Ample research has explored the numerous benefits of hiring, promoting, and supporting LGBTQ employees but research is sparse in regards to the benefits of such practices on the total employee population. This study utilized the HRM practices selected by the Human Rights Campaign as a base to explore not only the presence and enforcement of LGBTQ-friendly HRM policies but to also look at the desirability of such practices by all employees. Furthermore, the study explored if the desirability of each of the five, LGBTQ-friendly HRM policies were not only valuable in their own right but that their value was not based on the sexual or gender minority/majority status of employees. All five of the null-hypotheses were supported indicated by not only the majority (ranging from 90-97%) of respondents desiring the five HRM policy areas, but by showing no statistical significance (p values ranging from .245 to .870.) in the level of desirability between employees in the sexual and gender minority vs. those in the dominate majority. Additionally, the study provided a secondary outcome of guidelines for the institution/enhancement of LGBTQ-friendly HRM. By offering a user-friendly guide through the mass of current research and best practices, the guidelines offer readers not only justifications for the need for change but also clarity in finding a starting point. In short, the study supported the overall proposition that not only are LGBTQ-friendly HRM policies desired but that their desirability is not tied to employees' sexual orientation or gender identity status. Results provide another reason to establish, or enrich, current HRM practices as the desirability of such policies extends to a broader demographic and may help contribute to a company's recruitment or retention capabilities.