SAFE Labs

BraemLabGhent_2026:

We aim to create an environment that welcomes (or even celebrates) our different backgrounds. Unfortunately, there is a racial, gender, and LGBTQIA+ bias in academia, and most certainly in cognitive neuroscience. Women and people of color tend to be underrepresented, as P.I.’s, but also as speakers, reviewers, or committee members (this can be a helpful database for finding women in our field: Women in Cognitive Science - Networking Hubs). Recent studies even suggest that these same underrepresented minoritized researchers are often cited less in cognitive neuroscience (e.g., The extent and drivers of gender imbalance in neuroscience reference lists; Racial and ethnic imbalance in neuroscience reference lists and intersections with gender). It is important for us to be aware of those biases (e.g., homophily), and to discuss them and act on them whenever and wherever we see room for improvement! This concerns biases both on a global level (e.g., citation practices), as well as on a local level. Our lab has a zero-tolerance policy for harassment or discrimination of any kind.

IRIBHMComputationalLabs_2026:

We are a multidisciplinary team of researchers with backgrounds in computer science, mathematics, biology and medicine. We value this diversity in thought, and furthermore we strive to create an environment that is diverse in cultural, socio-economic, gender and geographical backgrounds.

Accordingly, we strive for a psychologically safe environment, where differing points of view are valued. We look out for the mental health of our team and discourage toxic and discriminatory behavior. At onboarding, we review the institutional rules for parental leave and discuss any other needs. To facilitate these goals, we implement the SAFE handbook.

BoumendilLab_2026:

Equality, diversity and inclusion are values that are deeply ingrained in me. I commit to provide a safe environment to each and every lab member. This includes and is not restricted to 1. Education : I commit to participate in regular training on equality and diversity in the workplace in order to better understand the struggles and obstacles different people may face depending on their background. 2. Communication : on one hand, being open to hearing any difficulty you may face and on the other hand promoting equality and diversity principles within the group through regular discussions. 3. Adapting to special needs as much as possible 4. Supporting career development for every individual. 5. No tolerance of any kind of discrimination which will always be reported to higher instances. At the institute and institutional levels, although this is difficult to do, I commit to work towards the change of policies which have systematically excluded certain groups of people from research. For this aspect, I am currently an Equality officer at IGH.

BugeonLab_2025:

Our lab is committed to building a diverse and inclusive scientific community. We believe that groundbreaking science is driven by the creative energy that emerges from a mix of perspectives, backgrounds, and life experiences. To that end, I actively welcome and mentor researchers from all cultural, socioeconomic, gender, and geographical backgrounds. My goal is to foster a supportive and collaborative environment where every member feels valued, respected, and empowered to contribute their unique insights.

CNIDevoLab_2025:

Science is a collective and international endeavour, strengthened by the multiple backgrounds of those who contribute to it. In line with CNRS’s commitment to diversity and equal opportunities, we view diversity as a vital resource that enhances creativity and innovation. As a team co-lead by two scientists, a woman and a man, we aim particularly at providing an example for professional equality in science careers.

GalupaLab_2025:

I am committed to equality, diversity and inclusion principles; I am afraid though that diversity statements have been so used and abused that they might end up feeling hollow. Moreover, a diversity statement on its own has limited value unless we actively work to change the structures that have systematically excluded certain groups of people from research. This is hard to do at the level of an individual or even a research team, but you can count on my commitment to do our share. We want to build and develop a lab culture in which each lab member finds in the lab a safe, motivating and inspiring place where to work on their projects and on their career development. This includes, but is not limited to, reducing as much as possible (eliminating, ideally) the obstacles and struggles that different people might face due to their different needs and backgrounds. Please do not hesitate to bring them up with me; “communication” is one of the core values of our lab. I have been part of EDI groups in previous workplaces and I am currently one of the Equality correspondents at the CBI. You can find more relevant information in our Lab Guide’s mission and values. To this end, we strive to cultivate a psychologically safe and inclusive research environment, where everybody can feel enabled to express their talents. To support this, we recruit in accordance with CNRS’s equal opportunity policies, we discuss specific working arrangements and needs at onboarding (in accordance with institutional guidelines rules on holidays and different types of leave of absence), and we encourage lab members to share significant cultural events. International lab members receive support to navigate the settlement process.

OttLab_2025:

We believe that diversity is a resource to harness, and we strive to create a psychologically safe environment where disruptive points of view are valued.Thus, to foster a diverse and inclusive environment, we hire according to institutional affirmative action policies; we review the institutional rules for maternity and paternity leave when negotiating a contract; we discuss any cultural needs at onboarding, and we encourage lab members to share and mark on the lab calendar crucial cultural events and festivities; finally, we promote diversity in science by selecting journal club papers from a diversity of voices. We hope that these policies will encourage individuals from different cultural, socioeconomic, gender, and geographical backgrounds to join. Women and members of a minority group can contact Humboldt University’s women’s adviser for guidance and financial support regarding specific challenges in their careers.

