To the Editor: It was just another day in the clinic. While I was examining a young child, her mother said she was glad she got a “usual straight” doctor for her child, rather than the other (aka homosexual) kind about whose competence she was not sure. And just like that, it was no longer just another day. One wayward statement, inconsequential to the speaker, left me in internal turmoil. As a gay physician, I was torn between my duty toward my patient and my desire for personal integrity. Homophobia in the workplace can seem almost too strong a label to address what may be perceived as a trivial incident. Often perceived as too insignificant to address, these incidents persist in the psyche of those of us who identify as lesbian, gay, bisexual, transgender, or queer (LGBTQ). Such incidents are a nagging reminder of how LGBTQ people continue to be perceived as different, as somehow diminished, on account of their sexuality. Often lacking an avenue to express these feelings, an LGBTQ physician may suppress these feelings, leading to a sense of exclusion and disenfranchisement at work. Many LGBTQ physicians still report social ostracization in the workplace, as well as harassment by colleagues and patients/the community.1 Workplace safety for the LGBTQ physician remains a moving target; much work is yet to be done.1–3 The Accreditation Council for Graduate Medical Education recently published guidelines emphasizing the need for diversity in the workplace.4 These guidelines, which should help broaden horizons and foster mutual respect, necessitate that all residency programs take concrete steps to ensure that a diverse workplace is also inclusive and safe for all. One action we medical professionals can take—beginning in medical school and continuing through residency and beyond—is sensitizing others to what working in an all-inclusive environment means. Simulation is a useful tool for adult learning that is used in medical training. Simulated encounters may be especially helpful in illustrating cases of “casual” homophobia which can be difficult to address or even to explain. A resident-driven committee focused on diversity and inclusion can help empower trainees to voice their concerns in a safe and nonhierarchical space. With support from leaders, such resident-led committees can be harbingers of change by identifying problems at the grassroots level, by finding feasible solutions developed by stakeholders, and by engaging colleagues who may feel marginalized because of their gender or sexual orientation. The journey to a truly inclusive workplace for LGBTQ physicians will be arduous, but is certainly worth making. Acknowledgments: The authors would like to thank John P. Sanchez, MD, MPH, for his valuable input and guidance on this letter. Aayush Gabrani, MDResident, Department of Pediatrics, Rutgers New Jersey Medical School, Newark, New Jersey; [email protected]; ORCID: http://orcid.org/0000-0002-9660-1059.Suman Pal, MDResident, Department of Internal Medicine, Westchester Medical Center, Valhalla, New York.