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1. From "Leaky Pipelines" to "Diversity of Thought": What Does "Diversity" Mean in Engineering Education?

   https://doi.org/10.18260/1-2--32861  

   Appelhans, S.; De Pree, T.; Thompson, J.; Aviles, J.; Cheville, A.; Riley, D.; Karlin, J.; Fatehiboroujeni, S.; Akera, A. (July 2019, ASEE annual conference exposition)

   In this research paper, we analyze “diversity” discourses among faculty and administrators in engineering programs across the Unites States, and the initiatives deployed in the name of diversity. The recruitment and retention of women and “minorities” is a task of paramount importance in engineering programs, and higher education in general. However, despite continued efforts to diversify the student body, women and minorities have remained underrepresented in engineering departments. The rationale for increasing diversity in engineering education can vary, from industry arguments about “filling pipelines” for the labor force, to social justice arguments that everyone should have an equal opportunity for success, to cognitive diversity arguments that problems are solved more efficiently with diverse viewpoints. Furthermore, there is significant variation across institutions regarding who is prioritized under the “diversity” umbrella – some highlight women in general, others African American, Hispanic and Lantinx men and women, others target students of low socioeconomic status (SES). Finally, initiatives to address diversity also vary widely, from scholarship programs, to extracurricular activities, to integration of the needs and interests of excluded groups into coursework. This paper draws upon data collected as part of a multi-institutional research study entitled “The Distributed System of Governance in Engineering Education.” We use methods of discourse analysis to study how the term “diversity” is leveraged in different contexts to enact certain methods of recruitment and retention of particular populations. 

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2. From "Leaky Pipelines" to "Diversity of Thought": What Does "Diversity" Mean in Engineering Education?

   Appelhans, S.; De Pree, T.; Thompson, J.; Aviles, J.; Cheville, A.; Riley, D.; Karlin, J.; Fatehiboroujeni, S.; Akera, A. (January 2019, ASEE annual conference & exposition)

   In this research paper, we analyze “diversity” discourses among faculty and administrators in engineering programs across the Unites States, and the initiatives deployed in the name of diversity. The recruitment and retention of women and “minorities” is a task of paramount importance in engineering programs, and higher education in general. However, despite continued efforts to diversify the student body, women and minorities have remained underrepresented in engineering departments. The rationale for increasing diversity in engineering education can vary, from industry arguments about “filling pipelines” for the labor force, to social justice arguments that everyone should have an equal opportunity for success, to cognitive diversity arguments that problems are solved more efficiently with diverse viewpoints. Furthermore, there is significant variation across institutions regarding who is prioritized under the “diversity” umbrella – some highlight women in general, others African American, Hispanic and Lantinx men and women, others target students of low socioeconomic status (SES). Finally, initiatives to address diversity also vary widely, from scholarship programs, to extracurricular activities, to integration of the needs and interests of excluded groups into coursework. This paper draws upon data collected as part of a multi-institutional research study entitled “The Distributed System of Governance in Engineering Education.” We use methods of discourse analysis to study how the term “diversity” is leveraged in different contexts to enact certain methods of recruitment and retention of particular populations. 

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3. Diversity and Inclusion in Mechatronics and Robotics Engineering Education

   Pannier, C.; Berry, C.; Morris, M.; Zhao, X. (June 2020, ASEE annual conference exposition proceedings)

   It is well-known that women and minorities are underrepresented in STEM fields. This is true of mechatronics and robotics engineering (MRE), despite targeted K-12 activities, such as the FIRST Robotics Competition, that aim to increase diversity in engineering. This paper is a first step in assessing the current status of women and underrepresented minorities (URM) as well as investigating solutions to increase diversity and support inclusion of these groups specifically in MRE. The paper examines challenges and potential solutions identified in The 4th Future of Mechatronics and Robotics Education and in an online survey of the MRE college instructor community. Survey participants reported on courses, programs, clubs, and outreach events at the college level. The sample size is small, but the data provide initial findings to inform further study. Qualitative text analysis was used with the survey data. Five themes emerged, ordered from most frequent to least: the instructor’s perspective, social context of MRE, specific attributes of MRE, pre-college interventions, and in-college interventions. The most promising new ideas are in curriculum reform to incorporate social context into engineering education and in expanding STEM outreach by colleges to elementary and middle schools. Existing programs should also be strengthened, including robotics competitions, NSF Research Experiences for Undergraduates, STEM summer camps, bridge programs, and affinity programs. Other important aspects include actively engaging parents, and working to be more inclusive of first-generation Americans and first-generation college students. The paper concludes with initial suggestions to increase diversity and inclusion in MRE and areas for further study. 

