The Next Decade of Discovery in Solar and Space Physics Exploring and Safeguarding Humanity's Home in Space (2025) / Chapter Skim
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Appendix F: Report of the Panel on the State of the Profession: A Vision for a People-Centered Solar and Space Physics (Heliophysics) Community
Pages 583-632

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From page 583...
... The panel focused on efforts that are directly applicable to and actionable within the solar and space physics community. Many broader issues, though also applicable to solar and space physics, have been raised in other recent decadal surveys (such as the decadal surveys on planetary science and astrobiology [NASEM 2022c]
From page 584...
... . This panel report presents 14 identified barriers for the advancement of a healthy and sustainable solar and space physics community in the next decade and 29 actionable suggestions, of which 13 are considered high impact, divided into the following three categories: • Short term: 7 actions that can be taken immediately; • Medium term: 21 actions expected to be in place before the next midterm assessment; and • Long term: 1 action expected to be in place by the next decadal survey.
From page 585...
... The recognition that the discoveries, missions, facilities, training, and education within the solar and space physics community are made, designed, and accomplished by people is the reason this 2024–2033 solar and space physics decadal survey explicitly included this Panel on the State of the Profession. Understanding the human element is essential for creating and fostering a healthy community that can attract and retain talent, provide opportunities for individuals and institutions to thrive, answer fundamental scientific questions, and meet urgent societal needs.
From page 586...
... . As shown in the next section, though, there are indications of small improvements in gender representation in solar and space physics since the 2013 decadal survey (NRC 2013)
From page 587...
... communities -- and national laboratories have begun efforts to compile these data and conduct the needed surveys, but there has not been an effort to accomplish this specifically for the solar and space physics community since the 2013 decadal survey. The most complete demographic data and preliminary culture survey data of the broad solar and space physics community, which grew out of the 2013 decadal survey, are presented here.
From page 588...
... The 2013 decadal survey also compiled the number of job advertisements posted in the AGU SPA and the AAS SPD newsletters for postdoctoral (postdoc) , research scientist, and faculty positions in addition to the number of new PhDs granted each year in solar and space physics from North American universities (Moldwin et al.
From page 589...
... , but women are still underrepresented in comparison with the broader Earth and space science community and with other space science disciplines. The NSF CEDAR community has begun to ask demographic questions for workshop attendees and the data provide a comparison with the previous decadal survey data, the more recent AGU SPA demographic breakdown by gender and career level (AGU 2018)
From page 590...
... CEDAR, GEM, and SHINE are programs funded by the NSF Division of Atmospheric and Geospace Sciences Division under the Directorate for Geosciences. The demographics from the recent CEDAR and GEM workshops represent subsets of the solar and space physics community; this type of demographic collection by such programs are new, grassroots efforts that need to continue.
From page 591...
... (2022) study at the NSF divisional level, specifically the Atmospheric and Geospace Sciences, is needed to understand funding rates and trends for most of the solar and space physics community.
From page 592...
... Therefore, the panel summarizes below the salient demographic data collected on ROSES PIs and Co-Is for proposals submitted to the NASA Heliophysics Division. Note that this includes only a fraction of all the information detailed in the NASA Researcher Demographics 2023 Report, and it is strongly suggested that the solar and space physics community review the full NASA report for more details.
From page 593...
... for 2012–2016. NOTE: AA, African American; AI/AN, American Indian/Alaskan Native; NH/PI, Native Hawaiian/Pacific Islander; NSF, National Science Foundation; PI, principal investigator.
From page 594...
... for NSF. Also encouraging from the NASA Researcher Demographics 2023 Report is that success rates for proposals submitted to the NASA Heliophysics Division appear to be increasing.
From page 595...
... Such a very low number of proposals submitted to ROSES solicitations in heliophysics by those who indicated that they are underrepresented minorities, coupled with the data for the participation numbers in CEDAR and GEM, is some of the best evidence on the lack of diversity in the field and requires action. Success rates for all proposals submitted to NASA ROSES solicitations in Heliophysics for 2014–2020 were between 23 and 27 percent.
From page 596...
... Furthermore, the NASA demographics report identifies the need for synchronizing 3 The NASA Researcher Demographics 2023 Report also included success rates for proposals submitted to ROSES in heliophysics, which increased for every race and national origin category recorded for NASA, including PIs and Co-Is identifying as White, Asian, and prefer not to answer. However, success rate trends for 2014–2020 PIs and Co-Is identifying as Hispanic, Black, and race not listed were not provided.
From page 597...
