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Author: Oleksandr

EVONA Is Defying the Space Industry Wage Gap

Posted on by Oleksandr

Our data has revealed a surprising, yet inspiring fact:

EVONA’s female placements in the space sector are earning more than men in the same roles.

While the space industry is facing a persistent gender pay gap, EVONA is leading the charge in empowering women to not only break into the sector, but to also soar to new heights of success. It’s time to shatter the glass ceiling of the space sector and make way for women to reach for the stars. We’re leading the revolution that’s closing the pay gap and opening up a world of opportunities for women in space.

Despite rapid advancements in technology and exploration, the industry is still grappling with issues of unequal compensation for men and women in the same roles with the same qualifications. The disparity is not unique to entry-level positions, but also exists at higher levels of the industry. It’s a multi-faceted problem with many contributing factors, such as issues of representation and unconscious bias.

 

The US Space Wage Gap

Unfortunately, the US space wage gap is significantly higher than the wider US average. But fear not, space sector – EVONA is here to lead the way and provide a solution to this persistent problem. Our data showcases EVONA’s commitment to empowering women and providing equal opportunities in the space sector. By placing a focus on merit and skills, EVONA is setting a new standard in the industry and closing the pay gap.

 

Let’s delve a bit deeper into the specifics. How do the figures look when we split by state?

These states have flipped the wage gap on its head. This data showcases a historic moment in the space sector. The fact that these states are prioritising and valuing the contributions of women in the space sector is a testament to their progressive and inclusive approach to creating a diverse workforce. This is a positive step towards a future where women have equal opportunities to succeed and excel in the space sector, which will lead to a stronger, more innovative and resilient industry for all.

The US space industry is booming. With the sector’s annual revenue currently sitting at $447 billion, and forecast to reach $1 trillion by 2040, there’s never been a better time to join. While the industry has been historically patriarchal, we’re committed to levelling the playing field and illuminating the ever-increasing opportunities for women in space.

 

We’re not just overachieving for our female candidates. When you compare the average US space sector salary with that of EVONA’s placements, our candidates are earning on average $50,732 more each year.

We’re constantly sharing our expertise for companies to utilise for change. If space organisations follow this advice, they will have the tools they need to build a diverse company that will drive innovation and retain talent.

In Project IDD (Inclusivity Drives Diversity) Part 1, we explored issues of diversity and inclusion from a gender perspective. We gave exclusive insights from two of our principle recruiters who achieved a 50/50 gender split in their placements, and told you how to attract and retain talented women in your organization. 

 

Click here to read Project IDD Part 1 and take a giant leap towards workplace equality.

The Exploration Company Reusable Orbital Vehicles

Posted on by Oleksandr

The Exploration Company, a European startup revolutionizing the space industry, has successfully raised €40.5 million in their Series A funding round. This major milestone will finance a series of tests and demonstrations, starting with the inaugural launch of Europe’s Ariane 6 rocket later this year.

At the forefront of innovation, The Exploration Company will launch the Bikini reentry demonstrator, a 40 kilogram, 60 centimeter in diameter capsule, to gather critical data on thermal protections, onboard computer performance and shape validation for larger capsules. And, as the company continues to push the boundaries of space exploration, they have already booked a SpaceX Falcon 9 mission for next year to carry a larger 1,600 kilogram demonstration capsule equipped with propulsion and a parachute for a controlled reentry.

In 2026, The Exploration Company plans to launch the full-sized Nyx orbital vehicle, measuring four meters in diameter and weighing 8,000 kilograms. This vehicle will be capable of spending several months in orbit, demonstrating its capability to perform precise operations, with the ultimate goal of docking with the International Space Station in 2027. A full-sized Nyx will be able to transport 4,000 kilograms to orbit for up to six months, and bring 2,600 kilograms back down to Earth, all for just €20,000 per kilogram.

This trailblazing startup, led by CEO and co-founder Hélène Huby, has even greater plans for the future with missions to the moon and eventual crewed missions. With Hélène’s extensive background as Vice President at Airbus Defence and Space and her experience on the European Service Module for NASA’s Orion spacecraft, The Exploration Company is well-positioned to seize the growing demand for European space station transportation and microgravity missions.

