Diversity, Equity & Inclusion (DEI) Statement

October 15, 2025

Diversity, Equity & Inclusion (DEI) Statement

Our Vision

To cultivate a publishing ecosystem where all researchers, regardless of gender, race, nationality, ethnicity, language, disability, career stage, or institutional affiliation, can contribute and thrive

To dismantle systemic barriers within scholarly communication and make research processes more equitable, transparent, and accessible.

To ensure that the content we publish reflects a rich variety of viewpoints, geographies, and contexts.

Core Commitments

  • Inclusive Editorial Leadership & Reviewer Diversity

We strive for editorial boards and reviewer pools that reflect global and disciplinary diversity. We actively seek underrepresented voices and monitor our demographic composition to guide improvements.

  • Equitable Access & Opportunity

We design policies and processes to reduce bias and disadvantage. This includes offering waivers, discounts, and support for authors from under-resourced regions or institutions

  • Fair, Transparent Processes

Decisions on submissions are made on merit, not pedigree. We implement measures such as masked review or “results-blind” evaluation where feasible to reduce unconscious bias.

  • Support & Development

We provide training, mentorship, and capacity building for authors, reviewers, and editors, especially those early in their careers or from historically marginalized groups.

  • Inclusive Content & Research Priorities

We encourage research that addresses underrepresented topics, populations, or regions. We reduce barriers to sharing work on equity, diversity, justice, and inclusion.

  • Accountability & Measurement

We publicly report diversity metrics (e.g. gender balance, geographic representation) for editorial leadership, authorship, and reviewer roles. We periodically evaluate whether our actions are producing meaningful change.

Why DEI Matters in Publishing

  • Strengthens quality and rigor by exposing ideas to critique from multiple vantage points
  • Fosters innovation through inclusion of nontraditional or underheard perspectives
  • Increases equity by leveling access to publishing opportunities globally
  • Builds trust in the scientific enterprise by making it more transparent, fair, and representative

Roles & Responsibilities

  • Leadership will endorse DEI goals, allocate resources, set accountability systems, and review progress regularly
  • Editors and Editorial Boards will adopt inclusive recruitment, oversee bias-mitigating practices, and monitor diversity in peer review
  • Reviewers will treat all submissions impartially, be aware of unconscious bias, and evaluate based on quality rather than reputation
  • Authors will consider diversity and equity in participant selection, framing of research questions, language use, and interpretation
  • Partners & Stakeholders (institutions, funders, societies) will support, collaborate, and hold us accountable

Best Practices & Voluntary Diversity Reporting

We actively promote best practices across our policies and workflows to advance diversity, equity, and inclusion. As part of this, we invite authors, reviewers, and editorial members to optionally disclose demographic data, such as gender identity, race, or ethnicity, through our submission and editorial systems. We draw on globally developed diversity schemas (endorsed by leading publishers) to ensure consistency and respect. This self-reported data helps us set goals, monitor progress, and take concrete steps to improve representation and fairness throughout our journal operations.

Editorial Team Diversity

Since our early years, we have actively engaged our editors in dialogue about the importance of balanced representation on editorial boards. We regularly evaluate how to support women, early-career scholars, and underrepresented groups in rising to editorial roles, and we seek feedback on what more we can do. We collaborate closely with our editorial teams to promote openness about the composition of boards and to hold ourselves accountable to our goals in diversity. Wherever possible, we publish geographical and demographic breakdowns of editorial membership, and we aspire to publicly commit to and track measurable objectives for more inclusive leadership in our journals.

Inclusive Name Change Policy

We recognize that a scholar’s name is deeply personal and may change over time for many reasons, including gender identity, safety, marriage, or personal preference. At Global Journals®, we support confidential and seamless name updates for authors whose names have been previously published. We enable retroactive name changes across our published records, without issuing public corrections, while preserving the continuity and integrity of the scholarly record. This approach protects authors’ privacy and dignity, and ensures that all their work remains correctly attributed.

Monitoring & Evolution

  • We will maintain transparent reporting: publishing annual summaries of our DEI data, trends, and strategic goals
  • We will benchmark ourselves against international best practices and peer publishers
  • We will update our policies, training, and practices as needs evolve and new challenges emerge
  • We welcome feedback, suggestions, or critiques to help us improve inclusivity continuously