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Nuclear Science Division

NSD Staff Gather at Offsite Retreat

In December, NSD held the second annual offsite retreat during which the whole division came together to hear updates from the scientific programs, and discuss topics including career development, outreach and communication, and cross-divisional collaboration.

The agenda included discussion of new opportunities in instrumentation and AI/ML, career development exercises, and team building activities.  There was also a social hour and a poster session that showcased the research currently being conducted through NSD LDRD projects.  The retreat was organized by a committee composed of staff from across the division.

Group Photo of NSD Staff Retreat Attendees, November 2024 - taken on day 2
NSD Staff Retreat, November 2024 – group photo, day 2
NSD Director Reiner Kruecken standing before slide presentation before division attendees
NSD Director Reiner Kruecken during slide presentation
NSD Staff at workshop tables working on a group contribution activity; among those seated Christoper Campbell, unkn, Jaime Cruz Duran, unkn, unkn, Jennifer Pore, unkn. Standing; Rod Clark, Tom Gallant
NSD Staff at workshop tables collaborating on a group activity

NSD Community Agreement

In October 2023 the Nuclear Science Division conducted a Mentimeter Survey of NSD staff to take the pulse of the division and to identify areas where the division needed to improve its workplace culture. A number of main themes emerged from the survey results and the follow-up discussions at the NSD retreat in fall of 2023. These themes included high workload, challenges around work-life-balance, as well as lack of transparency in decision making and the need to hold ourselves and others accountable in a more consistent way. These topics were reinforced with the results of  the 2024 LBNL Culture Survey. The topic of work-life-balance was also addressed by the  Physical Sciences’ Workplace Life Committee which developed, jointly with the Physical Sciences Area (PSA) ALD, Natalie Roe, a Work-Life-Balance policy statement for the PSA. 

Inspired by these efforts as well as the LBNL Molecular Foundry’s Community Agreement on Work Life Balance, the NSD Community Stewardship Committee (CSC) led the effort to develop a Community Agreement to identify a more specific set of guidelines with the additional aim to clearly articulate our shared values and intentions, all to empower each other to advocate for work-life balance and support each other through our actions. A draft of the agreement was presented at a NSD Staff Meeting and distributed broadly to the division, inviting feedback via a Google form. The feedback was considered by the NSD CSC and led to a refined final version of the agreement that was rolled out in December 2024.

The agreement is anchored in the recognition that work and life intersect in many ways, and it is important to strive for a balance that is constructive and healthy, both mentally and physically.  It recognizes that everyone in the Nuclear Science Division is key to delivering on our science mission and underlines how important it is that our actions consistently embody the Lab’s stewardship values of Team Science, Service, Trust, Innovation and Respect in all we do. 

We chose a nested approach for the agreement, providing examples for how we can fulfill our responsibilities to ourselves, our colleagues and team members, the Lab overall, as well as the community at large. The overarching intent is empowering each other to live our shared values, to advocate for work-life balance, and to support each other through our actions.

Below the main elements of NSD Community Agreement are reproduced:

Our responsibilities to the community

We have moral and ethical responsibilities as citizens of the scientific community and the world. To fulfill these responsibilities, we will:

  • Strive for scientific excellence while conducting ourselves with integrity and professionalism
  • Represent the Lab’s stewardship values to the broader community

Our responsibilities to the Lab

We are each a part of the larger Lab community, working together toward a shared mission. We can enact this by:

  • Ensuring responsible stewardship of resources
  • Contributing to a strong safety culture
  • Incorporating the Lab’s stewardship values in our work
  • Leading by example; doing so effectively, responsibly, and with accountability
  • Listening to others’ perspectives on work environment and research
  • Raising concerns through appropriate channels, holding ourselves and each other accountable

Our responsibilities to our colleagues

We belong to teams. To engage and communicate with them respectfully and effectively we should prioritize one another by:

  • Expressing encouragement and appreciation
  • Supporting each other with constructive feedback when appropriate
  • Allowing others to be their authentic selves and treating them with the same fairness and respect that we expect to be shown to us
  • Empowering different work styles and modalities for mutual success
  • Demonstrating transparency in decision-making and including others in shared decisions
  • Working within each other’s work-life boundaries
  • Protecting each other’s health and respecting each other’s privacy