The Exploration Company’s funding round was led by Swedish early-stage investor EQT Ventures and Red River West of France, and supported by investors including Promus Ventures, Cherry Ventures, Vsquared, Omnes Capital, July Fund, Partech, Possible Ventures, Habert Dassault Finance, Schlumberger, and Sista Fund. With a total funding to date of €47.3 million, The Exploration Company is poised for takeoff and ready to shape the future of space exploration.

What are the advantages of hybrid working?

Posted on by Oleksandr

What is a hybrid working model?

Hybrid working models are becoming increasingly popular in today’s fast-paced, technology-driven world. This way of working combines the best of both worlds, offering employees the flexibility and autonomy of working from home or other remote locations, while still maintaining a sense of connection and collaboration with their colleagues and the organization.

Overall, hybrid working models offer a number of benefits for both employees and organisations and are likely to become an increasingly common way of working in the future. With the right technology and support in place, it’s possible to create a hybrid working environment that is productive, efficient, and enjoyable for everyone involved.

 

What is the difference between hybrid and remote work?

Hybrid work and remote work are similar in that they both involve employees working from locations outside of a traditional office. However, there are some key differences between the two.

Remote work refers to a situation where employees work entirely from a location of their choice, whether that be from home or another location, and do not physically come into the office. This means that all communication and collaboration is done remotely, typically through the use of technology such as video conferencing, instant messaging, and document sharing.

Hybrid work, on the other hand, is a blend of remote and in-person work. It typically involves employees splitting their time between working from home or other remote locations and working from a central office or other physical location. This allows employees to have a level of autonomy and flexibility in terms of where and how they work, while still maintaining some level of in-person collaboration and connection with their colleagues.

 

Is hybrid working popular?

 

The pandemic caused a rapid shift in our lifestyles and forced many to adapt to working remotely. During lockdown, working from home benefited both the employee and their organisation by ensuring work could continue effectively, whilst keeping everybody as safe as possible.

In the short term, hybrid working offered vital reassurance in such uncertain times. Emerging from the pandemic, lockdown changed expectations, with employees quickly noticing the benefits of remote work in maintaining their productivity whilst enabling a flexible lifestyle.

 

Is hybrid working for me?

Hybrid working offers flexibility by combining workplace and remote working. For many remote-capable employees, the traditional (and constraining) nine-to-five working day has transformed and occasionally working from a location away from the office is becoming the norm. Giving more flexibility and freedom to employees, hybrid working intends to sustain productivity in ways that can benefit each employee differently. This combination can improve employee work satisfaction and ultimately the quality of work produced.

When deciding if hybrid work is suitable for you, it is important to consider your schedule and where you feel most productive. Some forms of work will lend themselves better to being at home or in the office. This can depend on the need for face-to-face meetings or video calls, for example. An informal or set working pattern can be established, adapted to suit both the company and the employee.

Despite its advantages, hybrid working isn’t suitable for all industries and is offered at the employer’s discretion. It’s important to be clear on your own expectations as well as a potential employer’s before you accept a job offer.

 

What are the advantages of hybrid working?

Employers’ newfound person-centred approach to work has many advantageous outcomes. The benefits of hybrid working include a better work-life balance, higher motivation, and improved job satisfaction from employees.

  • Higher productivity

When working from home, employees are primarily focused on independent work tasks in a quiet space, away from the distractions of the office. Hybrid working, therefore, utilises environments that suit the individual, so employees can use their time effectively. This can enable efficient and productive working in a fast-paced role. It can also promote better collaboration of ideas within the team and improve work relationships through both face-to-face and online communication with co-workers.

  • Flexibility

Working full-time from home or in the office could be isolating and distracting. In a hybrid setup, a flexible working schedule boosts morale among employees, improving their work-life balance by allowing them to work in ways most effective for them. This means they are trusted by employers to utilise and manage their independence, which in turn improves productivity and motivation. Employees’ schedules and priorities differ, so hybrid working gives people the opportunity to be flexible around their differing lifestyles, such as doing the school run or going to the gym.

  • Time and money saving

Flexible working is beneficial by reducing long commuting journeys and travel expenses for employees. By allowing employees to work from home or other remote locations, hybrid working models can significantly reduce the time and costs associated with commuting. This can not only save employees time, but also help to reduce their stress levels and improve their overall quality of life. Furthermore, with fewer people in the office, there are significantly lower operational costs for employers and less overcrowded office space. Office space can then be utilised for collaborative team projects and relationship building. 

