The stellar-subhalo mass relation of satellite galaxies

We extend the abundance matching technique (AMT) to infer the satellite-subhalo and central-halo mass relations (MRs) of galaxies, as well as the corresponding satellite conditional mass functions (CMFs). We use the observed galaxy stellar mass function (GSMF) decomposed into centrals and satellites and the LCDM halo/subhalo mass functions as inputs. We explore the effects of defining the subhalo mass at the time of accretion (m_acc) vs. at the time of observation (m_obs). We test the standard assumption that centrals and satellites follow the same MRs, showing that this assumption leads to predictions in disagreement with observations, specially for m_obs. Instead, when the satellite-subhalo MRs are constrained following our AMT, they are always different from the central-halo MR: the smaller the stellar mass (Ms), the less massive is the subhalo of satellites as compared to the halo of centrals of the same Ms. On average, for Ms<2x10^11Msol, the dark mass of satellites decreased by 60-65% with respect to their masses at accretion time. The resulting MRs for both definitions of subhalo mass yield satellite CMFs in agreement with observations. Also, when these MRs are used in a HOD model, the predicted correlation functions agree with observations. We show that the use of m_obs leads to less uncertain MRs than m_acc, and discuss implications of the obtained satellite-subhalo MR. For example, we show that the tension between abundance and dynamics of MW satellites in LCDM gives if the slope of the GSMF faint-end slope upturns to -1.6.Comment: 13, pages, 4 figures. Accepted for publication in ApJ. Minor changes to previous versio

Interest Convergence and Neoliberalism: Effects on Entry-Level Staff of Color Who Perform Diversity, Equity, and Inclusion in Higher Education

Higher education was not originally built to benefit people of color. Diversity, equity, and inclusion (DEI) are many ways in which universities seek to change higher education. However, higher education has a staff retention problem and is at risk of losing more than half of its current workforce. Retention problems also impact entry-level staff of color who perform DEI in universities. Through a lens of interest convergence and neoliberalism, this qualitative study gathered the experiences of entry-level staff of color who perform DEI in student affairs, looked at how their experiences are shaped by the structures of the university, and examined the relationship between university structures and racism that affected entry-level staff of color. Participants in this study consisted of six current entry-level staff of color from three public Hispanic Serving Institutions in California. The findings from this study contributed to the limited research on entry-level staff of color performing DEI in higher education. The experiences revealed by the participants are org­­anized into six themes: (1) identities influenced DEI positions, (2) joy experienced by performing DEI, (3) value found in supervisors with similar identities, (4) funding insecurities harm DEI staff, (5) budget cuts impact DEI initiatives, and (6) racism often experienced in university structures. Findings suggests entry-level staff of color are at the crossroads of working in environments which embrace their marginalized identities yet are situated in institutions that have made all participants think about resigning due to the oppressive treatment they systematically endure while performing DEI. Recommendations were developed from findings, which include practices in how universities can retain entry-level staff of color who perform DEI, and suggestions for future research to include entry-level staff of color and their experiences in higher education