This page is intended to operate as a "first-stop" for folks who aren't trans but require help and advice with topics we're familiar with. If you require advice with trans representation but do not identify as trans, non-binary, or questioning - please do not join the server. Our airlock is full enough as it is! Instead, check out the FAQ below, and if your query isn't answered consider dropping us an email.

Quick resource links

Raindrop Bookmark Manager - A collection of portfolios, projects and resources curated by and for the community

Trans Folks In Games Twitter list - A list of server members who've contented to being signal-boosted

GLAAD Transgender FAQ - A collection of resources, FAQ answers, and definitions

Stonewall Best Practice, Toolkits & Resources - Stonewall have compiled a catalogue of resources that can be searched by location and topic

Glassdoor Ways To Support LGBT+ Employees - 10 suggestions on how to better support queer folks in the workplace


I'm looking for diverse folks to apply to my job opening

You can send the moderation team job listings via email, LinkedIn, or Twitter, along with a short statement detailing the studio's diversity policies - once approved, they'll be posted on our server's job board. If we deem you are not a trans-inclusive workplace, the listing will not be posted on our server.

We also have some tips on making hiring more trans-inclusive below. Make sure you specify you're an equal opportunities employer looking for diverse candidates in the job description!

I need advice with accurately portraying a trans character

As with most things, no two trans people have the same experience with gender. If you're a studio with a large enough budget, we recommend seeking out a Diversity Consultant. Many trans and queer folks offer such services, and they can be invaluable when developing trans characters and storylines.

Do not ask diverse employees to offer feedback or consultation on representation unless you are paying them for that feedback and they offered their services. It is not their job.

Hiring a consultant is just the first step. This goes without saying, but if you are attempting to represent a minority, first ensure that the minority is treated fairly with equal opportunity within the studio.

If you do not think you can accurately represent a minority and cannot hire a consultant, consider whether it is the right call to represent them at all. We understand that you may want to help increase trans visibility, but be wary that a bad portrayal can be harmful.

Consultants within our community

  • Tobius | @TibbaTobe | Consulting/sensitivity reading |

How do I make my hiring process more trans inclusive?

Here are some of our top tips when it comes to ensuring trans folks are comfortable when applying to your studio

  • Don't use overly-gendered language and pronouns - Why use "he" or "she" when "they" would suffice

  • Ask for preferred name and pronouns as soon as possible and use them throughout (if a legal name isn't required yet, don't ask for one!)

  • If you're an LGBT+ friendly workplace, ensure you make that fact known. Applying for jobs as a trans person is daunting for many reasons, knowing a studio is supportive can help alleviate anxiety

  • If an applicant requires a reference, consider asking "How will this person refer to you?" or "How should I refer to you with this individual?"

  • Not everyone is cis-gender! Just because someone looks or presents a certain way does not mean they'll be comfortable with certain labels (e.g. not everyone who presents feminine is comfortable with being referred to as a "woman")

  • Please do not use "Womxn" when referring to under-represented genders. Consider using "people of marginalised genders" - we understand it's a mouthful, but it's a lot more inclusive to trans-masc & non-binary folks

These are just a few suggestions - Again, we stress that employing hiring consultants, D&I managers, and diversity consultants is the best way to diversity the staff you bring on and improve the quality of life for those folks.

Being a diverse company means you are constantly working on, spending money on, and reaching for better all the time - it will never end. Companies that want to be seen as diverse have to realise that, in order to do so, they have to be permanently dedicated to it. It's not a checkbox item on the back of the box, and it will always need work.

A suggestion about hiring: Anonymize all of the incoming job applications. This helps fight your own biases at least in the screenings, up to an actual call or in-person interview. Folks looking over tests and resumes have no identifying information about the candidate (unless of course there is personal information on their portfolio) which in turn reduces the chance of their own unconscious biases seeping into the process. This can result in getting a lot more interesting and diverse candidates into the in-person or over the phone parts of the interview process.

Which charities & organisations should I support to help trans people?

Is ____ an incorrect term?

We get a lot of questions along these lines, and the best place to check is online resources created by trans folks. For example, check out the GLAAD Transgender FAQ page to see if they have the answers you're looking for.

Don't use hard mode language - let the trans people around you indicate how they should be referred to and follow their lead. As stated previously, hiring a diversity consultant is the easiest way to ensure you're being as accommodating as possible with your language choices.

Not found the answers you were looking for? Our #1 tip when searching for trans-related resources is "Google like a trans person". Google has a lot of answers, but unfortunately for us, our voices get easily buried by hate - removing "ally" from your searches can help highlight resources made for and by trans folks. For example, instead of "bosses advice on how to be allies to trans people", consider changing the wording to "how to deal with bosses as a trans person" and work backwards.

Things trans folks want you to hear

These have all been gathered from our Twitter page, feel free to take a look for yourself!

"Don't expect trans applicants to somehow be more "trans" in their portfolio compared to others. Hold them to the same standard as any other applicant. A lot of us are just ordinary people who want to fit in -- not necessarily show our transness everywhere we go" - @leissMusic

"It's nice to see explorations of trans-ness, but what I've been craving is more characters that happen to be trans. Like, wholly fleshed out characters who are doing their own thing, and their trans-ness is not the only character trait/story or even the most important one!" - @AriaOfEffect

"If you're asking your employee to be a sensitivity reader in addition to their normal job requirements, then compensate them properly. As well as it should be something that's volunteered" - @ImLastLight

"Do not rely on trans employees to teach cis coworkers proper etiquette all the time, unless we're specifically hired (and paid very well) for that" - @GrumpySourCos

"Don't look to hire Trans / Queer / Diverse to meet diversity quotas - hire us to help improve the experiences within your game and to help provide alternate perspectives/lenses. Diverse studios make better games, so hire more gender diverse people" - @Oats_milk

If you've exhausted Google and the resources linked above, consider emailing us your enquiry or asking us via Twitter. We aim to get back to all correspondence in a timely manner, but please be patient - our airlock is usually full, and we don't always have the spoons to respond!