcare largely remains binary. Workforce statistics tend to categorize only "male" and "female" employees, overlooking non binary and transgender individuals altogether.

Gaps in Representation

Non binary and transgender professionals remain significantly underrepresented in both clinical and leadership roles. This underrepresentation is often compounded by the stigma and discrimination these individuals face in medical education and workplace environments, leading to higher attrition rates. The limited presence of gender diverse professionals also means fewer mentors for younger or early-career healthcare workers who identify across the gender spectrum.
Many job application portals do not offer inclusive gender options. Systems that require applicants to choose from only "male" or "female" not only alienate gender diverse candidates but also signal that the organization may not fully support inclusivity. A lack of inclusive fields in application forms, HR software, and credentialing systems creates systemic barriers, often forcing individuals to misidentify or omit their authentic gender identities.
Lack of visibility of gender diverse role models discourages others from entering or advancing within the sector. Representation matters when people see others like them in respected roles, it fosters aspiration, engagement, and a sense of belonging. Conversely, when non binary and transgender individuals are absent from leadership and decision making roles, it signals that their presence is not welcomed or supported, perpetuating a cycle of invisibility. Healthcare organizations rarely feature gender diverse staff in promotional materials or leadership spotlights, further reinforcing a limited definition of professional identity.
Institutional policies and reporting structures often fail to capture nuanced gender identities. Without comprehensive data collection practices, it becomes difficult to identify disparities or track progress in diversifying the workforce. The lack of disaggregated data also impedes the development of targeted interventions to recruit, retain, and support gender diverse professionals.

Addressing these gaps is not simply a matter of visibility but one of equity, safety, and sustainability. As the healthcare sector strives to reflect the communities it serves, building an inclusive workforce that acknowledges and embraces the full gender spectrum must become a priority, not just in vision statements, but in tangible hiring practices and workplace policies.

Impact on Organizational Outcomes

Patient Trust:
Diverse teams foster cultural competence and patient comfort, especially for LGBTQ+ populations. When patients see themselves reflected in their care providers, it increases trust, improves communication, and improves adherence to treatment plans. This is especially vital for transgender and non binary patients who have historically faced discrimination and medical neglect.

Employee Engagement:
Employees who feel seen and respected are more likely to stay and thrive. Inclusive environments reduce turnover, increase morale, and encourage individuals to contribute fully without fear of bias or marginalization. Empowered employees often advocate for inclusion, enriching the workplace culture and reinforcing positive change across departments.
Innovation:
Inclusive environments are proven to be more creative and agile, essential traits in a rapidly evolving industry. Diverse perspectives foster fresh ideas and problem solving approaches, critical for tackling complex healthcare challenges. Teams with varied lived experiences are better equipped to develop culturally responsive care models, adapt to patient needs, and lead system wide innovation.

A healthcare workforce that embraces gender diversity not only upholds human dignity but also drives measurable gains in service quality, staff retention, and operational performance. Inclusivity, therefore, is both a moral obligation and a strategic advantage.

Building Gender Inclusive Hiring Practices

Writing Inclusive Job Descriptions

Inclusive job descriptions are a candidate’s first window into the organizational culture. To attract gender diverse applicants, it’s crucial to audit language carefully. Avoid gendered terms like “salesman” or “chairman,” and steer clear of subtly coded language that implies a gender preference. For instance, terms such as “aggressive,” “assertive,” or “rockstar” can deter applicants who do not identify with traditionally masculine traits. Instead, emphasize collaboration, adaptability, and communication skills.

Healthcare job descriptions should also specify the organization's commitment to diversity and inclusion and explicitly welcome candidates of all gender identities. Including statements like “We encourage applications from transgender, non binary, and gender diverse professionals” sets the tone for a welcoming environment. Use standardized templates vetted by D&I teams and involve gender diverse staff in the review process to ensure the language is respectful and reflects the organization's values.

Creating Welcoming Interview Environments

The interview process is essential, where inclusivity is either reinforced or undermined. Interview panels should undergo training on unconscious bias and gender diversity to ensure respectful and fair interactions. Using pronouns correctly, avoiding assumptions about gender identity, and creating space for candidates to self identify are critical practices.

Interviewers should be equipped to respectfully ask about lived names and pronouns when appropriate and ensure these are used throughout the selection process. For remote interviews, ensure candidates can enter their pronouns or lived names on video conferencing platforms. A genuinely welcoming interview environment validates the identity of gender diverse applicants and reflects an organization’s readiness to support them professionally and personally.