  • Increased job opportunities

Flexible work increases the number of job opportunities, reducing the need to decide on a company based on location, commute time, or cost. It can also help companies to attract and retain talent by offering a better work-life balance and flexibility. It can also increase the pool of candidates for a given role by making it more accessible to people who may not have been able to commute to an office on a daily basis, such as those with disabilities or caregiving responsibilities. This gives employers access to a wider talent pool when recruiting, attracting a new generation of workers who are accustomed to flexibility.

 

What does a hybrid work schedule look like?

Employees who need peace and quiet to focus, or those who thrive in an office setting, can be given the choice to work where and when they’re most productive. A hybrid schedule enables individuals to manage their workload in a schedule that suits them best, reducing unwanted stress and preventing burnout. Every individual has a unique way of working, so make sure to find the balance that works for you.

 

How to find the right balance with hybrid working

Hybrid working can be structured in many ways, ranging from working in the office two or three days a week, or even two or three days a month – it’s completely flexible. In a hybrid workplace, employees can utilise their time better by, for example, avoiding commuting at busy times. Time at home helps hybrid workers efficiently drive personal performance while allowing the flexibility to meet other life responsibilities, such as shopping, exercising, or taking children to school. This allows employees to form an effective routine, giving them control over work hours and location.

The advantages of office working can be utilised for those that wish to socialise in the office, improving the company culture by enabling in-person collaboration and teamwork. Office time becomes more valued, and this can help to combat feelings of isolation that may emerge in a fully remote schedule.

Simultaneously, hybrid working aids those who need a silent environment to work with no interruptions. Here, they can focus on tasks without the noises and interruptions of a traditional office environment. It’s worth noting that remote working can sometimes result in overworking and burnout, so it’s vital to take regular breaks and set proper boundaries. It’s important to have a defined space for home working, so if you don’t have a dedicated workspace, hybrid working might not be the best option for you.

 

Top takeaways for hybrid working

All in all, hybrid working offers a great lifestyle that shouldn’t affect productivity, but it’s important to make sure that it’s right for you. Being location flexible, alternating between office and home working, has lots of advantages. It can help you to work more efficiently and maintain a healthy work-life balance, preventing burnout and improving performance. However, one size doesn’t fit all when it comes to remote working. Some people work better in the office, while some find it easier to focus at home. Whichever side of the fence you’re on, be reflective and honest with yourself about if remote working really suits you.

If hybrid working is for you, check out our jobs page to find the ideal hybrid role for you in the space sector.

Workplace Inclusion: the Blueprint

Posted on by Oleksandr

We’ve said it before, and we’ll say it again — diversity is only achievable through inclusion.

Many companies think that creating a visibly diverse workforce is the first step to building an inclusive one. This is absolutely not the case. Strategically hiring ‘diverse candidates’ to appear inclusive from an outside perspective is completely counter productive to the end goal of true and organic diversity.

The only way to foster a truly diverse team is to create an inclusive environment that attracts and retains people from all walks of life. Not sure where to start? We’re here to help with our guide to building an inclusive workplace.

 

Workplace Inclusion: the BlueprintWorkplace Inclusion: the Blueprint

  • Understand your starting point – set goals, measures and check-ins to track progress

Creating an inclusive workplace isn’t something that can be achieved overnight. It requires a thoughtful and deliberate approach to understand the current diversity landscape within your organisation, identify areas for improvement, and establish measurable goals for progress. This means looking at the makeup of your team and identifying any areas that need improvement. Once you’ve done this, set tangible goals to measure your progress in creating an inclusive workplace, as well as times to check in and review your journey so far. For example, if you want to increase gender diversity on your team, you could set a target of achieving a 30% female representation within six months.

 

  • Educate your company from the top down – senior members of staff need diversity and inclusion training

Creating an inclusive workplace starts from the top down. Having a CEO who is educated on and visibly committed to inclusion sets the tone for the whole organisation. Similarly, a senior team who understand the importance of diversity and are able to promote its values throughout the organisation, is an essential tool in creating an inclusive workplace. The benefits of this have been academically and statistically proven – companies with leaders who take diversity and inclusion seriously have greater success in hiring, promoting and retaining diverse talent.

It’s also important that lower-level employees have access to diversity and inclusion training. This should be provided by the highest-ranking members of the company. Through diversity and inclusion training, your team can become aware of their own biases and learn how to foster an open and safe environment.

