Creating Space in Science: LGBTQIA+ Voices on Belonging in Pharma

1 Listicle Despite the progress made in fostering inclusion across science, technology, engineering, mathematics and medicine (STEMM) fields, LGBTQIA+ scientists continue to face challenges that impact their careers and well-being. The pharmaceutical and life sciences industries are at a pivotal moment – one where embracing diversity is a necessity for advancing innovation, collaboration and human-centered research. As we mark Pride month, it’s essential to celebrate visibility and amplify the voices pushing for lasting change from within. Technology Networks spoke with Dr. Hazel X. Ang, a scientist and business development professional at the Institute of Molecular and Cell Biology within the Agency for Science, Technology and Research (A*STAR) in Singapore, Max Fisher, a senior research associate and award-winning disability and LGBTQIA+ advocate, and Dr. Tyler Brown, founder, chair and president of OUTbio San Diego, to reflect on their lived experiences in STEMM. All offer insights into how inclusion can be built into everyday lab culture, from normalizing pronoun sharing and celebrating diverse holidays to rethinking policy and representation. They also share personal journeys of resilience, discuss the need for structural accountability and offer practical advice to LGBTQIA+ scientists seeking to thrive authentically in their careers. What do you enjoy most about working in STEMM? Hazel X. Ang (HXA): I deeply value STEMM's collaborative nature – great ideas frequently emerge at the intersection of disciplines, and working with diverse colleagues brings fresh perspectives that challenge my thinking. Being immersed in a community of curious, driven individuals continuously inspires my growth. There's also profound satisfaction in knowing that even incremental contributions can ultimately advance our collective knowledge and push the boundaries of what's possible, no matter how small those steps might seem in the moment. Max Fisher (MF): I love that there is always an opportunity to learn something new, whether it’s just learning from a mistake you made or learning how to do something seriously cool. I love being able to experiment with things, and figure things out. My brain is happiest when it has something to chew on. I also love that I can still be an advocate for the things I’m passionate about and even combine that with STEMM as a Disability in STEMM activist. Tyler Brown (TB): I was initially drawn to STEMM by the chance to improve patients’ lives in meaningful ways. There’s something genuinely rewarding about turning innovative ideas and scientific discoveries into tangible outcomes, whether contributing to our broader understanding of the world or developing therapies that truly impact people’s lives. Above all, I deeply value the collaborative spirit of STEMM, the excitement of working in teams that build on each other’s insights, blend diverse perspectives and pioneer groundbreaking solutions. Being part of that collective effort at the forefront of cutting-edge science is incredibly motivating and fulfilling. Creating Space in Science: LGBTQIA+ Voices on Belonging in Pharma Anna MacDonald and Kate Robinson CREATING SPACE IN SCIENCE: LGBTQIA+ VOICES ON BELONGING IN PHARMA 2 Listicle Has your identity presented any challenges in your career? How have you overcome them? HXA: In the US and Sweden, legal protections and cultural openness created environments where I could more easily bring my whole self to work. Singapore's more conservative context has presented greater challenges, particularly as a non-binary person seeking pronoun recognition and representation. To navigate these differences, I've intentionally cultivated supportive professional networks and allies who value inclusivity while learning to advocate for myself in ways that are both authentic and strategic. Though I'm still discovering the balance between when to push for change and when to focus on creating space for others, I firmly believe that visibility matters – my presence and authenticity can help create pathways for others in STEMM who share similar identities. MF: There have been significant challenges along my journey. Initially, the administrative side of starting a new role was the most challenging. Many intake forms are digital and are not inclusive of nonbinary identities. I am genderqueer and I have an Mx title. I often use the word non-binary to describe myself too, depending on who I’m talking to. When these aren’t included, we have to choose something that’s inaccurate, and this doesn’t always match what other services have chosen for me. It can make it really hard to prove my identity sometimes, which is a barrier not only to work but finances, a pension and even medical care. I also have faced people who are resistant to my pronouns. I am fortunate that my stance as an advocate has given me the confidence to have these conversations in a productive and professional manner. I’ve even hosted a lunch and learn about gender to help people learn a little bit more, not just