Implementing Equitable Onboarding Processes

Onboarding is where inclusive practices become reality. Ensure new hire forms and HR systems allow for gender self identification. Provide materials covering inclusion policies, gender neutral restrooms, and dress codes. Introduce new hires to LGBTQ+ affinity groups or peer mentors. With consent, inform teams of lived names and pronouns to ensure respectful introductions. Equip supervisors to address bias and support career development for gender diverse staff.

Policies and Practices that Support Gender Inclusion

Organizational policies are critical in ensuring that inclusive hiring extends beyond recruitment and into daily workplace culture. For healthcare institutions, this means formalizing support mechanisms for gender diverse employees across operational and interpersonal systems.

Health Benefits and Leave Policies

Ensure health plans cover gender affirming care, including hormones, surgeries, and mental health support. This affirms the organization's recognition of the medical needs of transgender and non binary employees.

Review leave policies to include transition related leave. This may encompass time off for surgeries, recovery, and mental health, and should be communicated clearly in employee handbooks to support transparency and trust. Consider training managers and HR staff to ensure these policies are applied equitably and sensitively.

Dress Codes and Uniforms

Offer flexible uniform policies that allow self expression while maintaining professionalism. Let employees choose attire that aligns with their gender identity, enhancing comfort and morale.

Ensure dress codes don’t reinforce outdated gender norms. Gender neutral language should be used in all uniform guidelines, with room for cultural and gender diversity. Additionally, ensure availability of uniform options in a range of sizes and styles to accommodate diverse body types and preferences.

Pronoun Usage and Inclusive Documentation

Normalize pronoun sharing across all teams. This could be done through email signatures, introductions, name badges, and meeting practices, reinforcing respect and visibility for all identities.

Update HR and patient systems to allow for chosen names and gender identities. These updates should apply across payroll, directories, badges, and internal platforms to ensure consistency and affirm employees' identities at every touchpoint. Providing guidance on pronoun etiquette and creating opt in visibility tools can foster a more inclusive environment and minimize unintentional misgendering.

Supporting Gender Transition in the Workplace

Supporting employees through gender transition requires thoughtful, respectful, and well structured policies. Healthcare organizations must adopt clear guidelines that address the unique needs of transitioning employees, starting with confidential conversations between HR and the individual. These conversations should set the foundation for support, including adjustments in work schedules, dress code accommodations, and communication with coworkers.

HR systems should be flexible enough to allow updates to names, pronouns, and gender markers without undue administrative burden. Access to gender-neutral restrooms and flexible uniform choices are essential. Additionally, provide education and sensitivity training for managers and coworkers to foster a respectful and inclusive environment during and after the transition.

Collectively, these policies help gender diverse staff thrive, showing deep respect for authenticity, well being, and inclusion. They build inclusive norms extending to patient care, fostering empathetic, culturally competent healthcare. A culture of trust and respect not only retains talent but also sets an example for gender inclusivity, creating a more compassionate, effective workforce that benefits everyone.

Tools for Measurement and Continuous Improvement

Ongoing progress in inclusive hiring practices requires robust feedback systems and reliable data collection. Measuring success isn’t just about compliance, it’s about fostering an environment where all employees feel seen, valued, and supported. To that end, healthcare organizations must embed data driven practices into their diversity and inclusion efforts.

Diversity Metrics: Begin by systematically tracking representation across departments and hierarchical levels, including the presence of non binary, transgender, and gender expansive employees. Data should be disaggregated by gender identity and reviewed periodically to identify gaps and trends.
Anonymous Feedback Mechanisms: Create safe and accessible channels for employees to share their experiences related to inclusion, respect, and workplace culture. Regular climate surveys or digital suggestion boxes can capture honest feedback and help organizations identify areas for improvement.

Benchmarking: Participating in external assessments, such as the Human Rights Campaign’s Healthcare Equality Index (HEI), allows organizations to measure their practices against recognized standards. These benchmarks offer actionable insights and enhance credibility with both staff and patients.
Partnerships: Collaborating with LGBTQ+ healthcare associations, such as GLMA or local advocacy groups, provides access to up to date training, community insights, and policy guidance. These partnerships can also help organizations respond effectively to evolving social and legal expectations.

Furthermore, using dashboards and regular reporting helps keep leadership accountable while promoting transparency organization wide. When metrics are shared openly and tied to strategic goals, inclusive hiring transforms from an HR initiative into a shared institutional value. Continuous learning, informed by measurable impact, ensures that inclusive hiring remains dynamic, effective, and aligned with the evolving healthcare landscape.

