About the Project

One of only eleven EPSRC funded projects under the Inclusion Matters initiative, STEM Equals is a four year research and impact project focused on creating more inclusive STEM communities for women and LGBT+ people in both academia and in industry. Through an intersectional lens, the project will examine working cultures within higher education and industry; undertake research to understand specfic challenges and develop new initiatives; develop a joint equality learning experience with key industry-university research partners; reach out to other University and strategic industry partners to share best practices. The project is funded by EPSRC with matched funding from the University of Strathclyde. The proect industry partner is BAM Nuttall Ltd.

Inclusion and Diversity in STEM. Why it Matters

Exclusion and discrimination of underrepresented groups within STEM disciplines is a well documented problem. Research suggests that women, LGBT+, or ethnic minority academics in STEM face systemic inequalities, ostile working cultures, biases, and ostacles for a successful career. Figures below show the extent of the problem, and why action is needed to remove unjust barriers. Creating more inclusive STEM communities is not only right, but also a necessary condition to create thriving, innovative and succesful research. 

STEM Equals. Some data on women and LGBT+ in STEM

STEM Equals: Research, Actions and Initiatives

The STEM Equals Project will build on recent successful initiatives and is fully complementary to the University of Strathclyde's current activities and future aspirations in Equality and Diversity.

STEM Equals' actions in brief

By employing mixed-methods and through an intersectional lens, STEM Equals' objectives include:

Identify: Specific challenges/issues women and LGBT staff and PhD students in STEM face; Best practices around fair/equitable hiring/promotion processes in STEM; Best practices around support for and inclusion of women and LGBT staff and PhD students in STEM; Best practices around fair/equitable working policies and practices that impact women and LGBT staff and PhD students in STEM.

Inform improvements to: Hiring and promotion policies and processes; Policies and practices that impact working cultures/STEM communities; Working policies and practices that impact women and LGBT staff and PhD students in STEM.

Evidence policies, practices, and initiatives that enable: More inclusive working cultures/STEM communities to build better belonging for women and LGBT staff and PhD students; Increasing numbers of women PIs on submitted research grants; Retention of women and LGBT talent in STEM; Support for diversity in STEM.