... F.4 OVERARCHING GOALS FOR THE NEXT DECADE By the next decadal survey, the solar and space physics community will become a clearly identifiable community within the space sciences, and, similar to other professional communities (e.g., astronomy) , regularly and easily measuring itself and assessing its health and vitality.
From page 598...
... The lack of a common name was raised in the 2013 decadal survey and continues to hinder its ability to articulate its science broadly and assess the state of the profession. • Lack of demographic numbers: Basic demographic data of the solar and space physics community are not available.
From page 599...
... ; and • Administration of a community climate survey (following on the 2013 decadal survey) in preparation for the next midterm assessment to help identify the solar and space physics–heliophysics community (e.g., FDSS, NASA Postdoctoral Program, graduate fellowships, AAS SPD, AGU SPA, and AMS participants; higher education institutions; federally funded research and development centers; and other institutions)
From page 600...
... F.5.2 Identified Barriers • Lack of DEIA+ strategies beyond compliance: Decades of research has shown that as part of the broader STEM community, solar and space physics–heliophysics is not diverse, equitable, inclusive, accessible, or developing anti-racist and health-promoting strategies to confront structural barriers for full participation. Also, despite significant efforts to address these shortcomings, little progress was made in the last decade in the solar and space physics–heliophysics community.
From page 601...
... , medium term (by the next midterm assessment) , or long term (by the next decadal survey)
From page 602...
... . F.6.1 Overarching Goal for the Next Decade By the next decadal survey, the solar and space physics community will be fully centered on people in the profession and recognize that the diversity of identities, backgrounds, cultures, education, and experiences is a strength.
From page 603...
... , medium term (by the next midterm assessment) , or long term (by the next decadal survey)
From page 604...
... , team-building activities, teamwork training, frame-of-reference training, systematic and structured debriefing sessions, and assessment systems geared toward understanding and supporting team and system functioning. F.7.1 Overarching Goal for the Next Decade By the next decadal survey, the solar and space physics community will have invested in formally training, assessing, and rewarding inclusive and effective teams and multiteam systems by drawing from research on the science of team science as well as the broader science of teams (NRC 2015)
From page 605...
... , medium term (by the next midterm assessment) , or long term (by the next decadal survey)
From page 606...
... This limited view neglects the significant number of pathways that contribute to solar and space physics (heliophysics) education, public outreach and communications, professional development training, operations, infrastructure development, computer modeling, space technology and instrument development, and management.
From page 607...
... and single-entry point with multiple "leaky" exits, limits efforts to build and support the diverse solar and space physics–heliophysics community. Moving from the pipeline model to the braided stream model would create a healthier and sustainable community by identifying different career paths.
From page 608...
... . The panel suggests that NASA, NOAA, and NSF support the panel's proposed heliophysics consortium to create a centralized career resource center and advertise the multitude of solar and space physics–heliophysics career pathways.
From page 609...
... ; and mentor training and evaluation. These programs enable the training of a diverse next-generation student and early career cohort in emerging techniques and the evolving needs of the solar and space physics–heliophysics community, including computer programming, data and cloud based science, and space weather operations.
From page 610...
... . The panel suggests that NASA, NOAA, and NSF fund the proposed heliophysics consortium to assess the balance between the number of PhDs, postdocs, and permanent positions, as well as the balance between soft money and hard money permanent positions.
From page 611...
... . Previous National Academies reports, including the midterm assessment in solar and space physics, the decadal surveys of planetary science and astrobiology and astronomy and astrophysics, the Advancing Diversity report, and a number of others have all outlined the barriers to DEIA+ throughout science (see Bagenal 2023)
From page 612...
... , and indicates who is responsible for implementation. TABLE F-1 Summary of Nine Themes from Community Input Papers Received for This Decadal Survey Themes Summary I
From page 613...
... Citizen Science Initiatives II 19 Education and Public Outreach and Workforce V, IX Development Opportunities 20* Diversify Undergraduate Research Experiences III, VII, VIII 21 Educational and Training Initiatives VII NASEM (2022c)
From page 614...
... The panel suggests that NASA, NSF, and NOAA work with independent organizations (such as the American Institute of Physics) through the proposed heliophysics consortium to conduct regular, 5-year surveys of the community and its culture and routinely provide proposal and award data to the proposed heliophysics consortium.
From page 615...
... . The panel suggests that salaries and stipends at the undergraduate and graduate levels be raised to a livable wage adjusted for location and reviewed annually as part of ensuring that solar and space physics–heliophysics community institutions and funding agencies have health-promotion at the center of their mission.
From page 616...
... The panel suggests that NSF assign a larger weight to the broader impacts effort and not use it only as a potential factor in the overall evaluation of a proposal. The panel suggests that both agencies support evaluation of different DEIA+ plan efforts and provide these reports and resources to support the entire solar and space physics–heliophysics community.
