Advancing Diversity, Equity, Inclusion, and Accessibility in the Leadership of Competed Space Missions (2022) / Chapter Skim
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The Committee on Increasing Diversity and Inclusion in the Leadership of Competed Space Missions approached the task through meetings with representatives of different groups and institutions and extensive examination of relevant literature, as well as by commissioning a study involving structured interviews to evaluate what barriers a sample of mission principal investigators (PIs) experienced in putting together a mission proposal.
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committee focused on DEIA misses a unique opportunity to both help set the tone at the top of the agency as well as ensure ongoing and critical focus on shaping NASA SMD's broadening participation efforts in space missions. RECOMMENDATION 1: NASA should empanel an ongoing NASA Advisory Council (NAC)
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Specifically, the inadequate infrastructure for collecting demographic data on teams submitting mission proposals severely limits NASA SMD's ability to accurately determine the relationship between the current mission proposal process and diversity in the pool of proposal leadership teams. For example, further study is needed to evaluate to what extent variations over time and differences between SMD divisions in the proportion of women among mission PI proposers compared to the proportion of women among doctorate recipients in the physical sciences are due to the mismatch between the
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to employ the necessary professional expertise in survey methodology and statistical analysis to systematically carry out surveys of the workforce, within and across the four science divisions with competed missions, to inform NASA of the participation of different demographic groups as well as the barriers and oppor tunities for advancement along entire career pathways in the Earth and space sciences. THEME 3: TRAINING AND MENTORING POTENTIAL PIs Preparation for competed mission leadership starts early in an Earth and space science career.
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Mentoring and access to collaborative networks that include experienced PIs are formative in preparing those who submit competed mission proposals. However, women and racially minoritized space scientists report less access to mentors and a lower quality of relationship with their doctoral advisors and senior colleagues.
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Thus, NASA's influence on the growth and development of a more diverse and inclusive Earth and space sciences workforce is potentially minimized by limited investments along the career path at the post-PhD stage. RECOMMENDATION 14: In order to ensure a vibrant, next generation pool of excellent and diverse talent 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 STEM initiatives that are explicitly centered on diversity, equity, inclusion, and accessibility, address recruit ment and retention challenges in the Earth and space sciences, and support and expand opportunities for individuals from underrepresented groups.
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, MUREP Institutional Research Opportunity, and Science Activation to advance broad access to all of its missions, and further enhance early preparation and research engagement of students and early-career researchers, including underrepresented communities. • Provide funding to support mission-related work and activities (e.g., building and designing instruments for spaceflight, hosting science team meetings, etc.)
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