 

  • Raise awareness and understanding of unconscious bias

People have a tendency to gravitate towards what they feel represents them in some way – their own values, beliefs, experiences, and identity. This can lead to a workplace where the majority of employees look like each other, with similar values, beliefs, and backgrounds. This contributes workplace cultures that are exclusive and not welcoming to those from minority or underrepresented backgrounds.

Unconscious bias happens without our knowledge. It influences how we make decisions, interpret events, and interact with others. It can also have a huge impact on creating an inclusive workplace, as it often involves associating certain characteristics with certain groups. Recognising our unconscious biases is essential when trying to create an inclusive workplace.

 

  • Analyse your hiring processes and implement inclusive recruitment strategies

Recruitment and selection processes can often contribute to a lack of diversity if they are not properly managed. Throughout the hiring process, it’s important to be aware of unconscious bias. Potential areas of improvement can include anonymous CVs or applications, blind interviewing techniques, ensuring job adverts are free from gender-coded language, and designing tasks that test skills rather than making assumptions. Employers should also consider how they access talent pools, such as widening their geographical search radius or introducing job-sharing roles.

 

  • Don’t define people by protected characteristics

Employers should strive to create opportunities for all employees to reach their full potential, regardless of personal characteristics. Your website and job vacancies should clearly communicate that your company welcomes applications from all individuals, including those with disabilities and different diversities.

Beyond understanding protected characteristics, it’s essential to move away from letting these characteristics define or limit people. By going beyond compliance with the Equality Act and actively working to create an inclusive workplace, companies can create an environment that will both attract and retain talent.

 

  • Provide a tailored benefits package – understand your team’s needs and attract candidates from all walks of life

An important part of inclusion is understanding your team’s needs. When creating a benefits package, it’s important to make sure that everyone feels included and respected. Companies need to understand that not everyone has the same needs, and not everyone has the same level of financial resources. It’s important to provide benefits that are both cost-effective and tailored to different individuals’ needs. Benefits can include things like childcare, parental leave, transportation costs, gym memberships, healthcare, and more.

Flexible and remote working have become highly sought-after perks in today’s workforce. Many workers are searching for more adaptable schedules that allow them to better align their work and personal lives. Remote working has also opened up new opportunities for companies as they can now access a wider range of skilled professionals, regardless of their physical location.

 

  • Create mentoring and sponsorship opportunities to create new opportunities for people from underrepresented groups

Mentoring and sponsorship programmes provide a platform for individuals of all backgrounds to build trust, improve communication, and expand networks. They also increase the visibility of underrepresented individuals, making them more likely to be considered for leadership positions and other opportunities for progression.

Mentoring and sponsorship programmes can include coaching on professional development, networking opportunities, and exposure to new projects and initiatives, among other structures. These programmes empower underrepresented individuals with access to guidance, support, and advocacy from senior and experienced members of your organisation. The mentees and sponsored individuals can bring new perspectives, ideas and skills to the team, increasing diversity and innovation.

 

  • Give your team multiple ways to provide feedback

Creating an inclusive workplace is a work in progress. Your team’s honest feedback is an invaluable tool in this journey. By providing opportunities to provide feedback in different ways – such as surveys, roundtables, and anonymous suggestion boxes – you create an atmosphere where everyone feels safe to share their thoughts and ideas. When issues arise, you can easily address them and take steps to resolve them swiftly. This can lead to important breakthroughs in the workplace and help build a culture that values inclusion.

 

  • Promote pay equality

Promoting pay equality in the workplace is not just a moral imperative, but it is also a business-critical strategy. When employers actively work to ensure that all employees are compensated fairly, regardless of their gender, race, or other characteristics, it sends a clear message that everyone will be treated with respect and fairness. This creates an atmosphere of trust and collaboration among employees, which can lead to increased productivity, job satisfaction, and employee retention.

Additionally, promoting pay equality can have a significant impact on your company’s ability to attract and retain top talent from underrepresented groups. Studies have shown that companies with a reputation for pay equality are more likely to attract a diverse pool of job applicants, and employees are more likely to stay with a company that values and respects them.

 

  • Create Employee Resource Groups (ERG) and employee support networks

Employee Resource Groups (ERG) provide an outlet for employees to connect with others in their demographic, offering the opportunity to discuss shared experiences, access resources, and build community. An ERG is a self-selected, voluntary group of individuals with shared identities or interests that may not be represented in the majority of the organisation. These groups can take many different forms, including affinity groups, resource groups, diversity networks, or ERGs. They can focus on gender, race, culture, ethnicity, nationality, sexual orientation, disability status, and more.

