Original ArticlesCues-to-Action in Initiating Lesbian, Gay, Bisexual, and Transgender-Related Policies Among Magnet Hospital Chief Nursing Officers A Demographic AssessmentKlotzbaugh, Ralph PhD, RN, APRN; Spencer, Gale PhD, RNAuthor Information Department of Nursing, University of New Hampshire, Durham, New Hampshire (Dr Klotzbaugh); and Decker School of Nursing, Binghamton University, Binghamton, New York (Dr Spencer). Correspondence: Ralph Klotzbaugh, PhD, RN, APRN, Department of Nursing, University of New Hampshire, Hewitt Hall, 4 Library Way, Durham, NH 03824 (Ralph.Klotzbaugh@unh.edu). Conflicts: None to declare Advances in Nursing Science: April/June 2015 - Volume 38 - Issue 2 - p 110-120 doi: 10.1097/ANS.0000000000000069 Buy Metrics Abstract This study explored Magnet Chief Nursing Officers' cues-to-action initiating lesbian, gay, bisexual, or transgender (LGBT)-specific policies. Homonegativity has a negative effect on employee recruitment and retention and patient satisfaction. Little has been known about what cues-to-action might initiate LGBT inclusive training. Surveys were mailed to 343 Chief Nursing Officers. Cues-to-action survey was used to assess what inspires initiation of LGBT training. Demographic surveys were used to assess what impact variables might have on cues-to-action. Age, sex, religiosity, location, and region had significant effect on cues-to-action. Developing demographically informed training and policies for LGBT equality in health care is suggestive of greater employee and patient satisfaction. Copyright © 2015 Wolters Kluwer Health, Inc. All rights reserved.