---
title: "LGBTQ people in science"
chunk: 4/5
source: "https://en.wikipedia.org/wiki/LGBTQ_people_in_science"
category: "reference"
tags: "science, encyclopedia"
date_saved: "2026-05-05T04:03:44.393262+00:00"
instance: "kb-cron"
---

== Challenges for LGBT people in science ==
There are traditions and expectations that LGBT people should not study or have careers in science, according to Manil Suri. In 2016 the American Physical Society published a list of ways in which LGBT physicists have a more difficult career experience than their non-LGBT counterparts.
Studies have shown that many LGBT faculty and researchers are not out in their departments, and coming out may negatively affect retention. This is of particular issue in the STEM field as the work cultures and professional environments within this field of work can often exclude or alienate the existence of the LGBT community and the individuals within it. A 2021 study identified various inequalities for LGBT people in science.
LGBTQ professionals in STEM face a variety of challenges that make their work environments more hostile than those of their non-LGBTQ colleagues. They are more likely to leave their jobs due to higher levels of social exclusion, professional devaluation, and harassment rates up to 30% higher than their peers. LGBTQ individuals also report fewer opportunities for skill development, less access to resources, and less confidence about whistleblowing without retaliation. These issues contribute to higher levels of stress, insomnia, and depression, often linked to workplace marginalization.
Chemist David Smith speculated that the visibility of more LGBT role models in science would make it easier for other LGBT students to join the sciences, and conducted a survey which seemed to support this view.
A report on a 2015 survey of United States undergraduate students found that gay students of science were more likely to change their major to a subject outside of science than non-LGBT students. Various studies suggest that social barriers, harassment, and professional devaluation contribute to higher turnover rates among LGBTQ professionals in STEM fields. LGBTQ scientists of color, transgender and nonbinary individuals, and LGBTQ women face compounded disadvantages, with higher levels of exclusion, devaluation, and health challenges.
Unique challenges for transgender and nonbinary scientists further complicate the picture. They report higher rates of both physical and mental health difficulties, as their gender identity is often more visible than sexual orientation, making them more vulnerable to discrimination. Dylan Baker, a transgender software engineer at Google, noted that gender nonconformity or transitioning impacts all interactions in ways that sexual orientation does not, as the latter can be more easily concealed if desired.
Some academic commentators who study LGBT issues commented that LGBT students face social barriers to studying science which non-LGBT people do not experience. Various activist organizations used this study as supporting evidence that social changes could bring equal opportunity for LGBT people to study and have careers in science.

=== The "Glass Closet" ===
The "glass closet" represents a pervasive yet often understated barrier that LGBTQ+ individuals face in the workplace. It encapsulates the challenges of being visible while simultaneously encountering implicit biases, microaggressions, or overt discrimination. In science, academia, and industry, these challenges are magnified by systemic structures that have historically excluded LGBTQ+ voices.
Breaking free from this metaphorical closet is crucial not only for personal authenticity but also for fostering innovation, equity, and diversity across all professional fields. Historically, the risks associated with coming out in professional settings were profound.
Efforts to foster inclusivity in the workplace have made significant strides in recent years. Progressive organizations, such as Out & Equal Workplace Advocates, have been instrumental in creating safer spaces for LGBTQ+ employees. Similarly, companies like Genentech have implemented comprehensive policies to support LGBTQ+ professionals, including offering domestic partnership benefits and establishing employee resource groups. These initiatives are steps toward dismantling the systemic barriers that perpetuate the glass closet. However, progress is not uniform. Inconsistent federal protections and varying state-level policies leave many LGBTQ+ individuals vulnerable to discrimination. For instance, the lack of universal domestic partnership benefits creates significant inequities, particularly for those living in conservative regions. Addressing these systemic gaps requires sustained advocacy at both the organizational and governmental levels.
The importance of dismantling the glass closet extends beyond individual empowerment. Research shows that diverse teams outperform homogenous ones, fostering innovation and creativity. Organizations like NOGLSTP and SACNAS have helped this movement, providing mentorship, networking opportunities, and resources for LGBTQ+ professionals and their allies. These efforts are crucial for building supportive communities that amplify marginalized voices.

== Organizations & Campaigns ==

=== United States ===

In recognition that LGBT people are underrepresented in the sciences, various universities have programs to encourage more LGBT students to join their science programs. The organization is oSTEM (Out in Science, Technology, Engineering, and Mathematics) has a network of about 90 student chapters at universities across the United States. oSTEM has an annual conference and aims to provide a place for LGBT science students to gather, whether they are out or not.
Other professional organizations for LGBT people in science include the Out to Innovate. Out to Innovate educates professional communities about LGBT issues and offers two scholarships annually. In 2018, Lauren Esposito, curator of arachnology at the California Academy of Sciences, created the campaign 500 Queer Scientists, which aims to promote inclusivity in science. NASA employees annually holds LGBT pride parade events.
Additional LGBTQ-focused organizations in tech and STEM include Lesbians Who Tech, a global network that promotes visibility, leadership, and opportunities for LGBTQ women and non-binary individuals in tech. Maven Youth focuses on empowering LGBTQ+ youth through tech education, mentorship, and leadership development, helping them prepare for careers in STEM. Out for Undergrad (O4U) connects high-achieving LGBTQ undergraduates with professional opportunities and mentorship in industries like technology and engineering.
QueerTech offers a platform for LGBTQ professionals in tech to network and increase representation in the field. TransTech Social Enterprises supports trans and gender non-conforming individuals through tech training and job opportunities. StartOut is dedicated to fostering entrepreneurship within the LGBTQ community by providing resources, mentorship, and networking for LGBTQ entrepreneurs, especially in the tech sector.