History of LGBT people in science
Magnus Hirschfeld, a German physician and sexologist, was one of the first advocates for homosexual and transgender rights. Hirschfeld was most well known for his sexual theories and for activism. [4] In 1897 Hirschfeld created the first sexual rights organization, the Scientific Humanitarian Community, which aimed to explore and defend the rights of homosexuals. As one of the first advocates for homosexual rights, Hirschfeld faced a great amount of backlash from newspapers claiming, for example, that "abnormal propensities" should be distanced from "mainstream medicine". [5] Hirschfeld was attacked by Nazis for being gay and Jewish, and he was beaten, sacked, and had his books burned. He was eventually forced into exile in France.
John Maynard Keynes, an English economist, changed the ideology and practice of macroeconomics, and his ideas formed the school of thought known as Keynesian economics. Keynes's romantic relationships early in his life were only with other men. [6] He had many sexual encounters with other men and he was open about these affairs. Several communities, in which Keynes was involved with, such as the Bloomsbury Group, and the Cambridge Apostles were accepting towards Keynes's homosexuality. People who opposed Keynes's ideas used his sexuality to attack his work. [7] In Keynes's later years he began to pursue affairs with women. In 1925, Keynes married well-known Russian ballerina, Lydia Lopokova.
Writer, physician, tubercular radiologist, and transsexual Alan L. Hart made great strides in tuberculosis detection after earning his master's degree in radiology from the University of Pennsylvania in 1928. [8] Hart sought psychiatric help from his professor, J. Allen Gilbert, for his "abnormal" attraction to women previous to his transition. The treatment of Hart was documented in the case study "Homosexuality and Its Treatment" in 1920. Hart requested a full hysterectomy, claiming he felt that he deserved to be sterilized for his "abnormal inversions". [8]
Alan Turing was a mathematician, computer scientist, logician, cryptanalyst, philosopher, and theoretical biologist. A key figure in twentieth-century science, Turing led a group of cryptanalysts during World War II that successfully cracked the German Enigma machine, an achievement that significantly contributed to the Allied victory. His work not only helped shorten the war but also laid the foundation for modern computing and artificial intelligence. [9]
Despite his monumental contributions, Turing faced persecution due to his sexuality. In 1952, Turing was charged with "gross indecency" when his homosexuality was revealed—an offense under British law at the time. Rather than face imprisonment, Turing accepted hormone therapy, a form of chemical castration, which severely impacted his health and well-being. Two years later, in 1954, Turing died from cyanide poisoning, widely believed to be suicide. Much of his wartime work remained classified under the Official Secrets Act, and his scientific achievements were largely overshadowed by his prosecution during his lifetime.
At the height of the Lavender Scare, astronomer Frank Kameny was fired by the US Army Map Service in 1957, shortly after his PhD from Harvard University. In 1958, he was barred from future employment in the federal government. Subsequently, radicalized, he became "one of the most significant figures" in the American gay rights movement. [10] According to chemist Abhik Ghosh, the legendary porphyrin chemist Martin Gouterman, [11] only a few years Kameny's junior, managed to escape similar persecution and was able to pursue a successful scientific career at the University of Washington.
Computer scientist Lynn Conway worked at IBM and invented a method for issuing multiple out-of-order instructions per machine cycle. She was also a pioneer of microchip design with many high-tech companies today using her work as the foundations for their technology. [12] Conway suffered from gender dysphoria and underwent a gender transition in 1968. After Conway revealed her intent to transition to IBM, she was fired. After her transition, Conway kept her transition a secret with only a few close friends who knew. In 2000 when her story went public, she began to work in transgender activism to advocate for more transgender rights and transgender equality. [13]
George Washington Carver was an agricultural scientist who developed several plant-based products and promoted the start of peanut farming. Although Carver did not make any comments on his sexuality a previous partner suggested that he was bisexual, and it is known that he lived the remainder of his life with Curtis Austin Jr.
Sara Josephine Baker was a physician known by the name Doctor Jo who developed many programs for disease prevention. She created the Federal Children's Bureau which significantly contributed to the improvement of hygiene. As a leader in public health Baker is known for tracking down and quarantining Mary Mallon aka "Typhoid Mary", helping prevent the further spread of the typhoid fever.