ReinhardLab_2025:

We believe that diversity is a resource to harness, and we strive to create a psychologically safe environment where disruptive points of view are valued. Thus, to foster a diverse and inclusive environment; we discuss aspects of equity and inclusion; we discuss any cultural needs at onboarding, and encourage lab members to share crucial cultural events and festivities; and, we promote diversity in science by selecting journal club papers from a diversity of voices. To maximize everyone’s wellbeing and opportunities, we take steps and provide resources concerning work time flexibility, maternity/paternity, and cultural and financial needs. We hope that these policies will encourage individuals from different cultural, socioeconomic, gender, and geographical backgrounds to join.

RossiLab_2025:

I believe that diversity is a resource to harness; thus, I strive to create a psychologically safe environment where disruptive points of view are valued. To foster a diverse and inclusive environment, I review the institutional rules for maternity and paternity leave when negotiating a contract; I discuss any cultural needs at onboarding, and we encourage lab members to share and mark on the lab calendar crucial cultural events and festivities; finally, I promote diversity in science by selecting journal club papers from a diversity of voices. Through these policies, I aim to create a welcoming environment for individuals from different cultural, socioeconomic, gender, and geographical backgrounds.

MariottiLab_2025:

In our lab, we are deeply committed to creating an inclusive and diverse scientific environment. I firmly believe that meaningful scientific progress is fuelled by the exchange of ideas that come from individuals with varied backgrounds, experiences, and perspectives. I actively encourage and support participation from researchers of all cultural, socioeconomic, gender, and geographic identities. My aim is to nurture a lab culture where everyone feels respected, supported, and inspired to share their unique contributions, knowing their voices matter and their perspectives drive our collective success.

DonaLab_2025:

I believe that diversity in science fosters creativity by enabling the exchange of ideas shaped by different cultural backgrounds, life experiences, and perspectives across gender, socioeconomic status, and more. With the aim of creating a welcoming space for everyone, we take practical steps to support inclusion and well-being. These include discussing equity, inclusion, and any cultural needs during onboarding; encouraging lab members to share important cultural events and festivities; and providing flexibility around work hours, parental leave, and financial or cultural considerations. Since many institutional documents are in Italian, particular attention is given to ensuring that all essential information is translated into English, which is maintained as the official language of the lab.

INSIGHTLab_2026:

We encourage everyone to participate and are committed to building a community for all. Although we will fail at times, we seek to treat everyone both as fairly and equally as possible. Whenever a participant has made a mistake, we expect them to take responsibility for it. If someone has been harmed or offended, it is important to apologize to those affected by our mistakes. By listening carefully and respectfully, and doing our best to right the wrong, one is expected to learn from the experience.

Although this list cannot be exhaustive, we explicitly honor diversity in age, gender, gender identity or expression, culture, ethnicity, language, neurodiversity, national origin, profession, race, religion, sexual orientation, socioeconomic status, and technical ability. We will not tolerate discrimination based on any of the protected characteristics above, including participants with disabilities.

UraiLab_2026:

We believe that promoting diversity in those who do science (e.g., race, gender, class, sexuality, ability) is a necessary step towards achieving the rigorous and creative science that we want. We specifically encourage applications from groups that are currently underrepresented in the lab (as of 2025, this includes men).

To foster diversity and inclusion, I encourage discussing equity, inclusion, and any cultural needs during onboarding and review meetings; encouraging lab members to share important cultural events and festivities; and providing flexibility around work hours, parental leave, and financial or cultural considerations.

CoenLab_2025:

I believe diversity is a valuable resource, and I strive to create a psychologically safe environment where different points of view are welcomed. To foster diversity and inclusion, I hire in accordance with UCL’s Fair Recruitment policy, discuss cultural needs during onboarding, and encourage lab members to mark important cultural events on the lab calendar. I promote diversity in science by selecting journal club papers from varied voices and institutions. Through these policies, I aim to welcome individuals from diverse cultural, socioeconomic, gender, and geographical backgrounds to our group.

SuperLab_2026:

In this lab, we believe SCIENCE is real, BRAINS are cool, DIVERSITY fuels innovation, RESEARCH is global, LOVE is love, IMMIGRANTS are welcome, TRANS RIGHTS are human rights, FEMINISM is for everyone. Design adapted from Sammy Katta.

AeryJonesLab_2026:

Science goes beyond the bench. We will volunteer for outreach, especially to historically marginalized groups. We will contribute to justice, equity, diversity, and inclusion efforts.

We build bridges, not fences. We bring everyone into science. Our job is not to gatekeep people or their science from progressing. Our job is to see the best in every person and project and raise them up to their highest potential.

CarolinaAffectiveScienceLab_2026:

In our lab: We actively recruit and support the retention of all scientists. We recognize that doing research can take away time from other means of financial support and sponsor RA’s involvement in research through Federal Work Study, graduate students’ study via fellowships such as the National Science Foundation Graduate Research Fellowship or NIH F31 NRSA, and postdoc’s continued training through fellowships such as the National Science Foundation Postdoctoral Fellowship, NIH F32 NRSA, NIH F99/K00, or OSU President’s Postdoctoral Scholars Program. Please reach out to Dr. Lindquist if you would like to apply for one of these sources of support or if you have come across another that you are eligible for!

