1. NRAO 2017 Diversity Review - New Mexico
Mark McKinnon
October 12, 2017

2. Local Demographics Diversity as a reflection of Socorro, NM
Hispanic (57%) / Native American (4%) / African American (1%)
Economic and Cultural Environment
Farming, ranching, tourism, education, government services
Average salary is ~$23K
Large county (6,600 sq. mi.), small population (18,000)
Only two high schools in the county, few specialty/private schools
e.g., no Montessori, no religiously-affiliated schools, one charter school
Limited religious facilities (e.g. no synagogue, mosque)
Limited access to shopping and services compared to bigger cities

3. Challenges to Diversity in NM
NRAO-NM office is in Socorro
80 miles to Albuquerque;130 miles between Albuquerque and VLA
Impractical to live in Albuquerque if primary work site is VLA or VLBA-PT; marginally practical for those who work in Socorro.
Limited housing options
Limited opportunities for spouse/partner employment
Potential employees express concerns over lack of choice in schooling for children.
For minorities under-represented in the county, potential employees fear being isolated culturally.
as expressed by candidates who have turned down job offers

4. Local Community Support and Engagement
Financial and staff support of local initiatives
STEM activities at local schools
Science Olympiad, science fair judges, LEGO robot team mentors
NMT Performing Arts Series
Partner with city of Socorro in Summer Youth Employment Program
Socorro Storehouse Foodbank
Puerto Seguro – local shelter
El Puente – domestic violence shelter
Holiday Food Drive

5. Promoting Diversity & Diversity Awareness - I
Active diversity awareness in selecting advisory councils; review, recruiting, and organizing committees; and invited speakers
Teachable moments
Promptly address comments thought to be humorous, but were offensive to a demographic element of the staff
Open communication regarding sensitive issues and offensive terminology
Open discussion and enforcement of Observatory workplace conduct and diversity-related policies
Socialize diversity-related policies prior to distribution and implementation (e.g. Diversity Transition Protocol)

6. Promoting Diversity & Diversity Awareness - II
HR staff present in all job candidate interviews
Support/host NINE and NAC programs
Support Radio Astronomy and Physics in New Mexico (RAP/NM)
Joint EPO/ODI initiative
Support initiatives of local Diversity Advocate
PTSD Awareness
Citizen Min performance
We Speak Presentations
NINE
Minura Yasuri: civil rights advocate for Japanese-Americans post WWII
NAC

7. Results - I New Division Head for Array Operations is African American
Progress in recruiting/promoting women in NM, e.g.
VLASS Project Director; VLASS Data Analyst
VLA Scheduler
2 of 3 Assistant Scientist hires within the last year
Telescope Operator
Servo Technician
VLA Safety Officers (2, ES&S); Software Engineers (2, DMS)
Education Specialist (EPO); Accountant (AUI Fiscal)
All SOC co-chairs for Astrophysical Frontiers in the Next Decade and Beyond, Boulder, Jun 26-29, 2018 (ngVLA)
Membership on ngVLA Science Working Groups (SWG) and Technical and Scientific Advisory Councils (TAC & SAC)
Deputy AD is also a woman

8. Results - II “Hi Lyndele,
I'm a new employee who uprooted … from [previous location] to take a job at NRAO that can be difficult to fill in a city, much less in a relatively isolated small town. It may interest you to know that a major reason I chose NRAO is the explicit commitment to diversity and inclusion …During the recruitment process and my [time] here, it has been obvious that this policy is embraced widely and sincerely.”
Socorro, NM