Baker was also an early advocate for women's leadership in medicine and was one of the firts women to make significant strides in the field. She focused on the link between poverty and poor health, working to provide universal access to medical care. An openly gay woman, Baker lived with author Ida Alexa Ross Wiley for the later part of their lives. Despite the challenges she faced, her hard work saved countless lives and left a lasting legacy in public health. [14]
Sally Ride was an astrophysicist known for being the first American woman in space. She developed a foundation in her name dedicated to improving science education, particularly for young girls. After she died, it was announced that she and Tam O'Shaughnessy, who she had lived with for 27 years, were partners. This made Ride the first LGBT astronaut as well. [15]
Ben Barres a neurobiologist, was one of the first openly transgender scientists and the first to be inducted into the prestigious US National Academy of Sciences. He was a passionate advocate for trans and women's rights, challenging the systemic injustices within both science and academia. Barres made significant contributions to our understanding of the brain, particularly through his research on glial cells. His life and experiences are further explored in his autobiography, The Autobiography of a Transgender Scientist. [16]
Lauren Esposito is a pioneering figure in the LGBTQ+ community and a champion for diversity in STEM. As the only woman scorpion expert in the world, Esposito has made groundbreaking contributions to the field of arachnology while advocating for queer visibility in science. Coming from a family deeply rooted in STEM, she followed her passion for biology but faced significant challenges as an openly queer individual navigating academia. Esposito's experience with gendered harassment and microaggressions fueled her commitment to creating a more inclusive space for LGBTQ+ scientists. In 2018, she founded the initiative 500 Queer Scientists , a global visibility campaign to highlight the stories of LGBTQ+ professionals in STEM. With over 1,500 stories shared, Esposito continues to inspire others by fostering a supportive, connected community for queer scientists worldwide. [17]
Ruth Gates was a marine biologist and a passionate advocate for coral reef conservation. As the Director of the Hawaiʻi Institute of Marine Biology, she dedicated her career to studying coral-algal symbiosis and developing strategies to help corals adapt to climate change. A proud member of the LGBTQ+ community, Gates married her wife Robin in 2018, just months before her passing. Known for her groundbreaking research on heat-resistant corals, Gates aimed to safeguard coral reefs from the devastating effects of ocean warming and acidification.
Beyond her scientific achievements, Gates was deeply committed to public outreach, using documentaries like Chasing Coral to raise awareness about the urgent need for climate action. Her legacy continues through her lab, the Coral Resilience Lab, and through initiatives like the Ruth Gates Coral Restoration Innovation Grant, ensuring her mission to protect coral ecosystems lives on. Dr. Gates' work not only transformed reef studies but also inspired others to believe in the possibility of changing the narrative around climate change, making her an influential figure for both the scientific and LGBTQ+ communities. [18] [19]
Richard Summerbell is a leading figure in mycology, recognized globally for his research on fungi and their impact on human and environmental health. As a prolific scientist with over 150 peer reviewed publications, Summerbell's work has significantly advanced our understanding of fungi, from their role in forest ecosystems to their involvement in human infections. Beyond his contributions to science, Summerbell was a prominent advocate for the LGBTQ+ community, actively participating in the liberation movement in the 70s and 80s. He co-hosted the Canadian show Coming Out, helping to challenge stigmas surrounding AIDS, sexuality, and religion. His activism combined with his groundbreaking work in fungal biodiversity and public health, makes him a key figure in scientific advancements as well as LGBTQ+ visibility. [20] [21]
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. [22] 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. [23]
Studies have shown that many LGBT faculty and researchers are not out in their departments, and coming out may negatively affect retention. [24] 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. [25] [26] [27] A 2021 study identified various inequalities for LGBT people in science. [28]
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. [29] 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. [30]
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. [31] 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. [32] [33]
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. [34] 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. [35]
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 [36] . 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. [37] 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. [38] 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.
Breaking the barriers of the glass closet is both an ethical imperative and a strategic necessity. People like Rochelle Diamond, Ben Barres, Chanda Prescod-Weinstein, Dean Hamer, and Joan Roughgarden exemplify the resilience and brilliance that LGBTQ+ professionals bring to their fields. By creating inclusive environments that value authenticity and diversity, workplaces can unlock the full potential of their teams, driving progress and innovation across many different fields.