Our responsibilities to ourselves

We are all individuals who thrive when embodying self-care, living authentically, and protecting our boundaries. We can realize our best selves by:

  • Prioritizing our own physical and mental health
  • Using sick leave and other types of leave when needed
  • Setting work-life boundaries that are effective for ourselves, e.g. by unplugging after hours or when on vacation
  • Recognizing that admitting mistakes or asking for help are not signs of weakness

Inclusion, Diversity, Equity and Accountability Moments

IDEA-Related Efforts & Resources in the Division

At a recent all-staff meeting, Tom Gallant from NSD’s IDEA Council summarized the many IDEA-related resources, groups, and activities that anyone in the division can participate in. He also reminded everyone about the purpose and makeup of the IDEA Council, an all-volunteer team from NSD who help people in the division engage in IDEA activities and connect and coordinate NSD efforts with the rest of the Physical Sciences Area and the lab.

One of the Council’s ongoing initiatives is the Luminary Card program, a system for peer-to-peer recognition of actions and efforts that support an inclusive, diverse and equitable workplace climate in NSD. Anyone (everyone!) in NSD can give a Luminary card (available in physical and virtual flavors) to a colleague within NSD or the broader research community. Please visit the website to learn more.

For those who are looking to hire, since 2021 NSDhas made specific funding available to cover the cost of posting jobs on underrepresented minority-targeted job posting boards. NSD’s partners in HR can help you access these funds. All hiring managers should be aware of these resources and understand that it is expected to post your positions to attract a diverse applicant pool. Remember though that while we work to identify and mitigate as many barriers as possible, we need to be cognizant of our own implicit biases and how they can adversely affect an applicant’s chances of success.

Another resource for NSD folks is the Physical Science Workplace Life Committee. They are a committee of representatives from across the Physical Sciences area that works to explore and address issues affecting workplace quality of life. They address challenging topics such as childcare for LBNL employees, work-life balance, promotion guidelines and many, many more. The current members from NSD are the PSWLC chair Brian Quiter, and Dan Kasen. Topics can be raised by talking with Brian and/or Dan or via their online form.

The Employee Resource Groups at LBNL are groups of employees who join together based on shared characteristics or life experiences to provide fellowships, friendship and support, enhance career and personal development, and contribute to the organization’s vision and goals. ERGs promote diversity and equity by raising awareness and ensuring that group members have a voice in the organization. Anyone can join an ERG, even if their identity does not match the focus of the group.

There are also many other ways that individual staff within NSD engage in education and outreach programs, including through the K-12 STEM Education programs and LBNL volunteer portal. As a division NSD leads in the area of volunteering!

And just a final reminder that if you have any IDEA-related suggestions, opportunities, or other issues, the IDEA Council is here to help. We can always be reached at NSD-IDEA-Council@lbl.gov. 

Inclusion, Diversity, Equity and Accountability Moments

IDEA Moments: Inclusion, Diversity, Equity, Accountability

The Nuclear Science Division welcomes a cohort of summer interns.

The summer is upon us, and with the longer daylight hours, NSD has welcomed a new cohort of summer interns. This year, the division is hosting nine interns who come from universities all across the country and are working on projects in the 88-inch Cyclotron, Neutrinos, Applied Nuclear Physics, and Low Energy programs.

Six of the summer students are sponsored by the underGraduate Research Educational Academic Traineeships in Nuclear Science (GREAT-NS) program, an outreach initiative funded by the DOE Office of Science (now the RENEW programs), and run by a collaboration of NSD staff. Others are participating in the DOE Office of Science’s Science Undergraduate Laboratory Internships (SULI) and the National Nuclear Security Administration’s Minority Serving Institutions Internship Program (MSIIP).

At a recent all-hands staff meeting we also heard a talk from Faith Dukes, who is the director of LBL’s K-12 STEM Education Programs office. She gave us tips for working with high school interns, such as what to expect of their educational profile, what software platforms they may be familiar with, and the need to communicate clear boundaries and expectations. And that to help them learn, we should allow them to work through hard problems while providing appropriate encouragement.