Employee support networks provide a sense of psychological safety and foster collaboration among employees. They are typically cross-departmental groups that provide peer-to-peer mentorship and support. They offer employees a safe space to share concerns and seek advice from colleagues who may have similar experiences or knowledge. Support networks are especially beneficial for employees from underrepresented backgrounds who may not find the same level of inclusion in traditional workgroups.

 

As a world-leading space recruitment agency, EVONA are committed to illuminating the path to diversity and inclusion in the sector. Our ongoing series, Project Inclusion Drives Diversity (IDD), gives you all the information, insights and practical steps you need in one place. We’re using our own exclusive data and expert insights, alongside advice from NewSpace leaders who share our same vision and are actively implementing these strategies in their organisations.

We’re giving you simple solutions to ensure your company is attracting the best talent, from all walks of life. Download Project IDD Part 1 to find out how to attract, and retain, diverse talent that can take your organisation to the next level. Part 2 coming soon.

 

 

HERE Technologies and AWS Collaboration

Posted on by Oleksandr

HERE Technologies and Amazon Web Services (AWS) have joined forces to revolutionize the way developers track and manage internet-of-things (IoT) devices.

This collaboration combines the power of HERE‘s location data expertise with AWS‘s cloud computing capabilities, delivering an unparalleled solution for developers worldwide.

HERE Positioning, the location technology at the forefront of this collaboration, is a sophisticated system that relies exclusively on Global Navigation Satellite Systems (GNSS) to provide accurate and reliable location data for a wide range of devices and applications. This technology is now being integrated with the AWS IoT Core Device Location feature, which enables developers to track and manage IoT devices globally, without the need for GNSS/GPS hardware. This integration results in a powerful solution that provides location awareness and high-accuracy positioning, while also ensuring data security for users.

The collaboration between HERE Technologies and AWS takes advantage of HERE’s extensive global database of more than 200 million Cell-ID and 5.6 billion Wi-Fi access point locations. These are continuously updated and populated through advanced machine learning algorithms, providing a comprehensive understanding of the location of IoT devices.

Moreover, this partnership brings together two leading companies in their respective industries, enabling developers to leverage both companies’ expertise and capabilities to create new and innovative solutions. The combination of HERE’s location data and AWS’s cloud computing services opens up new possibilities for developers to track and manage IoT devices in new and exciting ways, such as enhancing the performance of indoor and outdoor positioning capabilities, creating new location-based services, and even tracking devices in areas where GNSS/GPS is not available.

The partnership between HERE Technologies and Amazon Web Services (AWS) represents a significant step forward for the IoT industry, opening new opportunities for developers and users. This collaboration is set to change the way the IoT industry operates and bring innovative solutions to the market.

UK Space Agency to Invest £50 Million for Satellite Communications

Posted on by Oleksandr

UK Space Agency (UKSA) has announced £50 million of funding for ‘ambitious and innovative’ projects that will accelerate the UK’s satellite communications industry.

The funding is part of the European Space Agency (ESA) Advanced Research in Telecommunications Services (ARTES) programme and is available for a wide range of projects, such as developing new satellite constellations, the ground systems needed to access them, or whole end-to-end systems delivering new services to customers.

These could include integrating 5G systems to unlock connectivity for people and machines through upgrading infrastructure to enable new markets and services such as drones or driverless haulage.

This will create space-based networks to rival cable-based terrestrial ones, helping UK space operators to use disruptive new technologies and business models to enable global operations.

“Developing UK space capabilities and maximising commercial opportunities are key to the National Space Strategy, as part of our plans to become a leading power in space and build on a sector already worth £16.5 billion to the UK economy”, said George Freeman, the UK’s science minister.

“This latest £50 million UK Space Agency funding will help more companies into our vibrant fast growth UK space telecoms sector, helping drive both growth and wider UK economic resilience”, he continued.

 

The UK already has a fast-growing satellite communications industry, with services contributing £10.4 billion to the economy and to the creation of more than 26,600 jobs.

Successful companies will have the opportunity to help kick off the next generation of satellite communications hardware, paving the way for services that can provide better quality connectivity in remote and hard-to-reach places, higher bandwidth, lower latency, and increased security.

Paul Bate, UK Space Agency CEO, commented “This is an exciting time to be involved in the satellite communications industry as the world increases its dependence on these services to manage business, travel, security, infrastructure, connectivity, and more.”