From page 617...
... 2023. "Enhancing Demographics and Career Pathways of the Space Physics Workforce in the U.S." Frontiers in Astronomy and Space Sciences 10:1130803.
From page 618...
... 2016. "Implicit Bias in Letters of Recommendation for an Undergraduate Research Internship." Journal of Further and Higher Education 42(5)
From page 619...
... 2021. "Solar and Space Physics Decadal Survey AIP Demographic Study Results." American Institute of Physics.
From page 620...
... 2020a. Progress Toward Implementation of the 2013 Decadal Survey for Solar and Space Physics: A Midterm Assess ment.
From page 621...
... (From Advancing DEIA in the Leadership of Competed Space Missions [NASEM 2022b]
From page 622...
... ANNEX F.A RELEVANT RECOMMENDATIONS FROM PREVIOUS DECADAL SURVEYS AND OTHER NATIONAL ACADEMIES REPORTS New Executive Order on Racial Equity Expanding on the executive order on DEIA issued on the President's first day in office, on February 16, 2023, the Biden administration issued a new executive order on racial equity and supporting underserved communities. The new order "reaffirms the Administration's commitment to deliver equity and build an America in which all can participate, prosper, and reach their full potential" (Biden 2023b)
From page 623...
... To further enhance the visibility of the field, NSF should recognize solar and space physics as a specifically named subdiscipline of physics and astronomy by adding it to the list of dissertation research areas in NSF's annual Survey of Earned Doctorates. Progress Toward Implementation of the 2013 Decadal Survey for Solar and Space Physics: A Midterm Assessment (NASEM 2020)
From page 624...
... NASEM (2020) NASA Heliophysics Division should conduct a demographics/diversity survey before Rec6.2 the next heliophysics decadal survey to understand how the community's demographics have evolved and to assess whether progress has occurred in enhancing diversity in the community (see also this report's Recommendation 5.1)
From page 625...
... NASEM (2022a) To regularly assess the state of the profession, NASA Science Mission Directorate Rec9 should provide funding for professional organizations (e.g., American Institute of Physics, American Astronomical Society, American Geophysical Union, American Physical Society, etc.)
From page 626...
... NASEM (2022a) In order to ensure a vibrant, next generation pool of excellent and diverse talent Rec14 for leadership in competed space missions, NASA Science Mission Directorate, in collaboration with the Office of STEM Engagement, should provide consistent and adequate funding for science, technology, engineering, and mathematics initiatives that are explicitly centered on diversity, equity, inclusion, and accessibility, address recruitment and retention challenges in the Earth and space sciences, and support and expand opportunities for individuals from underrepresented groups.
From page 627...
... organizations, higher education, and human resource offices can improve minoritized people's individual and interpersonal experiences in STEMM educational and professional environments through the following practices: 1. Create and provide continued investment in evidence-based programs that connect minoritized individuals to ingroup peers, institutional resources, and professional networks.
From page 628...
... organizations, higher education, and human resource offices can improve minoritized people's individual and interpersonal experiences in STEMM educational and professional environments through the following practices: a. Use evidence-based design and implementation practices to build curriculum initiatives that increase access to discovery, including, for example, course-based research experiences.
From page 629...
... As a result, these leaders should, as appropriate, implement proactive outreach and recruitment to increase applications from people from minoritized racial and ethnic groups, trainings and resources to eliminate bias in the hiring process for managers, and updated policies to reduce bias and discrimination in setting wages. • Directors of human resources and supervisors should measure, evaluate, and address the presence of bias and discrimination in rewards, key assignments and promotion, the proportion of people from historically minoritized backgrounds leaving their positions and their reasons for doing so, and the access to culturally relevant mentorship for students and employees.
From page 630...
... , and other rewards; • Analysis of resource allocation by race and ethnicity such as wages and bonuses, mentorship, professional development opportunities, physical materials or assets, and other items or forms of support; • Mentorship, training, and professional development opportunities to build skills specific to supporting Black students, Indigenous students, and students and trainees from historically minoritized racial and ethnic groups; • Culturally-aware mentorship and management training for supervisors, administrators, and other leaders; and • The results of regular climate surveys to evaluate the working conditions and environment. Origins, Worlds, and Life: Planetary Science and Astrobiology in the Next Decade (NASEM 2022b)
From page 631...
... NASEM (2022b) NASA PSD (Planetary Science Division)
From page 632...
... 2020. Progress Toward Implementation of the 2013 Decadal Survey for Solar and Space Physics: A Midterm Assessment.


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