The Rubin Observatory Commissioning Camera (ComCam) is a scaled down (144 Megapixel) version of the 3.2 Gigapixel LSSTCam which will start the Legacy Survey of Space and Time (LSST), currently scheduled to start in 2024. The purpose of the ComCam is to verify the LSSTCam interfaces with the major subsystems of the observatory as well as evaluate the overall performance of the system prior to the start of the commissioning of the LSSTCam hardware on the telescope. With the delivery of all the telescope components to the summit site by 2020, the team has already started the high-level interface verification, exercising the system in a steady state model similar to that expected during the operations phase of the project. Notable activities include a simulated “slew and expose” sequence that includes moving the optical components, a settling time to account for the dynamical environment when on the telescope, and then taking an actual sequence of images with the ComCam. Another critical effort is to verify the performance of the camera refrigeration system, and testing the operational aspects of running such a system on a moving telescope in 2022. Here we present the status of the interface verification and the planned sequence of activities culminating with on-sky performance testing during the early-commissioning phase.
The ongoing improvement and implementation of diversity, equity, and inclusion (DEI) best practices at facilities managed by the Association of Universities for Research in Astronomy (AURA) remains a key initiative driven by employees and management alike. AURA, as a leader in the astronomical community, develops and supports programs that advance our organizational commitment to diversity, broadens participation, and encourages the advancement of diversity throughout the astronomical scientific workforce.
Sandrine Thomas, Ranpal Gill, Alysha Shugart, Andrew Connolly, Richard Dubois, Felipe Daruich, Carol Chirino, Lauren Corlies, Robert Blum, Federica Bianco, Amy Davidson
The Vera C. Rubin Observatory is entering the final stage of construction, system integration, and validation. This is a very exciting and challenging phase of the life of an observatory. This phase requires a healthy workplace culture due to the significant pressure staff members may feel when trying to finish a project on schedule. At the Rubin Observatory, we value people’s diversity of experience, expertise, and perspective. We strive to have an inclusive, respectful, and fruitful collaboration between all our Rubin project personnel. Allies at Rubin work towards developing and maintaining a positive workplace culture that strives to increase motivation, improve happiness and satisfaction, and thus retains and attracts a diverse and talented workforce. We expect to continue these efforts in the transition to full survey operations and beyond. This paper describes initiatives that staff in the Rubin project have taken to achieve these goals.
Equity, diversity, and inclusion (EDI) in the workplace are essential to the success of a functioning observatory. The current climate among astronomical institutions with regards to EDI efforts is receptive. However, workplace demographics data, internal climate surveys among observatories, and representation in academic partnerships illustrate the strong need to strengthen efforts in EDI. Concrete initiatives are facilitated by strategic planning, solid goal setting, and accountability metrics. Astronomical facilities, managing entities, and their academic partners must have EDI as a central role of their operations in order to achieve and exceed their scientific goals, and to address the ongoing inequity that is strife in international astronomy. Since June of 2018, efforts of EDI have continued at facilities managed by the Association of Universities for Research in Astronomy (AURA), and goals have been established to implement the Diversity, Equity, and Inclusion strategic plan for the NSF’s National Optical-Infrared Astronomy Laboratory (NOIRlab) that was announced October 1, 2019. The objectives of this paper are: 1) to briefly overview studies illustrating the successes of EDI efforts, 2) discuss the current demographics of AURA and National Radio Astronomy Observatory (NRAO) employees, 3) to review the framework of inclusive organizations, 4) to describe the activities of grassroots EDI initiatives at AURA facilities since June of 2018, and 5) to discuss the process of writing the Diversity, Equity, and Inclusion strategic plan for NOIRlab. A report on the current status and important details from the process are presented.
Dedicated diversity and inclusion programs are important tools to utilize in a successful organization. Cross-disciplinary studies show that diversity contributes positively to overall productivity and innovation, in both profit and non-profit sectors. Diverse working groups are capable of producing better science, and creating an inclusive environment is essential to maintaining diversity in the workplace.
This paper first outlines studies of the measured benefits of diversity, and the different ways in which they manifest, in order to emphasize its importance. Demographics data from international astronomy organizations is presented to illustrate the current state of the workforce in observatories and within observatory operations. Finally, a much-needed focus is placed on inclusion in the workplace. We review why creating an inclusive environment is important for the success of maintaining a diverse organization. We discuss how different programs implemented at astronomical observatories contribute to creating an inclusive environment, and detail real-world examples of these efforts taking place in these institutions. The goal is that these strategies can be adapted to benefit other similar organizations.
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