“This funding will help UK companies that have the right expertise and ambition to become global players in this market and lead on ground-breaking technologies that will enhance the wider UK space sector, create jobs and generate further investment.”

 

The UK is a leading investor in ARTES, having committed £190 million to the programme at the ESA Council of Ministers in November.

Remembering Michael Jones — the Creator of Google Earth

Posted on by Oleksandr

Michael Jones, the creator of Google Earth, passed away on January 18th. His passing is a great loss not only for the field of cartography and geospatial intelligence, but for the billions around the world whose lives his genius transformed.

Michael Jones
Copyright © Jarle Naustvik 2011

Michael Jones was a true trailblazer. As the former Chief Technology Advocate at Google, he was responsible for leading the development of one of the most revolutionary and popular mapping platforms of our time: Google Earth. This platform not only made it easier for people to access and explore maps of the world, but it also democratised the field of cartography by making it accessible to people of all backgrounds and skill levels.

“Michael Jones’s work has been nothing short of revolutionary. His ability to blend technology and user-centric approach has redefined the field of cartography, and his contributions will continue to be felt for generations to come,” commented Baroness Lynda Chalker, President of the Royal Geographical Society.

Jones understood that the key to making geography accessible was to create a platform that was not only functional, but also intuitive and engaging. Google Earth was the result of this approach, and it became one of the most widely used mapping platforms in the world, with millions of people using it to explore the world around them.

In 2020, Jones was recognised for his outstanding contributions to the field by being awarded the Society’s Patron’s Gold Medal. This prestigious award is awarded to individuals who have made significant contributions to the field of geospatial information. It is a testament to the impact that Jones had on the field.

“Everyone is inventive,” Jones later commented in an interview. “You need only ignore limits and ask yourself ‘how should it be?’”

“Inventors are just laborers toiling to make things be as we feel they should,” he said. “For me, a key trait is passion for ideas, loving them as parents love children and grandchildren: embracing them, sacrificing for them, excusing the worst and believing the best of them, being patient and supportive with an enduring love as they mature. Like children, they take time to develop into the brightness of their promise. I have been this way all my life.”

Jones’s work has not only made the world more accessible, but it has also changed the way we understand and interact with it. His vision to redefine mapping from static lines and symbols to an interactive geographical web of context and information has left a lasting impact on the field. This innovation will continue to shape the way we understand and interact with the world around us.

Jones’s legacy continues to be an inspiration for those working towards making the world a more accessible and understandable place. His name will go down in history as the man who transformed the map as we knew it, forever.

 

USA: Home of Geospatial Education

Posted on by Oleksandr

Geospatial intelligence (GEOINT) is a rapidly advancing field offering exciting career paths for those with a passion for mapping, data analysis and problem-solving. The sector is constantly evolving, and with new and advanced technologies on the rise, the possibilities are endless. A geospatial career isn’t just a job, it’s an adventure.

For employers, understanding industry trends is key if you want to get ahead of the competition.  For students, knowing which universities offer the best education for your chosen field of study can be vital to securing the best roles in the industry. According to our data, geospatial organisations seem to sway towards certain universities, but which are they, and why are they preferred?

We looked at hundreds of leading companies in the geospatial sector, including Uber, TomTom, Maxar, Iceye, Satellogic, What3Words,  and which universities their employees attended; and the same names appeared time and time again. Interestingly, over 80% of the graduates that move into geospatial sector come from American universities, and the most popular of these is University of Colorado, Boulder.

Top 10 Universities for Geospatial Studies by Industry Hires:

Heatmap of geospatial universities and organisations
Heatmap of geospatial universities and organisations
  1. University of Colorado Boulder – USA
  2. Stanford University – USA
  3. The University of California, Berkeley – USA
  4. University of Oxford – UK
  5. Penn State University – USA
  6. George Mason University – USA
  7. University of Arizona – USA
  8. University of Waterloo – Canada
  9. Carnegie Mellon University – USA
  10. University of Washington – USA

All American universities in the top 10 are funded for conceptual space exploration and have close ties with or are funded by NASA.

NASA’s investment in university space programmes is critical for the development and growth of the geospatial sector. By funding research and providing resources for hands-on experience, NASA is nurturing the next generation of talent in the field. These programmes not only prepare students for geospatial and other space-related careers, but inspires them to pursue further innovation and discovery. This support also allows for cross-sector collaboration and problem-solving to improve society.

