The Lack of Gender Diversity in STEM

Written by Princess Mukuka

Topics surrounding issues of the equality of lesbian, gay, bisexual, Trans, non-binary, intersex and queer people (LGBTIQ) is something that has not been largely addressed globally. There is still a high level of discrimination and biases within societies. In contrast, the European Union is seen to be a ‘front-runner on LGBTIQ equality’.^[1] A final 2015-2019 report on the List of Actions to Advance LGBTIQ equality found that most EU member states created implementations to protect them against all forms of discrimination; the result of which led to^[2] an improvement in the situation for the LGBTIQ community. However, the data from the European Union Agency for Fundamental Rights showed that there was an increase in discrimination by 43%.^[3] There are many areas of concern that contribute to the levels of discrimination against the LGBTIQ community, and they have not been actively addressed. One example is the continuous employment discrimination and harassment based on sexual orientation or gender identity within the EU and UK, including the huge underrepresentation of the LGBTIQ workforce within science, technology, engineering, and mathematics (STEM).

Over the last three decades, academic research has made significant progress in documenting the continual and multidimensional disadvantages faced by women and people of color in STEM, but also the multiple interactional and systemic processes that produce those detriments. Yet, other demographic and social variables may also be factors of significant inequalities that necessitate further study. While the rights of the LGBTIQ community have advanced over the past two decades, LGBTIQ-identifying professionals in the EU and UK labor force continue to face a wide range of prejudices. In fact, research shows that despite workplace protections, LGBTIQ workers are still more likely than homogenous non-LGBTIQ peers to experience both employment discrimination and a negative work environment in the form of bullying and harassment from co-workers and supervisors. As such, it can be seen that professional environments especially within STEM still harbor prejudicial attitudes towards heterosexual, transgender, and gender non-binary individuals. One example is how it is said that some people view being classed as LGBTIQ as ‘unprofessional’.^[4] It is these attitudes that further manifest as openly or subtly discriminatory treatment of LGBTIQ co-workers. Emerging employment studies have revealed the presence of overall barriers for LGBTIQ persons in the workforce,^[5]but this does not effectively testify to the nature and level of specific kinds of discrimination that LGBTIQ may face within various professional sectors. It is argued that the STEM field has its own unique norms for interactions and ways of determining professional competence as it is a highly specialized professional sector. Thus, many within the sector assess that the field focuses mainly on merit and excellence rather than on the individual’s social identity.  If STEM can prove to be an institution that has a more egalitarian, inclusive environment, then finding problems in the field can not only be used to establish a deeper understanding of who is economically marginalized in STEM, but it can be used to expose inefficiencies within the sector. Besides, if meritocracy is the main point of focus in institutions, then it will be much ‘easier to overlook the subconscious operations of bias’.^[6]

Furthermore, it is assumed that the STEM fields are objective, universal and as such, inclusive, but there is evidence to support that LGBTIQ STEM professionals may face barriers.^[7] Some research into the academic experiences of LGBTIQ university faculty members, for example, found that those in STEM departments were more likely to report harassment and social isolation than those in other disciplines. Furthermore, the research on STEM education has uncovered patterns of discrimination and harassment LGBTIQ students have experienced that could also be observed in the STEM workplace. The result of fear of discrimination has led to the unwillingness of most LGBTIQ in the workplace to include their sexual orientation or gender identity,^[8]while a number of young LGBTIQ individuals tend to avoid pursuing a career in STEM due to fear of discrimination.^[9] Further, a report discovered that more than 20% of LGBT+ people working in science had faced discrimination and thought about leaving their jobs even though there was evidence of most workplaces implementing policies to protect and support LGBTIQ workers in the UK.^[10] These results establish LGBTIQ status as a clear source of inequality in STEM and call for future investigations into the factors influencing such outcomes. Diversity initiatives need to be expanded to ensure that the LGBTIQ community is well included and not forgotten.

REFERENCES:

Ellen Pao, ‘Ellen Pao on how to make tech more diverse- BBC Worklife’ BBC (12th April 2019)

LGBTQ workplace issues: Why the majority of LGBTQ workers still hide their identity at work (3rd February 2021)

Unsay. J. D, ‘LGBTQ+ in STEM: Visibility and Beyond’ (2020) A European Journal

Karel F, ‘Working life experiences of LGBT people and initiatives to tackle discrimination’ May 2016 access at <Working life experiences of LGBT people and initiatives to tackle (europa.eu)>

Rachael Goodman and Sarah Kaplan, ‘The Mantra of Meritocracy’ (2018) Stanford Social Innovation Review access at <https://ssir.org/articles/entry/the_mantra_of_meritocracy>

WEBSITES:

report_list_of_actions_2015-19.pdf (europa.eu)

lgbtiq_strategy_2020-2025_en.pdf (europa.eu)

https://everfi.com/blog/workplace-training/lgbt-workplace-issues-hide-their-identity/

https://www.computerweekly.com/news/252443858/Almost-30-of-LGBT-young-people-chose-to-swerve-a-Stem-career

[1] report_list_of_actions_2015-19.pdf (europa.eu)

[2] i.e The proposed Equal Treatment Directive

[3]European Commission, lgbtiq_strategy_2020-2025_en.pdf (europa.eu)

[4] LGBTQ workplace issues: Why the majority of LGBTQ workers still hide their identity at work (3rd February 2021)

[5]Fric Karel, ‘Working life experiences of LGBT people and initiatives to tackle discrimination’ May 2016 access at <Working life experiences of LGBT people and initiatives to tackle (europa.eu)>

[6] Rachael Goodman and Sarah Kaplan, ‘The Mantra of Meritocracy’ (2018) Stanford Social Innovation Review access at <https://ssir.org/articles/entry/the_mantra_of_meritocracy>

[7]Dr. Joseph D. Unsay, ‘LGBTQ+ in STEM: Visibility and Beyond’ (2020) A European Journal

[8]Ellen Pao, ‘Ellen Pao on how to make tech more diverse- BBC Worklife’ BBC (12th April 2019)

[9]Clare Mcdonald, ‘Almost 30% of LGBT+ young people choose to avoid a STEM career’ComputerWeekly.com (28th June 2018)

[10] Shivani Dave, ‘LGBT+ scientists affected by discrimination’ BBC News (5 July 2019)