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Eliminate volunteer research positions, and support funded research positions

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Eliminate volunteer research positions, and support funded research positions

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Presence at the national society of Black Physicists. Direct connections too place with better representation e.g. Helps to foster research interactions and partnerships with underrepresented communities.

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Presence at the national society of Black Physicists. Direct connections too place with better representation e.g. Helps to foster research interactions and partnerships with underrepresented communities.

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Prioritize a Rubin presence at NSBP, SACNAS, and similar conferences, and advertise entry-level post-bacc positions with training support already set up for those roles.

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incorporating people in the project in a way that meets needs broader than a specific thing at a time to not to limit the poll of eople. the bottleneck is a the organization level that cannot support general positions (org=AURA SLAC etc). HR question.

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Eliminate reimbursement model for conferences - offer funding upfront

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Implementing double-anonymous review within Rubin ecosystems

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better mentorship - focus on training the next set of leaders

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better mentorship - focus on training the next set of leaders

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we lean on specific people for expertise and assume they advance in senior positions

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create internships explicitly for students identifying themselves as Black students; for undergraduate students; 

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create internships explicitly for students identifying themselves as Black students; for undergraduate students; 

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Compensation for justice work

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Creation of a DEI committee that covers the broad membership (faculty, post-docs, students, support, technical and administrative staff) of departments and organizations. These committees can have a voice to advocate change and raise issues to management. 

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Creation of a DEI committee that covers the broad membership (faculty, post-docs, students, support, technical and administrative staff) of departments and organizations. These committees can have a voice to advocate change and raise issues to management. 

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* A prebuilt list of interview questions, and questions *not* to ask.
* The universty may have them, but the department does not.
* Ensure every candidate has the same basis for the interview.

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* Real funding to move to grad school/postdoc, not just "we'll buy you a plane ticket"
* Resources to find a place to live, beyond the lists of apartments that grad students create on their own time.

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People who choose to be astronomers often made that choice from a young age.

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Intentionally invite Black scientists to give scientific talks at conferences / colloquia / science collaboration events / etc

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Change what we value in job interview/applications

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Change what we value in job interview/applications

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Our existing rubric to hire people results in few Black hires. If we can change what we value then we may have a better chance to get a more diverse hires, including Black scientists.

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Rubin pays all membership fees and conference registration fees for Project members to join and attend NSBP, SACNAS, and similar organizations/events

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It would be useful for working group coordinators to have a set of guidelines for decision making which break anti-black racism. The science making process is all value judgements on ideas, how to not unconsciously discredit ideas based on what people look like

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Promoting, supporting and encouraging the work of black and diverse role models in our community. Ensure that the practices are in place for staff retention and welfare of black staff as well as recruitment.

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Promoting, supporting and encouraging the work of black and diverse role models in our community. Ensure that the practices are in place for staff retention and welfare of black staff as well as recruitment.

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Project leads by example and sets standards and metrics that partner institutions and agencies must follow to contribute, get data rights, and receive funding.

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culturally sensitive onboarding guidelines for new hire/admissions

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culturally sensitive onboarding guidelines for new hire/admissions

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clear guidelines that do not assume knowledge and spell out how the individual can be supported. short term goals to reevaluate if the support is effective

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Create positions that do not require people to move

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Create positions that do not require people to move

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For example, by enabling remote work, or by collaborating with other local universities/institutions where the candidates already live.

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Important to gather data within Rubin as well as the funding bodies, in as much detail as the actual project planning itself. There are barriers, but find creative solutions to accumulate information. E.g. regular reviews of progress for a fixed set of metrics across our community. (e.g. number of black participants at PCW/other Rubin related meetings, number of black applicants and appointments for all Rubin-related vacancies, number of black members in SCs). Some metrics exist but some action needed in reviewing what has been done in the past and improving or adapting them for Rubin such that they are effective not just labels. TEAM-UP is a good start.

