Quantum Science Community: Addressing Diversity Needs after 100 Years of Progress
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Scientists are urgently addressing the critical lack of inclusivity within the rapidly expanding field of quantum science. Led by Tzula B. Propp (Leiden Institute of Physics Leiden University, DiviQ, and SPICE Science), Brandy Todd (SPICE Science), and Sara A. Metwalli (Quantum Software Lab, School of Informatics University of Edinburgh) , alongside Alina Helena S. Gallardo, Michael Dascal, and Denise Ruffner et al , this research highlights a persistent disparity in representation amongst women, LGBTQ+ individuals, BIPOC, and scientists from the Global South. Their comprehensive global survey reveals that marginalised scientists consistently face greater hardships, impacting retention and hindering the development of a truly thriving and competitive quantum ecosystem. This report doesn’t simply identify the problem, but offers vital policy suggestions, framing equity, diversity, and inclusion not as a matter of social responsibility, but as a strategic investment in talent and resilience. Marginalized quantum scientists are significantly more likely to consider leaving the field, with a mean score of 3.12 on a 5-point scale, compared to 2.05 for their non-marginalized counterparts , a statistically significant difference.
This research establishes that the current quantum ecosystem is failing to support and retain diverse talent, jeopardizing the long-term health and competitiveness of the field.
The team achieved a robust dataset through a community needs assessment, guided by ethical frameworks like the Declaration of Helsinki and the Belmont Report, ensuring a responsible and impactful investigation. The study reveals a substantial gap in perceived career opportunities, with marginalized scientists reporting a mean score of 3.54 on a 5-point scale, compared to 3.99 for non-marginalized scientists. This disparity highlights a systemic issue where talented individuals from underrepresented groups do not perceive the same level of opportunity for advancement and success within quantum science. DiviQ partnered with the Quantum Flagship EDI Working Group to translate research into evidence-driven action, leveraging their collective expertise. This work opens new avenues for fostering a more inclusive and resilient quantum ecosystem, emphasizing that investment in Equity, Diversity, and Inclusion (EDI) is not merely a matter of social justice, but a strategic imperative for talent retention and global competitiveness. Researchers at SPICE Science and We in Quantum Development (WiQD) contributed expertise in science identity formation and professional networking for minoritized scientists. The survey instrument comprised Likert-type items, measuring perceptions of workplace climate, equity, diversity, inclusion, bias, discrimination, and experiences of bullying or harassment. These items were carefully organised into thematic clusters, informed by existing EDI literature and consultation with the research team. Respondents also shared detailed, open-ended comments describing their experiences and offering recommendations for improving the quantum workforce environment, providing rich contextual data. Quantitative data underwent confirmatory factor analysis (CFA) to verify item coherence, confirming the intended measurement of underlying concepts. Group differences between marginalized and non-marginalized respondents were examined using independent-samples t-tests, focusing on measures of discrimination, bias, and bullying/harassment, aligning with the project’s objectives. Qualitative responses were subjected to thematic coding, allowing researchers to contextualize the quantitative results and identify recurring patterns. This initial data collection yields preliminary results, with planned future work including additional recruitment, instrument refinement, and more in-depth statistical modelling. Researchers note limitations including the convenience sampling method, reliance on English-language responses, and the absence of standardised workforce demographic baselines, acknowledging that observed t-values require replication with a more systematically sampled population. Despite these caveats, the consistency and magnitude of observed group differences, coupled with qualitative accounts, highlight significant concerns demanding both immediate action and further investigation. Marginalized quantum scientists report greater hardship in accessing Scientists conducting a large international survey have revealed significant disparities in the experiences of marginalized quantum scientists compared to their non-marginalized peers. The research, a collaboration between Diversity in Quantum (DiviQ) and the Quantum Flagship’s Equity, Diversity, and Inclusion Working Group, encompassed over 1000 participants ranging from students to senior specialists, providing a robust dataset for analysis.
Results demonstrate that marginalized scientists are experiencing hardships and challenges across all measured metrics at a demonstrably higher rate than their more privileged colleagues. Non-marginalized respondents reported a mean score of 2.05 on a 1-5 scale assessing consideration of leaving the quantum science field, while marginalized respondents scored a mean of 3.12 , a statistically significant difference. Very few non-marginalized scientists contemplated leaving the field, in stark contrast to over half of the marginalized scientists surveyed. This data underscores a critical retention issue within the quantum science community, highlighting the disproportionate burden faced by underrepresented groups. Further measurements confirmed a significant disparity in perceptions of career opportunities. Non-marginalized respondents indicated a mean score of 3.99 on a 5-point scale evaluating opportunity, whereas marginalized respondents reported a mean of 3.54, with a statistically significant difference. These findings suggest that marginalized scientists perceive fewer opportunities for advancement and success within the quantum field, potentially contributing to the higher rates of attrition observed. The study emphasizes that prioritizing equity, diversity, and inclusion (EDI) is not merely a matter of social responsibility, but a strategic investment in talent retention and resilience. Researchers recorded that a thriving, globally competitive quantum ecosystem depends on retaining diverse, talented scientists, and that addressing the challenges faced by marginalized groups is essential for achieving this goal. This work aligns with ethical frameworks like the Declaration of Helsinki and the Belmont Report, advocating for respect for persons and beneficence within the quantum workforce.
This research provides compelling evidence that fostering an inclusive environment is crucial for strengthening scientific integrity and global competitiveness. By valuing the unique contributions of all researchers, regardless of background, the quantum field can unlock its full potential and address critical challenges more effectively. The data clearly shows that a diverse workforce improves the field’s capacity to anticipate and mitigate problems, leading to safer systems and stronger innovation pipelines. Marginalized scientists face pervasive inequity and attrition, hindering Scientists have surveyed over 1000 members of the quantum science community, revealing significant disparities in experiences between marginalized and non-marginalized researchers. The primary findings demonstrate that marginalized scientists consistently report higher instances of bias, discrimination, bullying, and harassment across all measured metrics. This inequitable treatment is demonstrably impacting the retention of diverse talent within the field, hindering the development of a robust and globally competitive quantum ecosystem.
This research underscores that equity, diversity, and inclusion (EDI) initiatives are not merely ethical considerations, but crucial investments in talent retention and resilience. The consistency of these patterns, when compared with data from astronomy, solar science, and geophysics, suggests a systemic problem embedded within scientific cultures, rather than isolated incidents. The authors acknowledge that their data relies on self-identification of marginalized status, but emphasize the strength of the overall trends observed. Future work should focus on implementing and evaluating the proposed policy suggestions, including increased funding for diversity-focused hiring, mentorship programs, and support for caregiving and disability-related accommodations. The study calls for a fundamental shift towards responsible science, prioritizing respect, beneficence, and justice in all aspects of the quantum ecosystem. By addressing systemic inequities and fostering a more inclusive environment, the quantum community can unlock the full potential of its diverse workforce and accelerate scientific progress. Prioritizing these areas will not only improve the experiences of marginalized scientists but also strengthen the overall vitality and competitiveness of quantum research globally. 👉 More information 🗞 Meeting the Needs of the Global Quantum Science Community: A Call to Action 🧠 ArXiv: https://arxiv.org/abs/2601.14297 Tags: