Summary: While past research has focused on the experiences of LGBTQ service members as patients, the results of our study revealed the experiences LGBTQ military health professionals within military medical culture and the ways in which they experience both implicit and explicit biases at work. Our research team chose the phenomenological approach in qualitative inquiry to explore the lived experiences of LGBTQ healthcare professionals and gather insight on their perceptions of military medical workplace culture. Our participants were active-duty healthcare professionals who identify as LGBTQ. Seven of the participants identified as gay, one as lesbian, and two as bisexual. The participants include both enlisted and officers. To collect our data, we developed an interview protocol with ten open-ended questions. We conducted and recorded one-hour virtual individual interviews with volunteer participants using a semi-structured approach. Our participants also completed three emailed follow-up questions. We transcribed interviews using an automated transcription service. We read the transcriptions multiple times to become familiar with them. We then coded each interview, labeling each word or phrase that seemed to be representative of the participants’ perceptions. We compiled codes into a code book, listing each code and the corresponding direct quote. We then organized codes into major categories, describing the participants’ “structure of experience” and formed four themes. Theme 1: Implicit Bias and Discrimination. The participants described implicit bias they experienced within the military medical community. One participant described discrimination they observed in patient care. The participants also described a lack of social inclusion for LGBTQ service members within the military medical community. Theme 2: Explicit Bias and Discrimination. The participants discussed the explicit bias and verbal discrimination they faced at work. A participant recalled facing verbal discrimination from military leadership as well during the time DADT was repealed. Theme 3: Response to Discrimination. As a result of this explicit discrimination, the participants described their hesitancy in revealing their sexual orientation at work. In order to navigate these workplace challenges, the participants in our study described how they relied on the support of others who also identified as LGBTQ, both military and civilian. Theme 4: Recommendations for Improving Workplace Culture. Despite legislative progress, participants described how military workplace culture is still catching up to policy changes. The participants made several recommendations for continued work in promoting equality, affirmation, and inclusion within military medical culture through education, training, and representative leadership. Our participants also emphasized the need for LGBTQ representation in military medical leadership positions. LEARNING OBJECTIVES: 1.Describe the experiences of LGBTQ healthcare professionals in the military medical culture 2.Describe how LGTBQ healthcare professionals in the military have experienced implicit and explicit biases 3.Describe how LGBTQ healthcare professionals in the military have responded to discrimination 4.Identify recommendations for improving workplace culture directly from LGBTQ healthcare professionals in the military, to include: a.Representation in leadership roles b.Opportunities to implement/improve training opportunities for leaders, resilience trainers, mental health trainers and all military personnel c.Continued legislative and policy changes