The study looks at the question of how, after the introduction in 2018 of the positive civil status “diverse” (section 22 (3) Civil Status Act PStG)), companies can design work places and organise work in such a way that discriminations on grounds of gender diversity are avoided in all phases of employment and occupation. In its introduction, the study cites current national and international research to highlight the persistent structural discriminations against gender diverse individuals in the world of work. Based on the analysis of the current research and interviews with experts, it goes on to identify fields of action for anti -discrimination of gender diverse persons in employment and occupation. Building on these, the study develops approaches to achieving the inclusion of gender diverse persons in the workplace. The key aim is to make employers and functionaries aware of the recognition of gender diversity and offer concrete guidance for implementing the inclusion of gender diverse staff. The needs and recommendations mainly refer to the following six fields of action: corporate culture, recruitment, handling of gender-related data, language and communication, sanitary and changing facilities as well as body, clothing and health.