LGBTQIA+ workers still go to work every day with the fear that they might lose their jobs because of who they love and who they are. There is no federal law protecting the LGBTQIA community from workplace discrimination and harassment. There is confusion among organizations as to whether the federal civil rights law Title VII protects LGBTQIA+ employees. The EEOC and several courts clearly have stated that LGBTQIA+ employees are protected by Title VII; however, other courts have disagreed. What do President Trump’s mandates about LGBTQ+ people suggest about the workplace?Heterosexism – the cultural expectation that everyone is, should be, or would prefer to be heterosexual - is the established norm of the workplace, a commonplace bias in American institutions. This bias gets played out in both overt and covert behaviors, which in turn negatively impact the organizational culture. However, there have been organizational successes in diminishing the biases. There is an opportunity for your organization to create strategies to ensure LGBTQ inclusion in your workforce.All organizations strive to meet their mission and goals. Most organizations employ LGBTQIA+ workers. When LGBTQIA+ workers are welcomed and included, without fear of their sexual orientation and gender identity, the organization is more productive, has better morale, is healthier, and LGBTQIA+ employees are not discriminated against. When the welcome and inclusive environment is not a reality, productivity drops, morale decreases, and the organization is at risk for liability. The organization’s climate and culture are compromised, leading to increased turnover and difficulty hiring LGBTQIA+ employees.Learning Objectives The Implicit Association Test (online)Recruitment and RetentionHeterosexism assumptionsInternational LGBTQIA+ considerationsMarketing and AdvertisingRestroom access for transgender employeesGuidelines for the transitioning of a transgender employeeResponding to negative reactions to LGBTQIA+ inclusionWorkplace dress codes, transgender employees, and gender non-conforming employeesWhy Should You AttendTo examine LGBTQIA+ perceptions and stereotypesTo discover the business case for LGBTQ inclusion in the workforceTo describe the impact on LGBTQIA+ employees and the workplace when they fear being who they are at workTo discuss transgender guidelines when an employee is transitioningTo establish gender transition guidelinesTo identify organizational practices to minimize discriminationTo discuss the outcome of LGBTQIA+ supportive policies and practicesTo develop organization and individual strategies for LGBTQIA+ inclusion in the workforce