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4. Intersectional Engineers: The Diversity of Gender and Race Microaggressions and Their Effects in Engineering Education

   https://doi.org/10.1061/(ASCE)ME.1943-5479.0000889  

   True-Funk, A.; Poleacovschi, C.; Jones-Johnson, G.; Feinstein, S.; Smith, K.; Luster-Teasley, S. (January 2020, Journal of management in engineering)

   Abstract: Underrepresented minorities in engineering regularly experience subtle behaviors or statements that denigrate them on account of their race, ethnicity, gender, or other identity. Engineering students cite these behaviors, known as microaggressions, as reasons for having considered changing majors or leaving college altogether. Despite the recent research trend to foster a more racially, ethnically, and genderinclusive engineering education and profession, previous research does not examine microaggressions in engineering using an intersectional lens. Without an intersectional perspective, intragroup diversity is overlooked, increasing the potential to reinforce broad racial and gender stereotypes. To measure the effects of microaggressions among engineering undergraduate students, the current study used an intersectional approach and collected data from a predominantly white institution (PWI) and from a historically black colleges and universities (HBCUs). The authors conducted individual semistructured interviews to examine the effects of microaggressions among 42 engineering undergraduate students, who can be categorized into seven intersectional identities—White women, African American men, African American women, Asian men, Asian women, Latino men, and Latina women. Results showed five macroeffects and two microeffects—(1) reduced self-belief (reduced self-efficacy and reduced self-esteem), (2) otherness, (3) racial/gender isolation, (4) stereotype threat, and (5) and empowered sense of self. Also, in this work, we make comparisons across intersectional identities. The data provide support for further study of microaggressions and their effects on intersectional identities. This research extends the intersectional approach to focus on engineering departments and colleges and provides information to engineering departments and university administrators concerning the experiences of minority undergraduates and offers academic leaders further information regarding issues surrounding minority student retention and persistence. DOI: 10.1061/(ASCE)ME.1943-5479.0000889. © 2021 American Society of Civil Engineers. 

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5. “Explaining Choice, Persistence, and Attrition of Black Students in Electrical, Computer, and Mechanical Engineering: Year 1.”

   Mobley, Catherine; Orr, Marisa; Brawner, Catherine; Brent, Rebecca (June 2019, American Society for Engineering Education)

   The objective of this project is to identify policies and practices that influence choice, persistence, and attrition of Black students in Electrical Engineering (EE), Computer Engineering (CpE), and Mechanical Engineering (ME) and to make actionable recommendations for policy makers regarding best practices. Building on prior work that demonstrated the impacts of gender and race on academic trajectories for engineering as a whole and EE, CpE, and ME in particular, our transformative mixed-methods project responds to calls for more cross-institutional qualitative and longitudinal studies of minorities in engineering education. The study will investigate the following overarching research questions: 1. Why do Black men and women choose and persist in, or leave, EE, CpE, and ME? 2. What are the academic trajectories of Black men and women in EE, CpE, and ME? 3. In what ways do these pathways vary by gender or institution? 4. What institutional policies and practices promote greater retention of Black engineering students? Our mixed-methods approach combines the quantitative power of large sample sizes available from the Multi-Institution Database for Investigating Engineering Longitudinal Development (MIDFIELD) and the qualitative richness of 80 in-depth interviews and detailed content analysis of institutional policies and contexts at four institutions. This approach allows for the development of the thematic rigor necessary to advance theoretical understanding of engineering education for underrepresented minorities (URMs). We will draw on the theoretical frameworks of intersectionality, critical race theory, and community cultural wealth to guide our research and interpret our findings. 

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