about my experience of gender but how gender is being studied in science. TB: I’ve been fortunate to work in supportive environments throughout my career, but as someone who grew up in Mississippi and identifies as LGBTQ+, there were times early on when I wasn’t sure how fully I could show up as myself without being judged or seen differently. I also didn’t always see others who reflected my experience, especially in the life sciences, which made it difficult to feel a true sense of belonging. Over time, I came to see my identity not as a challenge, but as a source of strength that shapes how I lead, from the welcoming, warm-hearted nature I carry as a true Mississippian to the resilience, empathy and perspective I bring as an out gay man. By embracing who I am, I’ve been able to find and create spaces where others feel empowered to do the same, whether through mentorship, building community or simply leading by example. What progress have you seen in LGBTQIA+ inclusion within STEMM and what areas still need improvement? HXA: I’ve observed some meaningful progress in LGBTQIA+ inclusion within STEMM fields over recent years, including increased visibility at international conferences and in prominent scientific journals. While celebrating these advances, major challenges persist, including minimal representation in leadership positions, particularly for transgender individuals. Despite some improvements in formal policies, the day-to-day culture in many labs and departments hasn't evolved at the same pace. Priorities for improvement include institutional accountability with measurable diversity goals, bias training for hiring committees and targeted mentorship programs specifically supporting LGBTQIA+ early-career scientists, and research funding directed towards understanding and addressing systemic barriers. MF: I’ve seen lots of scientists be more comfortable being out in the workplace and actively engaging with the STEMM community as queer people. I have been particularly moved by the “bring your whole self to work” ethos that has been increasingly brought into workplaces. CREATING SPACE IN SCIENCE: LGBTQIA+ VOICES ON BELONGING IN PHARMA 3 Listicle However, their whole selves need to be not only accepted but supported too. It’s not enough just to allow people to be LGBTQIA+ openly at work; they need to be kept safe from unconscious bias, conscious bias, discrimination and ignorance. TB: We’ve seen meaningful progress in LGBTQ+ inclusion within STEMM, particularly in industry. Many companies now support LGBTQ+ employee resource groups (ERGs), and diversity, equity and inclusion (DEI) is becoming more integrated into corporate strategy, board composition and workplace culture. However, the momentum is not consistent. In times of economic uncertainty or shifting priorities, DEI initiatives are often among the first to face cuts. Additionally, these efforts are frequently led by employees on a volunteer basis, which can lead to burnout, especially when the demands of day-to-day work begin to outweigh the capacity for extra, often unpaid, responsibilities. Some companies are leading by example. We’ve heard of organizations that offer compensation or formal recognition for employees contributing to DEI efforts, which sends a powerful message that inclusion is not just encouraged but valued. Still, many newer or smaller companies want to do more but aren’t sure where to start. They may not have built an ERG before, or they may lack the resources to support one effectively. That’s where OUTbio San Diego hopes to play a role. We aim to be a bridge, offering support where internal efforts may fall short or helping to reinforce and scale what’s already in motion. This year, we’re launching our first OUTbio San Diego ERG Leadership Summit, bringing together DEI leaders from across the life sciences and the local community to share best practices, strengthen networks and build collective resilience. Often, people simply don’t know where to go for resources or support. We want to be that touchstone, helping companies and individuals sustain this important work, especially during times like today when it’s most at risk. What small changes can labs/biotech companies make to improve inclusivity? HXA: Labs can improve inclusivity through several practical changes: normalizing pronoun sharing in introductions, email signatures, name badges and display names (e.g., on Zoom), designating gender-neutral restrooms and creating clear channels for reporting microaggressions. Leadership should visibly support LGBTQIA+ and other underrepresented groups by highlighting diverse role models, acknowledging cultural observances and ensuring equitable speaking opportunities in meetings. Using inclusive language (like “partner” instead of gendered terms) and avoiding assumptions about family structures demonstrates respect for diverse experiences. Labs, research or academic institutions, and corporate organizations should also review their benefits policies to ensure they accommodate various family arrangements, provide flexible work options to accommodate different