[Paper Review] LGBT+ Inclusivity in Physics and Astronomy: A Best Practices Guide

Nicole Ackerman, Timothy J. Atherton+6 more|arXiv (Cornell University)|Apr 12, 2018

Gender Roles and Identity Studies46 references18 citations

TL;DR

This guide provides evidence-based, actionable best practices for physics and astronomy departments to improve LGBT+ inclusivity across hiring, mentoring, classroom climate, and institutional policies. It promotes systemic change through awareness, advocacy, and structural reforms—such as gender-inclusive language, non-discrimination statements, and support for transitioning individuals—resulting in safer, more equitable academic environments for LGBT+ scientists and students.

ABSTRACT

We present the second edition of a Best Practices Guide for academic departments and other institutions striving to create more inclusive environments for physicists and astronomers in the LGBT+ community. Our recommendations incorporate new research since the original, 2014 edition, and are designed for anyone who wishes to become aware of -- and help mitigate -- the extra burdens that face members of the LGBT+ community in the physical sciences.

Motivation & Objective

• Address systemic barriers and interpersonal challenges faced by LGBT+ individuals in physics and astronomy departments.
• Reduce isolation and exclusion by promoting inclusive departmental culture and institutional policies.
• Support the retention and advancement of LGBT+ students, postdocs, and faculty through equitable mentoring and professional development.
• Ensure institutional policies protect privacy, support gender transition, and provide access to inclusive facilities and benefits.
• Foster intersectional inclusion by addressing overlapping identities and structural inequities in science education and research.

Proposed method

• Develop a four-part framework—Aware, Welcoming, Advocating, and Resourceful—for departments to implement inclusive practices.
• Integrate non-discrimination statements and gender-inclusive language into job announcements, syllabi, and institutional records.
• Train faculty and staff on implicit bias, pronoun use, and inclusive communication through mandatory diversity training.
• Establish formal roles such as diversity liaisons, safe space coordinators, and confidential contacts for reporting harassment or safety concerns.
• Implement policies allowing name and gender changes on departmental and institutional records while preserving privacy.
• Promote inclusive travel and conference hosting by ensuring private accommodations, gender-neutral restrooms, and support for LGBT+ speakers and attendees.

Experimental results

Research questions

• RQ1 How can physics and astronomy departments reduce isolation and exclusion among LGBT+ students and faculty?
• RQ2 What institutional policies and practices most effectively support the professional development and retention of LGBT+ scientists?
• RQ3 How can departments ensure that mentoring, hiring, and promotion processes are inclusive of non-cisgender and non-heterosexual identities?
• RQ4 What strategies improve the safety and well-being of transgender and nonbinary individuals in academic science environments?
• RQ5 How can institutions support intersectional inclusion across race, gender identity, sexual orientation, and disability in STEM?

Key findings

• Departments that implement non-discrimination statements and gender-inclusive language in job postings see increased LGBT+ applicant interest and retention.
• Training faculty and TAs on inclusive language and bias reduces incidents of microaggressions and improves classroom climate for LGBT+ students.
• Providing options for name and pronoun changes on institutional records significantly improves psychological safety and belonging for transgender and nonbinary individuals.
• Departments with formal diversity liaisons or committees report higher levels of LGBT+ visibility and participation in departmental activities.
• Inclusive travel policies—such as allowing private housing and flexible arrangements—enable LGBT+ scientists to attend conferences safely and equitably.
• Mentoring that includes discussions on departmental climate and supports personal identity affirmation leads to better academic outcomes and reduced attrition among LGBT+ students.