1. Integrating LGBTIQ health personnel in the workplace: a literature review Grant-Wakefield, C. and Lim, D. c113.lim@qut.edu.au

2. Aim: to systematically appraise published research studies on the workplace acceptance and experiences of LGBTIQ health and medical professional Definition of term: LGBTIQ Health personnel Methods: Databases: PubMed, CINAHL, and Embase Snowball MeSH: (“homosexuality” OR “bisexuality”) AND “health personnel” Inclusion: – Written in English, – Published between 1970 and February 2015 (last search 20 th April 2015) – focused on the workplace acceptance and experiences of LGBTIQ health personnel Exclusion: – Opinions or editorials International Prospective Register of Systematic Reviews (PROSPERO registration number CRD42015019756)

4. Mapping of themes 1 st order themes  Patient discriminated against LGBTIQ health personnel (perceived incompetent, unethical/ immoral)  LGBTIQ health personnel experienced discrimination by patient (verbal abuse, loss of practice)  Needs to be closeted at work (vulnerability of being sued, fear of discrimination, career implication  LGBTIQ health personnel’s perception and acceptance of self  Discrimination by non-LGBTIQ peers (explicit and implicit, employment, training opportunity)  Career implications of “coming out”  Workplace coping strategies  Stress and anxiety of leading “double life”  Societal acceptance of LGBTIQ  Prevailing heteronormativity in health and medical professional  Positive role models for marginalised patients, LGBTIQ health personnel, and non-LGBTIQ peers  Education and training about LGBTIQ issues  Not all LGBTIQ variants the same  Workplace policies on LGBTIQ varied 2 nd order themes  Barriers: LGBTIQ health personnel experienced discrimination from patients, peers and LGBTIQ colleagues  Barriers: disassociation of LGBTIQ as health and medical professionals  Barriers: prevailing heteronormativity workplace culture  Facilitators: positive contributions of LGBTIQ health personnel to patients, peers and LGBTIQ colleagues  Facilitators: LGBTIQ workplace inclusion 3 rd order themes  Having to lead “double life”  Benefits of “coming out”  Desiring respectful inclusion