TOORScholarly interest in the workplace experiences of lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) employees has increased over the past decades (Velez, Adames, Lei, & Kerman, 2021;Byington, Tamm, & Trau, 2021). The research demonstrates the particular challenges that LGBTIQ+ individuals face, both in terms of access to work (e.g. gaining employment) and in terms of employees' opportunities to work to their full potential and to progress in their careers (Badgett, Lau, Sears, & Ho, 2007;Fric, 2017;McFadden, 2015;Velez et al., 2021). Likewise, organisational practitioners have become increasingly interested in concrete recommendations for establishing work environments where employees feel that they belong and can be themselves regardless of their sexual orientation, gender identity and expression, and sex characteristics (SOGIESC). Hence, evidence-based insight is needed into how to create an LGBTIQ+ inclusive workplace. The research on LGBTIQ+ workplace inclusion is scattered, however, hampering the meaningful utilisation of insights in practice. Practitioners, on the other hand, often rely on copying the efforts of other organisations (so-called best practices), which are not always evidence-based