Session J20: Invited Session: Sexual and Gender Diversity Issues in Physics

The State of Higher Education for STEM LGBTQQ Faculty/Staff

It has long been understood---an understanding that has been well supported by research-based evidence---that institutional ``climate'' has a profound effect on any academic community's ability to carry out its tripartite mission of teaching, research, and service (Bauer, 1996; Boyer, 1990; Peterson {\&} Spencer, 1990; Rankin, 1998; 2003; 2010; Rankin {\&} Reason, 2008; Tierney {\&} Dilley, 1996). With the acknowledgment that institutions differ in the level of attention and emphasis on issues campus climate, it is safe to say that a campus climate offering equitable learning opportunities for all students, academic freedom for all faculty, and fairness in employment for all staff and administrators is one of the primary responsibilities of institutions of higher education. The research also suggests that a challenging campus climate exists for LGBTQQ students, faculty and staff. Based on the literature, a challenging climate leads to decreased productivity, decreased sense of value to the community, decreased retention, and negatively influences educational outcomes (Settles, et al. 2006; Trower {\&} Chait (2002); Pascrell {\&} Terenzini, 2005; Whitt, Edison, Pascarella, Terenzini, {\&} Nora, 2001). Little is available in the literature on LGBTQQ faculty in the STEM fields. This program will engage participants in a review of the results of the 2010 project with regard to the experiences of LGBTQQ faculty and staff in the STEM fields.   

Shattering the Lavender Ceiling: Sexual Minorities in Physics

I will discuss some of the challenges experienced by sexual minorities in physics, from both a personal and broader perspective. I will also comment on the opportunities for the field to become more inclusive, supportive, and scientifically stronger by addressing these challenges.   

Why Awareness of LGBT issues in the Physics Community Makes Sense

A thriving innovation ecology requires diversity of perspective and knowledge. We want to attract and retain the best possible talent to Science and Engineering, particularly after expensive investments in training of faculty, postdoctoral fellows and students. Participants who bring their authentic identity to work are much more efficient, as it takes a lot of energy to stay in the closet. It is a concern that so few S{\&}E faculty are out of the closet -- we don't know the numbers and they are difficult to obtain. This makes it difficult for the younger generation of students to relate as they do not see sexual orientation as an obstacle. It is also important for LGBT people to be visible in order to benefit from workplace policies such as family leave and other benefits. There are some activities to promote a positive view of LGBT people in S{\&}E. The National Organization of Gay and Lesbian Scientists and Technical Professionals (NOGLSTP) has been in existence since 1983, and holds receptions and symposia at the AAAS meeting and other professional society meetings, as well as a symposium called ``Out to Innovate,'' next to be held October 13-14, 2012 at Ohio State University. The American Chemical Society started an LGBT subdivision of its Division of Professional Relations in 2010. Much more needs to be done to educate leaders so they can speak knowledgably about LGBT issues. Their ability to do so can affect their success in hiring and retaining top talent.   

Physics Climate as Experienced by LGBT+ Physicists

In 2009, Elena Long created the LGBT+ Physicists website (http://lgbtphysicists.x10hosting.com) as a warehouse for resources useful for sexual and gender minorities working in physics. This resource has grown to include networking resources, lists of LGBT-friendly universities and localities, recommendations for enacting positive change in physics communities, and out-reach to other STEM-oriented LGBT organizations. This has been possible in large part by the dynamic community of LGBT+ physicists and allies looking to make physics more welcoming towards our community. In 2011, Elena used hir position as Member at Large on the executive committee of the Forum of Graduate Student Affairs (FGSA) to conduct a climate survey that included, among other things, the first serious look at LGBT+ demographics in physics. The survey focused particularly on issues of language heard and harassment experienced by physicists and was broken down into categories based on race, physical and mental ability, gender, and sexuality. Furthermore, it examined the outcomes of experienced harassment and the reasons for when harassment was not reported. Due to the nature of the study, overlapping demographics, especially ``multiple minorities,'' were also explored. This talk will give a brief history of the LGBT+ Physicists resource as well as an overview of the FGSA study.