This article examined the work experiences of transgender and gender-diverse (TGD) individuals concerning the organisational environment and managerial influence on their workplace inclusion. The qualitative multi-method study design included semi-structured online interviews with TGD workers (n = 22); followed by an open-ended, photo-elicit questionnaire with organisational leaders and management personnel, including human resource management and career development practitioners (n = 42), to evaluate their awareness and approach regarding the inclusion of TGD individuals. A critical grounded theory approach was applied to identify numerous enablers and barriers for TGD employees. Further analysis identified three impact areas of managers: building an inclusive organisational infrastructure, fostering a safe psychological environment and supporting diverse impression-fit management. The three managerial areas provide practical recommendations concerning language use, leadership style, work practices and arrangements that should be considered for increasing TGD workplace inclusion.