• We actively educate ourselves and update our practices to reflect the best practices for rigorous, replicable, transparent, and inclusive science and SAFE mentoring and training practices.

ChoryLab_2026:

Our lab, and Duke University at large, follows the university policies on equal opportunity and nondiscrimination, and we take them seriously. Everyone here is entitled to the same respect and the same opportunities. We’re committed to ensuring everyone can succeed in their pursuit of the advancement of biomedical knowledge. Here’s how we’re putting that into practice:

• Holistic Recruitment and Retention: We evaluate prospective lab members on the whole picture (Young et al., 2021) of their experiences, drive, and potential. As a mentor, Dr. Chory strives to support and promote trainees at all levels based on their promise and enthusiasm.
• Access to Mentorship and Resources: We’re committed to providing equal access to mentorship, resources, and opportunities for all lab members, regardless of their background or prior experiences. Good mentorship is often the difference between a student who finishes and one who does not, and we take that seriously for everyone in the group.
• Open Environment and Dialogue: We’re striving to create an environment where everyone feels welcome and can openly discuss their experiences and challenges. As such, Dr. Chory will be setting up regular check-ins and one-on-one meetings to stay connected.

GlobalCommunityWellnessLab_2026:

This lab is committed to an environment that is supportive, educational, and empowering for everyone. Thus, this lab is committed to diversity, inclusion, and equity for everyone regardless of group membership. This means the lab actively does the following (but this is a non-exhaustive list):

• Jordan seeks out ongoing education on how to work with students who belong to traditionally underrepresented groups in clinical psychology. He welcomes feedback from students, but he does not expect them to teach him how to teach them.
• Jordan is committed to the ideas of cultural humility, and he will talk about this in lab quite a bit.
• Jordan will seek out funding for students and scholars from traditionally underrepresented backgrounds in the lab’s research.
• We prioritize open, rigorous scientific methods, and communicating these results to those we partner with.
• We seek to provide a culture of mutual support.
• We commit to standing in solidarity with each other when we see discrimination and inappropriate behavior.

HarmsLab_2026:

I will encourage my students to participate in efforts to promote equity and inclusion in the sciences. This includes, but is not limited to, encouraging them to join UO organizations such as UOWGS and CMIS; supporting their participation in Departmental committees like CBGReAT and the Diversity, Equity, and Inclusion Committee; funding travel to meetings and workshops devoted to improved equity and inclusion (e.g. SACNAS, GRC Power Hour); and inviting students to participate in outreach activities such as Skype a Scientist and SPICE.

• I will make continuing education about racial and other inequities a priority. We will do so through a quarterly lab meeting devoted to equity and inclusion. I will also continue to educate myself. (Two excellent sets of resources are here and here.)
• I will continue my efforts to recruit excellent, diverse undergraduate and graduate students in my lab.
• I commit to promoting a culture of inclusivity in the lab. This involves communicating that inclusivity is a priority, keeping my door open for conversation, and being willing to accept feedback and criticism from lab members in this area. This means being intentional about seeking out input and ideas from lab members.
• I commit to keeping my door open, listening, and to being an ally/advocate.

MsEELab_2026:

Diverse communities are better equipped to adapt to change and solve unexpected challenges, in biology as in science, business, and human societies at large. MsEE Lab encourages diversity and understands that its resilience as a community depends on its diversity. By increasing the breadth of our experience pool, we increase the breadth of problems we are aware of, questions we can tackle, solutions we can develop, and people we can communicate with.

PinskyLab_2026:

To specifically amplify the work of researchers from underrepresented groups, we’ve committed to - Discussing an article about systemic barriers or racism at least twice a year during lab meetings. Everyone is encouraged to lead a discussion - Engaging in a lab discussion regarding systemic problems within the field of ecology and evolutionary biology or within graduate school (i.e., decolonizing conservation, systemic barriers and racism within the field of ecology, history of racism against BIPOC communities in genomics) - Prioritize the citation of underrepresented authors in our writings - Attend talks by underrepresented scientists at conferences and share the names of the speakers you enjoyed to use as inspiration for future seminar invitations and paper discussions - Acknowledge our occupation of land that is the unceded territory of the Awaswas-speaking Uypi Tribe. - We will have biannual lab meetings to discuss our progress and future work in Diversity, Equity, Inclusion & Belonging

POISLab_2026:

The POIS lab takes the stance that diversity, inclusion, and anti-oppression are axiomatically important and lab members are expected to demonstrate their commitment to these values through their language and behaviors. Thus, we are committed to:

• Respecting others and all aspects of their identity by being mindful of our language, implicit assumptions, and actions.
• Speaking up in response to discriminatory, inappropriate, offensive, or otherwise disparaging statements if doing so does not cause you harm (e.g., due to power differences, emotional burden). Sometimes, self-protection is necessary, and that’s OK. Speaking up does not always equate to confronting; it may entail asking the speaker to clarify their statement or speaking with them separately. Do this in a way that works for you, but doing nothing is taking a stance, and that’s not the side we want to be on if we care about human welfare.