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تسجيل مستخدم جديدAstro2020 APC White Paper: Astronomy should be in the clouds
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Commodity cloud computing, as provided by commercial vendors such as Amazon, Google, and Microsoft, has revolutionized computing in many sectors. With the advent of a new class of big data, public access astronomical facility such as LSST, DKIST, and WFIRST, there exists a real opportunity to combine these missions with cloud computing platforms and fundamentally change the way astronomical data is collected, processed, archived, and curated. Making these changes in a cross-mission, coordinated way can provide unprecedented economies of scale in personnel, data collection and management, archiving, algorithm and software development and, most importantly, science.
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The commercial SmallSat industry is booming and has developed numerous low-cost, capable satellite buses. SmallSats can be used as vehicles for technology development or to host science missions. Missions hosted on SmallSats can answer specific scien
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As the oldest science common to all human cultures, astronomy has a unique connection to indigenous knowledge (IK) and the long history of indigenous scientific contributions. Many STEM disciplines, agencies and institutions have begun to do the work
of recruiting and retaining underrepresented minorities, including indigenous, Native American and Native Hawaiian professionals. However, with the expansion of telescope facilities on sacred tribal or indigenous lands in recent decades, and the current urgency of global crises related to climate, food/water sovereignty and the future of humanity, science and astronomy have the opportunity more than ever to partner with indigenous communities and respect the wealth of sustainable practices and solutions inherently present in IK. We share a number of highly successful current initiatives that point the way to a successful model of collaboration with integrity between western and indigenous scholars. Such models deserve serious consideration for sustained funding at local and institutional levels. We also share six key recommendations for funding agencies that we believe will be important first steps for nonindigenous institutions to fully dialog and partner with indigenous communities and IK to build together towards a more inclusive, sustainable and empowering scientific enterprise.
The past two decades have seen a tremendous investment in observational facilities that promise to reveal new and unprecedented discoveries about the universe. In comparison, the investment in theoretical work is completely dwarfed, even though theor
y plays a crucial role in the interpretation of these observations, predicting new types of phenomena, and informing observing strategies. In this white paper, we argue that in order to reach the promised critical breakthroughs in astrophysics over the next decade and well beyond, the national agencies must take a serious approach to investment in theoretical astrophysics research. We discuss the role of theory in shaping our understanding of the universe, and then we provide a multi-level strategy, from the grassroots to the national, to address the current underinvestment in theory relative to observational work.
The Committee on the Status of Women in Astronomy (CSWA) is calling on federal science funding agencies, in their role as the largest sources of funding for astronomy in the United States, to take actions that will end harassment, particularly sexual
harassment, in astronomical workplaces. Funding agencies can and should lead the charge to end harassment in astronomy by the 2030 Astrophysics Decadal Survey. Anecdotal and quantitative evidence, gathered both by the CSWA and other groups, shows that harassment is prevalent and damaging for women and minority astronomers and those in related fields. Actions recommended herein will increase the rate of reporting of harassment to agencies and improve their ability to investigate and take action against harassers. We also recommend that agencies participate in harassment prevention by creating and implementing the best anti-harassment education possible. Key recommendations are: - Federal agencies should improve their ethics policies by making harassment a form of scientific misconduct. - Federal agencies should mandate that institutions report to them when a funded Principal Investigator (PI) or co-Principal Investigator (co-PI) is found to be a perpetrator of harassment. - Federal funding agencies should provide online guides to help scientists identify harassment and connect them to the right resources for making confidential or official reports. - Federal agencies should create and ensure the implementation of anti-harassment trainings by making them a requirement of receiving grant funding.
The US professional astronomy and astrophysics fields are not representative of the diversity of people in the nation. For example, 2017 AIP reports show that in 2014, women made up only about 20 percent of the faculty in astronomy and physics depart
ments, and the numbers for under-represented minorities (men and women) were, and remain, low. However numerous studies have demonstrated that diverse groups (in both cognition and identity) outperform groups that are more homogeneous, even when the homogeneous group is comprised of all high achieving experts. (Hong and Page, 2004, Kleinberg and Raghu, 2018). This has been shown to be the case on a variety of complex tasks. Thus, if we want the best opportunity to make progress on and answer the research questions of the 2020s, we must employ diverse teams who bring different heuristics and perspectives to those problems. However, currently in the field there are few tangible motivations to encourage projects, missions or programs to employ teams that are diverse in both cognitive areas and identity to take on these complex problems. Managing groups and organizations contracted to run these efforts are currently not required or incentivized to employ an identity diverse workforce. In this position (white) paper, we recommend that agency funding (from NSF, NASA, DOE, etc.), especially for missions, projects and programs, encourage the development and retention of diverse teams by requiring documentation of and progress on metrics related to diversity, inclusion and equity. We further recommend that documented progress on diversity and inclusion metrics should be monitored in reviews alongside project management and budget reporting. Managing groups and organizations proposing to administer projects on behalf of agencies should be required to demonstrate competency with respect to diversity and inclusion metrics.
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