needs and create mentoring opportunities specifically designed to support researchers from underrepresented groups. MF: When I started working in STEMM, one action that made me feel supported was when someone saw my pronouns in my email signature and added hers to her email signature. When only queer folks put their pronouns in their signatures, it can inadvertently out people, so we need allies to do this too! Things like acknowledging Pride Month or LGBTQIA+ History Month can be inclusive for everybody, especially when rainbow cupcakes are involved. This isn’t solely for LGBTQIA+ folks, either. Black History Month is essential to put on the calendar, as is Disability Pride Month, religious holidays from a wide range of faiths, and cultural holidays, too. Lean into what your team is asking for, as it’s important to them and will help them feel included. CREATING SPACE IN SCIENCE: LGBTQIA+ VOICES ON BELONGING IN PHARMA 4 Listicle TB: Start by listening with intention. Engage LGBTQ+ employees directly to understand their experiences, needs and ideas. Then create safe spaces, whether through ERGs, employee forums or informal gatherings, where people can connect, share and feel supported. From there, follow through with meaningful action. This could include offering inclusive healthcare benefits, ensuring that company policies reflect a broad definition of family and identity, and providing time and resources to support LGBTQ+ initiatives. Representation also matters. LGBTQ+ voices should be included at all levels, especially in leadership and on boards. Allyship is also critically important. Companies should foster a culture of active allyship, where nonLGBTQ+ employees are encouraged to listen, learn and speak up. When allyship is visible and sustained, it reinforces that inclusion is everyone’s responsibility and not just the work of LGBTQ+ employees. Inclusion should not only be written into policy but practiced in the day-to-day from how meetings are run to how success is recognized. Most importantly, hold leaders accountable. If you could give one piece of advice to young LGBTQIA+ researchers beginning their careers, what would it be? HXA: Don’t be afraid to take up space and claim it with purpose. Advocate for yourself unapologetically, pursue opportunities that ignite your passion and recognize that your very presence challenges outdated norms and creates pathways for those who will follow. The scientific community thrives when diverse voices are heard, and your voice matters. MF: Keep being you! Your queerness doesn’t have to interact with your career if you don’t want it to, but it definitely can. It’s also OK to report anything that makes you feel discriminated against, no matter how small. You’re not getting anyone in trouble; you’re just highlighting a gap in training. You don’t know what you don’t know, and that applies to HR, too. TB: Being LGBTQ+ is your superpower. It gives you a unique perspective on life, along with the kind of tenacity that comes from navigating the world with courage and authenticity. Science needs people who think differently, challenge assumptions and bring bold new ideas to the table. You already do that simply by being yourself in a world that may not always fully accept who you are. Don’t shrink to fit in. Instead, find spaces where you can thrive, build your community and let your identity fuel your creativity, resilience and leadership. Sponsored by About the authors: Anna is a senior science editor at Technology Networks. She holds a first-class honors degree in biological sciences from the University of East Anglia. Before joining Technology Networks, she helped organize scientific conferences. Kate is a science editor at Technology Networks. She graduated from Sheffield Hallam University with a bachelor's degree in biomedical sciences in 2020. About the interviewees: Hazel X. Ang, PhD, is a scientist and business development professional at the Institute of Molecular and Cell Biology within the Agency for Science, Technology and Research (A*STAR) in Singapore. They identify as gender non-binary, trans-masculine and queer. They completed a PhD in Pharmacology at Duke University, researching drug resistance in precision cancer therapies under an A*STAR National Science Scholarship. CREATING SPACE IN SCIENCE: LGBTQIA+ VOICES ON BELONGING IN PHARMA 5 Listicle Max Fisher is a multi-award-winning disability and LGBT activist who was recognized as the UK’s most influential disabled scientist in 2024. They talk extensively about intersectionality in the workplace and their experiences as a queer, DeafBlind and disabled person in STEMM. They currently work as a senior research associate, growing cells in flasks and talking to robots. Tyler Brown, PhD, is the founder, chair and president of OUTbio San Diego, a 501(c)(3) nonprofit empowering LGBTQ+ professionals in the life sciences through networking, education, advocacy and peer support. Tyler holds a PhD in Bioengineering from Harvard University and an MS in Biochemistry and Molecular Biology from the University of California, Santa Barbara.