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Important to gather data within Rubin as well as the funding bodies, in as much detail as the actual project planning itself. There are barriers, but find creative solutions to accumulate information. E.g. regular reviews of progress for a fixed set of metrics across our community. (e.g. number of black participants at PCW/other Rubin related meetings, number of black applicants and appointments for all Rubin-related vacancies, number of black members in SCs). Some metrics exist but some action needed in reviewing what has been done in the past and improving or adapting them for Rubin such that they are effective not just labels. TEAM-UP is a good start.

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Strongly reward/incentivize (financially or otherwise) institutions, organizations, and groups that are meeting inclusion/diversity goals.

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Strongly reward/incentivize (financially or otherwise) institutions, organizations, and groups that are meeting inclusion/diversity goals.

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Support a remote-first workforce. Not a backup option or exception for senior level folks only.

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If we cannot champion negative consequences for organizations that do not advance black scientists, we must heavily incentivize organizations that have demonstrable efforts.
- Remove barriers to data access for progress monitoring. Publish!
- Making safe spaces for people to self-report.

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not focusing on the pipeline but also continue to grow interest in children with an eye on the future

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not focusing on the pipeline but also continue to grow interest in children with an eye on the future

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particularly by doing that elevating black scientists and other diverse scholars as role models to make black children feel included

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* Previously, handicap people were not hired for any jobs.
* Government set a 3% requirement; companies that didn't have that level had to pay extra taxes.
* Both shame and prize: "you couldn't even reach that level?!?!" vs. "you pay less taxes"
* Could Rubin Obs. set incentives like this for the Black scientist fraction of collaborating organizations?

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Should Rubin Obs. hire a person or team to collate and monitor data?

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Real intensive long-term training (two weeks per year especially dedicated to this topic separated from research, teaching duties, etc.) pouring down to the entire LSST "hierarchical levels". THEN we write *effective* funding proposals with continuity.

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Real intensive long-term training (two weeks per year especially dedicated to this topic separated from research, teaching duties, etc.) pouring down to the entire LSST "hierarchical levels". THEN we write *effective* funding proposals with continuity.

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Rubin can monitor the engagement of black students and teachers (e.g in EPO for K-12 and undergrad communities)

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Rubin can monitor the engagement of black students and teachers (e.g in EPO for K-12 and undergrad communities)

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Prioritize the community we want to see in 10 years higher than specific science outcomes for us.

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Create clear career trajectory positions, not the current default of 1-3 year temporary roles. Recruit people to train and contribute to a 10-year project, not to add a small piece and move somewhere else for the next stage of their career.

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Practices for having every voice being heard and valued for meetings can be written. The idea is that most scientific managers are not given training, and two pages giving suggestions on how to center black in scientific/technical discussions matter.

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Encouraging partnership between Predominantly White Institutions and Institutions and peers of color, augmenting funding caps for proposals.

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Encouraging partnership between Predominantly White Institutions and Institutions and peers of color, augmenting funding caps for proposals.

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As a positive example, Rubin LSST Data Science Fellowship program admits a diverse group of graduate students every year. It has a highly friendly and professional environment where students of different backgrounds get together and learn how to respect each other and learn so many important astronomy skills. These sort of programs are very important in encouraging students of minority groups to find their path and get a place in the bigger science community.

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Fund mentorship positions explicitly for new cohorts, don't assume current employees have those skills or can trivially develop them.

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How do we modify our systems so that Black Astrophysicists flourish in a meeting environment? Change the way loud voices are valued in meetings, especially if they are in the dominant mode of deep white male voice. Hard, but listening to every voice is important in a meeting.

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Give LSSTC DSFP "graduates" a direct route to working for Rubin. If they accept, fast-track them for membership on decision-making Rubin committees or advisory boards, and pay them extra for this work.

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Equity: Rubin scientists have a research fraction, I am told. Black Rubin scientists, if equity given that we value science above all, are given a higher research fraction.