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ADDRESSING STRUCTURAL had seats at the table get opportunities to bring their
BARRIERS talents and their full selves to a forward-thinking
organization.
One of the ways that homogeneity in The child of an African American U.S. Army Colo-
systems gets entrenched is that only larger nel who went on to college at a predominately white
companies seem well positioned to carry out institution, Jackson spent much of her life in spaces
the scope or scale of many NASA contracts, and where she was the only Black person. It wasn’t until
large businesses tend not to be helmed by lead- transferring to Hampton University, an historically
ers from underrepresented groups. To address this Black university, that she had the experience of being
barrier, NASA got creative with their Equity Action among the majority and what that entailed.
Plan, breaking down the deliverables of what would “What I experienced there was accessibility of
traditionally be a single contract into information and inclusion without having to explain
component parts. “If a myself,” she said. “There was a familiarity and a con-
smaller company can’t nection with people that were like me, that I’d never
do the entirety of a [proj- experienced before.”
ect] requirement, there’s As a professional, Jackson would certainly find her-
a niche piece,” Jackson said of self back in spaces where she was “the only one” but
a strategy that NASA informally having experienced what full inclusion could actually
refers to as “matchmaking.” look and feel like, she would commit to opening doors
Another structural barrier is the complexity of for others and “make it [her] business to connect with
processes like bidding that longstanding NASA con- the LGBTQ community.”
tractors are accustomed to but that are foreign (and “For the first few years of my career [in govern-
daunting) to prospective businesses that could offer ment] I struggled to find a voice. Not only was I often
significant value but are newer to the world of con- the only minority, I was generally the only woman.
tracting with large Federal agencies. “We want to edu- Then I had an opportunity to go out and recruit
cate them about federal procurement, so the process small businesses for innovative research proposals
itself isn’t a barrier.” and business technology transformation proposals.
I ended up connecting with those folks because they
A “PERSONAL PASSION” were also looking for a place,” she said.
“I was now in the position to reach out and remove
Jackson reiterated that NASA’s comprehen- some barriers and knock down some walls for others
sive commitment to inclusion is a necessary to be able to enter.”
investment in the future of science and tech- NASA’s Artemis I Lunar Mission is set to land the
nology. “We need to make long lasting, enduring first woman and and the first person of color on the
impact, where everybody is included,” she said. “This moon, and NASA’s Equity Action Plan is set to ensure
is how we move forward.” that the rich diversity of the nation finds its way not
Jackson’s engagement with this effort, however, only onto the flight deck of a NASA spacecraft but into
goes far beyond the role of a senior procurement every activity of the agency. Of her own planned 2022
executive ensuring that an agency maximizes its space mission, Jessica Watkins (also on the Artemis
innovation opportunity. This work is rooted in her I team) said, “This is a step in the direction of a very
own experience of being on both sides of the access exciting future.” I think Karla Smith Jackson would
equation and her commitment to ensuring that agree that this sentiment applies to the Equity Action
people from communities that haven’t traditionally Plan as well.
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