This book responds to the critical need for astronomers to understand, operationalize, and assess the efficacy of DEI efforts on research collaboration. It explores the historical context, present landscape, and best inclusion strategies that all astronomers should know, and is intended to benefit readers with the knowledge needed to remedy issues of marginalization and harassment in astronomy.

Astronomy is a field concerned with matters very distant from Earth. Most phenomena, whether observed or theorized, transcend human spaces and timescales by orders of magnitude. Yet, many scientists have been interested not just in the events that have occurred millennia before Earth's inception, but also in their very own society here and now. Since the first half of the twentieth century, an increasing number of them have pursued parallel careers as both academics and activists. Besides publishing peer-reviewed papers, they have promoted a great variety of underrepresented groups within their discipline. Through conferences, newsletters and social media, they have sought to advance the interests of women, members of racial and ethnic minorities, LGBTQ+, and disabled people. While these activists have differed in the identities they focus on, they have come to share a conviction that diversity and inclusion are crucial for scientific excellence as well as social justice. In this book, you will read of the biographies and institutional contexts of key agents in the diversification of modern astronomy. As most are recent figures whose discoveries have not been commemorated by Nobel Prizes, they are relatively unknown among historians of science. They have, however, been central to discussions about who has privileged access to the tools of astronomical inquiry, including powerful telescopes and extensive databases. As such, they have also significantly shaped views of our universe.

STEM disciplines are believed to be founded on the idea of meritocracy; recognition earned by the value of the data, which is objective. Such disciplinary cultures resist concerns about implicit or structural biases, and yet, year after year, scientists observe persistent gender and racial inequalities in their labs, departments, and programs. In Equity in Science, Julie Posselt makes the case that understanding how field-specific cultures develop is a crucial step for bringing about real change. She does this by examining existing equity, diversity, and inclusion efforts across astronomy, physics, chemistry, geology, and psychology. These ethnographic case studies reveal the subtle ways that exclusion and power operate in scientific organizations and, sometimes, within change efforts themselves. Posselt argues that accelerating the movement for inclusion in science requires more effective collaboration across boundaries that typically separate people and scholars—across the social and natural sciences, across the faculty-student-administrator roles, and across race, gender, and other social identities. Ultimately this book is a call for academia to place equal value on expertise, and on those who do the work of cultural translation. Posselt closes with targeted recommendations for individuals, departments, and disciplinary societies for creating systemic, sustainable change.

There can be no doubt that discrimination based on sex, race, ethnicity, religion or beliefs should not be tolerated in academia. Surprisingly, however, in recent years, policies of Diversity, Inclusion and Equity (DIE), officially introduced to counteract discrimination, have increasingly led to quite the opposite result: the exclusion of individuals who do not share a radical 'woke' ideology on identity politics (feminism, other gender activisms, critical race theory, etc.), and to the suppression of the academic freedom to discuss such dogmas. This subversion of academia — disguised Trojan-horse style as universal human rights advocacy — is unacceptable because academia must be politically neutral and protect freedom of speech, a cornerstone of professional scholarly activity without which universities as we know them will slowly but surely suffocate. Our purpose here is to put together some particularly illustrative cases of such repression in a single book, testifying to a ubiquitous trend within western culture, irreducible to a few isolated complaints. The essays contained here illustrate the abuse of power, censorship and witch-hunts at many universities and research centres in the name of DIE. List of coauthors in alphabetical order: Dorian Abbot, Tomonori Agoh, Gerhard Amendt, Ivar Arpi, David Benatar, Peter Boghossian, Civitas Research Team, David Díaz Pardo de Vera, Pedro Domingos, Janice Fiamengo, Étienne Forest, Jorge Gibert Galassi, Norman Goldstuck, José L. González Quirós, Lawrence M. Krauss, Patrick LaBelle, Martín López Corredoira, Heather Mac Donald, Martin Malmgren, Jordan Peterson, Constantin Polychronakos, Erik. J. Olsson, Philip C. Salzman, Alessandro Strumia, Tom Todd, Andrei Yafaev.

Diversity, Equity, and Inclusion (DEI): A Practical Guide provides readers with an effective model for fostering DEI within a variety of contexts, including education, corporate settings, nonprofit agencies, social organizations, and more. It equips any grouping of individuals with a desire to advance issues of diversity, equity, and inclusion with the ability to clearly articulate their goals and then strategically move toward them. Each of the chapters within this brief and accessible volume outlines a specific step within the greater DEI model: identifying the area of DEI to be addressed; articulating intended outcomes; identifying metrics of changes; listing and securing the resources needed to achieve expected outcomes; deciding upon an entity or individual who will be accountable for the change process; and establishing a clear timeline. Throughout, examples illuminate the material and bring the spirit of the model to life. Diversity, Equity, and Inclusion is an excellent and timely resource, whether for individuals and organizations who are new to concepts and processes related to DEI, or those who have experience but want to take their practices to the next level. Chapters and topics include: Foreword - Katherine S. Cho, Ph.D. (she/her) Foreword - Darryl B. Rice, Ph.D. Introduction Chapter 1: What Is the Diversity Characteristic You Want to Change? Chapter 2: What Are Your Intended Outcomes? Chapter 3: What Are the Metrics of Change? Chapter 4: What Resources Are Needed to Enact Changes? Chapter 5: Who Is Accountable for the DEI Related Changes? Chapter 6: What Is the Time Horizon? Chapter 7: Conclusion Appendix A: Logic Model Example Appendix B: Operational Processes for DEI related work References Index

This edited volume contains 24 different research papers by members of the History and Heritage Working Group of the Southeast Asian Astronomy Network. The chapters were prepared by astronomers from Australia, France, Germany, India, Indonesia, Japan, Malaysia, the Philippines, Scotland, Sweden, Thailand and Vietnam. They represent the latest understanding of cultural and scientific interchange in the region over time, from ethnoastronomy to archaeoastronomy and more. Gathering together researchers from various locales, this volume enabled new connections to be made in service of building a more holistic vision of astronomical history in Southeast Asia, which boasts a proud and deep tradition.