 

What makes the USA such a hotbed for geospatial education? 

Out of 114 US universities, the top three in terms of geospatial sector hires are all members of the Universities Space Research Association (USRA). USRA serves as a platform for universities to collaborate effectively with each other, the Government, and other organisations to advance space science, technology, and education.

USRA is dedicated to strengthening the capabilities in environmental data sciences to minimise and remedy real-world problems, such as the effects of natural disasters. The partnership provides access to panels of technical experts from the research community to oversee USRA’s institutes, centres, divisions and programmes.

The eligibility criteria for USRA membership includes demonstrated significant contributions in space or aerospace research fields by faculty, and a substantial commitment to a course of studies and dissertation research leading to the doctorate in one or more related fields.

 

PRO CU Campus Aerial; Boulder, Colorado

1. University of Colorado Boulder

 

 

File:Stanford University, California (23238123251).jpg

2. Stanford University, California

 

 

UC Berkeley Campus - Visit Berkeley

3. The University of California, Berkeley

  • World’s 3rd best college for planetary sciences
  • Ranked #17 out of 2,241 in Best Colleges ranking nationwide
  • Strong connections & partnership with NASA
  • Participated in over 50 space missions
  • Graduated 8th highest number of astronauts of any US college
  • USRA oversight member
  • Total enrolment – 48% male, 51% female
  • Departments – The Rausser College of Natural Resources, Space Science Laboratory, Center for Integrative Planetary Science
  • Courses- Geospatial Information Science and Technology, Earth & Planetary Sciences, Geography, Environmental Science, Policy and Management, Data Science, City Planning, Planetary Science Major

Space-Powered Drugs – Fighting Disease from Outer Space

Posted on by Oleksandr

The National Stem Cell Foundation is leading the way in space-based research to combat debilitating diseases such as Parkinson’s and multiple sclerosis (MS).

With funding secured early this year, the foundation will launch a mission to the International Space Station (ISS) at the end of 2023 to test drugs for these conditions for the first time in orbit.

This will be the foundation’s fifth mission to the ISS, which has been conducting pioneering neurodegeneration studies on the space station since 2019. Thanks to the ISS’s microgravity environment, researchers can observe how cells interact in a way that is not possible on Earth. This allows them to identify what went wrong and why, as well as test new drugs or cell therapies to prevent further deterioration.

The research conducted by the foundation utilises specially engineered organoids, created by reprogramming skin or blood cells sourced from individuals affected by Parkinson’s disease and progressive multiple sclerosis. These organoids are designed to mimic the characteristics of brain cells, providing a unique model for studying the underlying mechanisms of these conditions. The organisation hopes that by studying these cells in the microgravity environment, they will find treatments that can help not only the millions of people affected by Parkinson’s and MS, but also other neurodegenerative diseases such as Alzheimer’s and ALS.

According to Paula Grisanti, the foundation’s CEO, “You can simulate microgravity in a laboratory by centrifuge, but those cells are confused, and if you’re looking under a microscope on Earth, they’re slightly flattened.” She added that “the ability to understand how neurodegeneration begins or can be stopped is important for astronaut health too.”

Additionally, the foundation’s research has implications for astronaut health as well, as space agencies plan for long-duration stays on the Moon and Mars. The foundation is also dedicated to supporting research that seeks to unlock the potential benefits of space-based studies for orthopedic diseases. One area of focus is the investigation of cartilage growth, with the aim of developing new and innovative treatments for knee replacements and other joint-related conditions.

Grisanti said “If we already know that cartilage grows faster in space, how can we use that information? What kind of an experiment could you fly with cartilage cells to rebuild knees, rather than have knee replacements?”

As the cost of access to space continues to decrease, companies are also exploring ways to manufacture other constructs in orbit, such as more uniform crystals for fiber optic cables and better rubber for tires. The pharmaceutical industry could also potentially produce drugs from orbit, offering the opportunity for new and improved drug production.

Grisanti added “I think that research in space will be big for the pharmaceutical industry,” not least because it offers the “opportunity to make drugs differently or improve their production.”

The National Stem Cell Foundation’s pioneering research in space is a significant step forward in the fight against debilitating diseases. This project has the potential to revolutionize the pharmaceutical industry. With costs to send resources to and from orbit expected to decrease in the future, the possibilities for this type of research are endless.