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The US professional astronomy and astrophysics fields are not representativeof the diversity of people in the nation. For example, 2017 AIP reports showthat in 2014, women made up only about 20 percent of the faculty in astronomyand physics departments, and the numbers for under-represented minorities (menand women) were, and remain, low. However numerous studies have demonstratedthat diverse groups (in both cognition and identity) outperform groups that aremore homogeneous, even when the homogeneous group is comprised of all "highachieving experts." (Hong and Page, 2004, Kleinberg and Raghu, 2018). This hasbeen shown to be the case on a variety of complex tasks. Thus, if we want thebest opportunity to make progress on and answer the research questions of the2020s, we must employ diverse teams who bring different heuristics andperspectives to those problems. However, currently in the field there are fewtangible motivations to encourage projects, missions or programs to employteams that are diverse in both cognitive areas and identity to take on thesecomplex problems. Managing groups and organizations contracted to run theseefforts are currently not required or incentivized to employ an identitydiverse workforce.  In this position (white) paper, we recommend that agency funding (from NSF,NASA, DOE, etc.), especially for missions, projects and programs, encourage thedevelopment and retention of diverse teams by requiring documentation of andprogress on metrics related to diversity, inclusion and equity. We furtherrecommend that documented progress on diversity and inclusion metrics should bemonitored in reviews alongside project management and budget reporting.Managing groups and organizations proposing to administer projects on behalf ofagencies should be required to demonstrate competency with respect to diversityand inclusion metrics.

Astro2020 APC White Paper: Tying Research Funding to Progress on Inclusion