Corporate Policies & Inclusion Efforts
Corporate policies aimed at promoting LGBTQ+ inclusion have become important for diversity, equity, and innovation in the modern workplace. Achieving true inclusion requires more than surface-level commitments; it involves embedding equity into policies, practices, and cultural norms. [55]
The Value of Inclusive Corporate Policies
Inclusive policies serve as both a moral imperative and a strategic advantage. Research consistently demonstrates that diverse workplaces outperform less inclusive ones by fostering creativity, improving problem-solving, and enhancing employee satisfaction. The 2021 Corporate Equality Index by the Human Rights Campaign illustrates that workplaces supportive of LGBTQ+ employees experience higher productivity, retention, and employee engagement. [56] Despite this, LGBTQ+ employees in many parts of the U.S. remain vulnerable due to inconsistent federal protections, necessitating proactive efforts by individual companies. [57]
Examples of Inclusive Practices
Several key practices exemplify the commitment to inclusion, from equitable benefits to creating safe spaces for gender expression.
Gender-neutral bathrooms, for instance, offer essential dignity and inclusivity for nonbinary and transgender employees. By removing binary constraints, these facilities help mitigate daily stressors for gender-diverse employees. [58]
Similarly, respecting preferred pronouns is another cornerstone of an inclusive workplace. The recognition of self-identified names and pronouns fosters a culture of respect and reduces microaggressions. Inclusive dress codes further empower employees by eliminating outdated gender norms and allowing for authentic self-expression. [59]
Equitable leave policies are particularly vital for LGBTQ+ families, who have historically been excluded from benefits such as parental leave and family health insurance. [60]
Industry Examples in LGBTQ+ Inclusion
Companies that expand the language of their policies to include all family structures demonstrate a commitment to true equity. Finally, robust anti-discrimination policies provide a foundational safeguard, ensuring that all employees feel safe, valued, and respected.
Apple is a leader in promoting diversity, with initiatives such as Pride@Apple, a resource group for LGBTQ+ employees. Apple's workforce reflects significant representation from underrepresented communities, and its openly gay CEO, Tim Cook, serves as a visible advocate for equity. [61]
AT&T, a pioneer in LGBTQ+ inclusion, was among the first companies to implement anti-discrimination policies based on sexual orientation. Its LGBTQ+ employee network, League at AT&T, has been a model for workplace resource groups since its founding in 1987. The company also actively supports LGBTQ+ visibility through sponsorships like the LOVELOUD music festival. [62]
Google demonstrates its commitment through extensive philanthropic efforts, such as donating millions to LGBTQ+ organizations and initiatives like OutRight Action International. The company's platform amplifies LGBTQ+ visibility through features such as LGBTQ-friendly business attributes and Pride-themed doodles. [63]
IBM has a longstanding history of inclusion, offering domestic partner benefits since 1996 and collaborating with organizations like Out & Equal to advance workplace equity. The company's leadership on legislative issues, including personal appeals to Congress for the Equality Act, underscores its dedication to systemic change. [64]
Salesforce similarly prioritizes LGBTQ+ inclusion through equality groups such as Outforce and targeted diversity recruiting initiatives. In 2021, the company launched gender-inclusive benefits, including support for transgender employees and their families, during Transgender Awareness Week. [65]
PayPal has taken bold stances against discriminatory policies, such as withdrawing plans for a headquarters in North Carolina after the state passed anti-LGBTQ+ legislation. Its partnerships with organizations like Out in Tech demonstrate a broader commitment to advocacy and digital equity. [66]
Pinterest stands out for publishing its own gender transition guide and earning top scores in the Human Rights Campaign's Corporate Equality Index. The company provides resources and benefits aligned with the World Professional Association for Transgender Health, reinforcing its dedication to inclusivity. [67]
Broader Impact
Corporate efforts to support LGBTQ+ employees extend beyond internal policies. By leveraging their platforms, these companies influence societal norms and advance broader conversations about equality. For example, public support for the Equality Act and partnerships with advocacy organizations amplify the fight for federal anti-discrimination protections. [68] Furthermore, initiatives like diversity resource groups provide critical networking and mentorship opportunities, enabling LGBTQ+ professionals to advance their careers. While significant progress has been made, challenges remain. Companies must continually evaluate and adapt their policies to address emerging needs and ensure all employees feel empowered. [69] The ongoing advocacy of industry leaders sets a promising precedent for workplaces of the future, where diversity and inclusion are integral to corporate success. [70] By adopting and expanding these practices, businesses can drive meaningful change for their employees, industries, and society at large.
