JL Weissman , Callie R Chappell, Bruno Francesco Rodrigues de Oliveira, Natalya Evans, Anna C Fagre, Desiree Forsythe, Steven A Frese, Rachel Gregor, Suzanne L Ishaq, Julie Johnston, Shayle B Matsuda, José Vargas-Muñiz, Nasa Sinnott-Armstrong

Queer and transgender scientists face documented systemic challenges across the sciences, and as a result have a higher attrition rate than their peers. Recent calls for change within microbiology have emphasized the importance of addressing barriers to the success and retention of queer and trans microbiologists to create a more inclusive, equitable, and just scientific establishment. Crucially, we note these calls come primarily from early career researchers; relatively few of us have passed through the gauntlet of the faculty job search, and this is a key stage for long term persistence in the field. Our lack of representation creates a self-reinforcing cycle in which queer and trans trainees do not see their needs considered in established processes and power structures. Moreover, this status quo has been historically and continues to be harmful; this disproportionately impacts those of us who have multiple marginalized identities. Here, we provide concrete guidance to search committees to support queer and trans candidates throughout the faculty selection process based on our personal experiences as early career scientists on the job market, largely in the microbial sciences.