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In the present study, fourteen science and engineering faculty members who identified as lesbian or gay at two research universities described the workplace climate for lesbian, gay, bisexual, and transgender (LGBT) faculty, the role pressures and choices they face, and the effects of the climate on their work performance and careers. While some faculty describe overt hostility toward them, invisibility, interpersonal discomfort, and pressure to "cover" their sexuality are much more pervasive, as is a felt obligation to be supportive to LGBT students and junior colleagues. Based on our analyses of the interview data, we propose a model of the career consequences of the academic work environment for sexual minority faculty in science and engineering. We conclude by recommending specific future research and suggesting institutional actions that can be taken to make campus climates more affirming for LGBT faculty in science and engineering, and other disciplines.
Keywords: LGBT faculty in science and engineering / lesbian or gay faculty / academic climate / climate for LGBT faculty
Despite increased attention to the academic climate for faculty members (Bilimoria, Joy, and Liang 2008; Settles et al. 2006; Settles et al. 2007; Stewart, Malley, and LaVaque-Manty 2007), the everyday experiences and career consequences of the climate for sexual minority faculty members in science and engineering (S&E) remain understudied. In the present study, S&E faculty members who identified as lesbian or gay1 described their perceptions of the workplace climate for lesbian, gay, bisexual, and transgender (LGBT) faculty at two research universities, the role pressures and choices they face, and the effects of the climate on their work performance and careers. In the present paper, we propose a model of the career consequences of the academic work environment for LGBT faculty in S&E that can be tested with future research, and conclude by suggesting institutional actions to transform the academic climate for LGBT faculty in S&E and other disciplines.
A relatively extensive body of knowledge has demonstrated the impact of the workplace climate on nonacademic employees' performance and satisfaction (Carr et al. 2003; Donovan, Drasgow and Munson 1998; Johnson and McIntye 1998). Researchers have shown that a variety of indicators of a chilly or hostile climate affect the performance and morale of gay and lesbian workers (see, Badgett et...