Creating an Inclusive Research Lab: Building a Lab Culture That Prioritizes EDIA

As a critical disability studies scholar, and as a first-generation queer scholar of color with disabilities, equity, diversity, inclusion, and accessibility (EDIA) are not just buzzwords for me—they are central to the way I approach both my research and the academic environments I help create. My experiences have shown me firsthand how essential it is to build spaces that are accessible, inclusive, and just, especially in academic settings that can often be exclusionary or hierarchical.

I strive to bring the principles of disability justice into my academic career, ensuring that my lab is a space where diverse voices are uplifted and all members feel empowered to contribute fully. Disability justice, in particular, emphasizes intersectionality and recognizes that true inclusion requires centering the voices and experiences of those most marginalized. These values shape how I recruit, mentor, and collaborate with others in my research.

Creating a research lab culture that prioritizes EDIA means recognizing and addressing the power dynamics that often exist in academia and actively working to dismantle them. It requires us to cultivate an environment where everyone, regardless of their background, identity, or ability, can thrive and bring their full selves to the research process. Here’s how I’ve worked to build an inclusive lab culture—and how you can too:

1.     Diverse Representation Starts at Recruitment

Prioritizing EDIA begins before anyone even joins your lab. Start by rethinking your recruitment process. When advertising positions—whether for research assistants, postdocs, or collaborators—ensure that your language is inclusive and that your call for applications reaches a wide range of communities. Use networks, platforms, and channels that cater to underrepresented groups in academia. This helps ensure a more diverse pool of candidates, allowing for varied voices and experiences to enter your lab environment.

2.     Create an Open and Safe Environment

Once new members join your team, it’s crucial to create an environment where everyone feels comfortable voicing their opinions, sharing ideas, and contributing to discussions. An inclusive lab culture encourages open dialogue, where individuals from diverse backgrounds feel safe and respected. You can foster this by setting clear guidelines about respect, equity, and anti-discrimination, and making sure that these values are upheld during team meetings, research collaborations, and everyday interactions.

3.     Embed EDIA Into the Research Process

EDIA isn’t just about who’s in your lab—it’s about how you approach the research process itself. Encourage your team to consider how diverse perspectives can enhance the questions you’re asking, the methods you’re using, and the communities you’re engaging with. Incorporating an EDIA framework in your research design ensures that the work being done reflects a broader range of experiences and is more impactful in addressing real-world issues.

4.     Regularly Reflect and Reevaluate Your Lab’s Practices

Building an inclusive lab culture is an ongoing process, not a one-time task. Make space for regular reflection as a team. What are we doing well? Where can we improve? Conduct anonymous feedback surveys or hold open forums to allow lab members to express their thoughts on the current climate and any areas that need change. This practice shows that EDIA isn’t a static goal, but an evolving commitment to improvement and growth.

5.     Mentorship Matters

Ensure that mentorship in your lab is inclusive and mindful of the diverse needs of your team. Create opportunities for underrepresented scholars to receive tailored mentorship, giving them the tools and confidence they need to succeed. Whether it’s supporting their professional development, advocating for their research, or helping them navigate the academic landscape, inclusive mentorship is a key part of EDIA in any research environment.

6.     Accountability and Action

Lastly, it’s not enough to simply talk about EDIA—you need to be accountable. Set measurable goals for your lab related to diversity and inclusion, and take concrete steps to achieve them. Whether it’s increasing diversity in authorship on publications, ensuring equitable opportunities for conference presentations, or creating scholarships and funding for underrepresented students, your lab’s commitment to EDIA should translate into visible actions.

Final Thoughts:

Fostering a lab culture rooted in equity, diversity, inclusion, and accessibility not only enhances the quality of our research but also creates spaces where scholars from all backgrounds can flourish. As we commit to these principles, we are not just conducting research—we are building a more just and inclusive academic community.