Best of luck to our summer students, we hope this summer is an inspiring and formative time. And for the staff, be sure to introduce yourselves and welcome our interns!

Figure 1: Last summer’s GREAT-NS students and their mentors.
Figure 1: Last summer’s GREAT-NS students and their mentors.

Inclusion, Diversity, Equity and Accountability Moments

Psychological Safety

At the Nuclear Science Division staff meeting on Tuesday, January 23, Janie Pinterits and Kelly Perce from the lab’s IDEA Office gave a presentation about psychological safety. Psychological safety is defined by Amy Edmondson of Harvard Business School as “the shared belief that the team is safe for interpersonal risk-taking” and is something we would like to foster in NSD. We believe that the best science is done when all members feel encouraged to openly share ideas and bring up difficult topics without fear of embarrassment or rejection so we can grow and learn from our mistakes together.

They led the attendees through an exercise where they broke us into small groups to discuss two scenarios. Both involved situations where a less experienced person’s attempts to contribute were dismissed by a more senior colleague — a psychologically unsafe situation — and we were tasked with brainstorming how to respond or intervene in a way that enhanced psychological safety for the junior colleague. We then rejoined as a group and shared our thoughts.

As Janie and Kelly shared in their slides, the goal of increasing psychological safety requires us all to maintain an environment of civility and respect, to actively listen to one another, to express and be inclusive of each other’s work preferences, and to give and accept feedback well. We also have to accept that we will have to continually work on this goal without expecting to reach a “steady state.”

Figure 1: An illustration that Janie and Kelly shared of how psychological safety and danger exist as self-reinforcing feedback cycles.

Here is a list of resources that Janie and Kelly shared with us for further learning:

We hope to continue this conversation in the coming weeks and months as we explore this approach to making our workplace more inclusive. Thank you all for your efforts and engagement.

Inclusion, Diversity, Equity and Accountability Moments

Recognizing and Celebrating Neurodiversity at the Lab

We’re happy to highlight a new initiative in our lab community – the Neurodiversity Working Group (NWG), part of the AllAccess Employee Resource Group (ERG). This group is committed to enhancing our understanding of neurodiversity, fostering a supportive network for neurodivergent lab employees, and advocating for inclusive policies that aid in the hiring and retention of neurodivergent individuals.

Understanding Neurodiversity

Neurodiversity acknowledges the natural diversity of human brains, recognizing the value of cognitive differences. This terminology encompasses every brain’s differences, and also gives space to describe the differences in the brains of “neurodivergent” people. Neurodivergence describes specifically the differences in the brains of individuals with neurodivergent conditions such as autism, ADHD, learning disorders, OCD, and others. Embracing neurodiversity means valuing the unique perspectives and problem-solving approaches of neurodivergent individuals, while understanding their experiences can be largely shaped by their neurotype.

NWG’s Formation and Leadership

The NWG, led by Hannah Parrilla (NSD), Melissa Romanus (NERSC), Hannah Ross (NERSC), and Jean Sexton (CCSE), emerged from a collective effort to support neurodiversity. These leaders aim to represent the neurodiverse makeup of our lab and lead the way in celebrating neurodiversity.

Goals and Initiatives

The NWG is focused on three main goals:

  1. Celebrating Neurodiversity: Raising awareness about neurodivergent experiences and hosting educational events to foster an inclusive, understanding workplace.
  2. Building a Supportive Network: Creating a community for neurodivergent lab employees to share experiences, access resources, and support personal and professional development.
  3. Influencing Policy: Advocating for inclusive hiring practices and policies that support the career advancement of neurodivergent staff.

Looking Ahead

The establishment of the NWG is a progressive step towards recognizing the contributions of neurodivergent individuals in science. It aims to cultivate a diverse and inclusive culture that celebrates the unique skills and perspectives of all members.

We invite everyone to engage with the NWG, participate in their initiatives, and support their mission to make our division a leader in embracing neurodiversity in science.

Figure 1: A logo to celebrate the Neurodiversity Working Group.

Luminary Cards

To recognize their efforts in the area(s) of Inclusion, Diversity, Equity, and Accountability, the following people received a Luminary Card: Larry Phair