Why LGBTQ+ Inclusion Must Be a Priority in STEM

The journey to make STEM (science, technology, engineering, and mathematics) an inclusive space for everyone is ongoing, but the challenges are complex, multifaceted, and deeply ingrained in the fabric of many STEM workplaces.

I am excited to share that I supported the "LGBTQ+ Inclusion in STEM Climate Survey 2023-24," an important research project led by the Eleanor Glanville Institute at the University of Lincoln.

The survey, which closed in late 2023, captured the nuanced experiences of LGBTQ+ individuals in STEM—particularly those facing multiple layers of marginalisation.

Understanding the Landscape of LGBTQ+ Inclusion in STEM

Despite efforts to diversify in recent decades, the STEM professions remain dominated by white, heterosexual men, and are often characterised by a traditionally masculine culture with an expectation of heteronormative identity.

This environment has consistently excluded or marginalised individuals from diverse backgrounds, particularly women, people of colour, disabled people, and those who identify as LGBTQ+.

For LGBTQ+ individuals who also belong to other minority groups, the barriers to inclusion are compounded, leading to feelings of isolation and exclusion, and ultimately contributing to high attrition rates—often referred to as the “leaky pipeline”—in STEM.

This survey aimed to investigate the cumulative effects of this exclusionary environment on those who are marginalised within the LGBTQ+ community. How do these challenges affect LGBTQ+ scientists of colour working in predominantly white spaces? How are LGBTQ+ women navigating men-dominated disciplines?

By gathering insights from LGBTQ+ individuals in STEM, The insights are now being analysed and will soon provide a comprehensive picture of the current climate and shed light on the specific experiences of LGBTQ+ professionals across different identities and backgrounds.

The Importance of Intersectional Research

Historically, research on diversity in STEM has often focused on singular aspects, such as gender or race, rather than examining the intersections of these identities.

However, real-world experiences are rarely so straightforward. For instance, an LGBTQ+ woman of colour may encounter unique challenges that differ vastly from those faced by a white LGBTQ+ man.

The Eleanor Glanville Institute’s project addresses this by adopting an intersectional approach, exploring how overlapping identities affect individuals’ experiences and outcomes in STEM.

This kind of intersectional research is crucial for several reasons. Firstly, it recognises the reality that individuals are not defined by just one aspect of their identity. Secondly, it highlights that experiences of discrimination or exclusion can vary widely, even within the LGBTQ+ community.

For instance, a 2019 study by the Institute of Physics, Royal Astronomical Society, and the Royal Society of Chemistry revealed that nearly 50% of LGBTQ+ respondents felt that there was a lack of awareness around LGBTQ+ issues in their workplace, and 28% had considered leaving their role due to the workplace climate.

This study also found that transgender and non-binary respondents were even less likely to feel supported, emphasising the need for nuanced, intersectional data.

The Consequences of Exclusion in STEM

Research shows that the exclusionary culture within STEM not only affects individual well-being but also has broader implications for the STEM fields as a whole. When individuals feel isolated or unsupported, they are more likely to leave their profession.

This loss of talent—often highly skilled individuals who bring unique perspectives and ideas—results in what’s known as the “leaky pipeline.” For example, the 2019 study cited earlier found that 1 in 5 LGBTQ+ respondents had personally experienced harassment or other exclusionary behaviours, compared to 1 in 10 non-LGBTQ+ respondents. Transgender and non-binary individuals faced particularly high rates of harassment, contributing to higher attrition rates.

This attrition weakens the STEM workforce, limiting the diversity of thought and innovation needed to address complex global challenges. As well as the ethical imperative to create fair and inclusive workplaces, there is also a compelling business case.

Studies consistently show that diverse teams are more innovative and better positioned to solve problems. By making STEM more inclusive, we not only support individuals’ rights to fair treatment but also strengthen the field’s overall capacity to drive progress.

The Role of EqualEngineers

I led this work as part of my business, EqualEngineers, which is committed to advancing equity, diversity, and inclusion across engineering. Through projects like this, we strive to challenge the barriers within barriers faced by minorities in STEM.

EqualEngineers is dedicated to fostering an environment where everyone, regardless of their background, can access equal opportunities, feel a sense of belonging, and contribute to the field.

By supporting this survey and the subsequent workshop, EqualEngineers hopes to contribute to a more inclusive STEM landscape, where underrepresented voices are amplified and valued. We believe that everyone should be able to bring their authentic selves to work, and we’re proud to support this initiative that aligns with our mission.

The Path Forward: From Awareness to Action

It’s one thing to recognise the challenges faced by LGBTQ+ individuals in STEM, but real change requires action. Surveys like the LGBTQ+ Inclusion in STEM Climate Survey 2023-24 provide critical data, allowing us to understand the current state of STEM workplaces and identify areas for improvement.

However, this is only the first step. It’s up to organisations and leaders within STEM to use these findings to implement meaningful policies, foster supportive workplace cultures, and actively challenge exclusionary practices.

While the UK’s Equality Act 2010 protects LGBTQ+ individuals from discrimination, such legal protections are inconsistent globally. Even within the UK and USA, legislation alone is not enough to dismantle entrenched biases or create a culture of genuine inclusion.

This research highlights the need for employers to move beyond compliance and engage in thoughtful, intersectional diversity and inclusion strategies.

See Mark in Action!