Case Studies: Leading the Way in Gender Inclusivity in Healthcare Hiring Practices

Johns Hopkins Medicine (Maryland)

Johns Hopkins Medicine has taken a significant step toward fostering gender inclusivity in the workplace by introducing a comprehensive Pronoun Usage Guide. This guide is designed to help staff use gender inclusive language confidently and respectfully. It includes over 50 different pronouns, such as faerself, ve, and xe, and offers practical sentence examples to ensure correct and natural usage in professional communication.

In addition to language guidance, Johns Hopkins allows employees to display their chosen names on ID badges, a meaningful gesture that aligns personal identity with professional presence. This effort is part of the institution's broader diversity and inclusion strategy, aimed at creating a welcoming and affirming environment for all employees, including those outside the gender binary.

By normalizing inclusive language and empowering individuals to present themselves authentically, Johns Hopkins demonstrates how thoughtful policy design can contribute to greater employee satisfaction, team cohesion, and patient trust. It also reinforces the message that affirming gender identity in professional settings is respectful and essential to delivering equitable healthcare.

Source: Johns Hopkins medical staff are given a guide with FIFTY new pronouns they can use on their ID badges, including 'aerself' and 'faerself'

UCSF Health (California)

UCSF Health stands out as a leader in inclusive hiring and workplace equity by implementing the UC Presidential Policy on Gender Recognition and Lived Name (GRLN). This policy ensures that all employees, patients, and affiliates are identified by their accurate gender identity and lived names. It mandates that all university affiliated systems include at least three gender options, woman, man, and nonbinary, and allows individuals to retroactively amend their gender designation and lived name on official records.

As part of this initiative, UCSF has upgraded its UCPath system to support the accurate display of gender identity, sexual orientation, and pronouns. Employees are prompted to input this information when logging in, enabling their names and pronouns to appear correctly across relevant workplace systems. These updates are aligned with UCSF’s emphasis on its PRIDE Values, creating a work environment where every individual's identity is affirmed and respected.

These initiatives demonstrate how healthcare institutions can create inclusive environments, ensuring that gender diverse employees and patients feel recognized, respected, and valued. UCSF’s approach reinforces that institutional policies and digital infrastructure can play a decisive role in enabling equity and fostering trust in gender-affirming care.

Source: Gender Recognition and Lived Name

NHS Employers (United Kingdom)

The NHS Employers guide on Supporting Your LGBTQ+ Workforce provides a robust framework for advancing gender inclusivity and fostering a respectful workplace culture. It emphasizes creating environments where LGBTQ+ staff including transgender, non binary, and gender-expansive employees feel safe, respected, and empowered to be themselves at work.

One of the guide’s central messages is creating a welcoming culture across NHS organizations. This involves embedding inclusive values into leadership, policy, and everyday practice to ensure that LGBTQ+ employees can contribute fully to the organization without fear of discrimination.

However, data from the 2023 NHS Staff Survey reveals ongoing challenges:

32% of gay or lesbian staff and 35% of transgender staff reported experiencing bullying and harassment at work.
About 1 in 5 LGBTQ+ NHS staff reported facing physical violence in the workplace.

Source: Supporting your LGBTQ+ Workforce

These figures highlight the urgency of action and the importance of dedicated support structures. Initiatives like the Health and Care LGBTQ+ Leaders Network, led by the NHS Confederation, provide practical tools and guidance for improving workplace experiences and advancing inclusion across healthcare settings.

In addition, LGBTQ+ staff networks supported by research from the University of York play a vital role in fostering peer support, visibility, and policy feedback. These networks help NHS employers develop long term, sustainable strategies for inclusion, moving beyond reactive efforts toward meaningful cultural change.

Together, these efforts reflect how a national health system can address structural barriers and support LGBTQ+ employees through data driven, community informed, and policy anchored approaches, reinforcing inclusivity as essential to staff well being and healthcare excellence.

Key Gender Inclusive Hiring Practices in Healthcare

Implementing gender inclusive hiring practices in healthcare is not a symbolic gesture. It is a strategic, measurable, and ethical commitment to diversity. By updating language, systems, policies, and culture, organizations can create environments where talent across the gender spectrum feels welcomed, supported, and empowered to thrive. These practices enhance equity, innovation, and trust in patient care.

Conclusion: A Call to Action for Healthcare Leaders

Inclusive hiring is not a box to tick it’s a commitment to health equity, cultural competence, and organizational excellence. Healthcare HR professionals, recruiters, D&I officers, administrators, and policymakers must champion inclusive hiring not just as a moral obligation but as a clinical and operational necessity. The future of healthcare must reflect the full spectrum of humanity it serves. Every step counts from rewriting job descriptions to enabling workplace transitions, updating metrics, and partnering with advocacy groups. Let us build systems where all identities are welcomed, respected, and empowered to heal others while being wholly themselves.