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1. Surfacing Deeply Held Beliefs about Gender-and Race-Based Minoritization in Engineering: Emerging Insights After Two Years Focused on Data Collection

   https://doi.org/10.18260/1-2--41977  

   Delpech, Dira; Dringenberg, Emily (August 2022, ASEE Conferences)

   Engineering educators in many contexts are increasingly being called to contribute to equity. The focus of our CAREER project is to investigate the ways in which engineering faculty, staff and administrators think about the cause of gender- and race-based minoritization in engineering. Specifically, we investigate the beliefs they express about why women and people of color remain minoritized in engineering and how they arrive at those beliefs. Long term goals of the work include designing evidence-based professional development that can support faculty at any stage in their development as change agents for equity in engineering. The overarching project design includes a series of four one-on-one interviews with participants. The first two interviews are focused on their beliefs about gender- and race-based minoritization, respectively. The third interview will explore their narrative, and the fourth interview (or some type of interaction) will be designed based on how the project evolves and what we learn. We are currently in the second year of the project. To start, our research team used crowdsourcing as a method of recruiting our participants. We asked students to identify engineering educators that they considered to be inclusive based on their lived experience. We oversampled for students from minoritized groups (non-male, non-white). We also allowed those nominated by students to refer to any peers that they felt were inclusive. This resulted in the following participant pool with at least one majority identity (race or gender): 11 white men, 11 white women, and 5 men of color. After piloting our initial interview protocol, we completed gender beliefs interviews with all 27 participants during the 2020-2021 academic year. We had the interviews transcribed, and members of our research checked them for accuracy and de-identified them. The clean transcripts were then sent back to the participants for review. We began data condensation by generating a summary sheet for each participant, which includes the main concepts captured in each section of their gender beliefs interview. We are currently (2021-2022) conducting race beliefs interviews with those same participants. We published the results of piloting the use of our methodological framework, Thinking as Argument (TaA) in the 2021 ASEE proceedings. In short, we believe the framework shows promise for studying beliefs at a deeper level by inviting participants to work through the types of evidence they draw on to commit to their beliefs about the cause of minoritization in engineering. In this paper, we offer some insights that are emerging at this early stage of the project: Different participants draw on diverse ways of knowing to commit to their beliefs, including lived experience and scholarship. These ways of knowing seem potentially related to their own identities. For example, several participants who identify as men of color leverage their own experiences with racism to explain the cause of sexism. This insight has given us pause on the ways in which our framework, TaA, privileges academic or argumentative ways of knowing. We are gaining awareness of the incredible complexity that exists within trying to characterize or evaluate someone's contributions to equity as they relate to their ways of thinking. This finding has given us a pause about the ways in which we, as researchers, assign value to ways of being or acting. At this current stage, we are exploring further by engaging ourselves in reflection of other ways in which beliefs in this context are formed and we are inviting others to do the same. Future work will include ongoing analysis and sensemaking. With the race beliefs completed, we will be able to use data display techniques to explore any patterns between the participants’ beliefs and positionalities. We look forward to honing our protocol for the narrative interviews and are soliciting feedback in terms of how to use the fourth and final interaction of the project in a more participatory way to encourage and give back to our participants. 

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2. Meritocracy and Colorblindness: The Perpetuation of Whiteness in Engineering Education Through False Narratives

   Downey, Robert J; Mejia, Joel Alejandro; Chen, Diana A; Hoople, Gordon D (June 2024, ASEE Conferences)

   Historically, research in engineering education has taken a deficit-oriented perspective by focusing on the dearth of People of Color (POC) in engineering as a supply issue while ignoring the false narratives and discourses that dominate engineering education and research which exclude POC from the start. Recently, asset-based approaches have gained more traction in the field but too often miss a critical consideration: the hegemony of Whiteness in engineering. This theoretical paper is a deeper exploration of two crucial concepts that underpin the hegemonic discourse of Whiteness: meritocracy and colorblindness. We begin with a brief review of Whiteness studies which views Whiteness as the symbolic and structural white dominance and perceived superiority that marginalizes and oppresses POC and elevates white people to the top of the racial hierarchy (Matias & Newlove, 2017; McIntyre, 2002); a false ideal, guided by a historical mechanism of power, and the product of privileged social positions that benefits white people (DuBois, 1999). The purpose of this paper provides a critical perspective on how Whiteness tends to be at the foundations of these problematic narratives and discourses. The concept of meritocracy asserts that individuals are rewarded based solely on their individual effort, implying that people attain what they deserve in life through their hard work and determination. Conversely, those that are not successful are responsible for their lot in life. However, this belief in meritocracy overlooks the complex web of institutional and systemic variables that play a pivotal role in shaping life outcomes. A colorblind ideology fortifies the myth of meritocracy because it shifts the focus away from understanding how institutions perpetuate the normalized standard of white supremacy and racism, and instead places the responsibility for combating racism and white supremacy on individuals. This perspective bestows privileges upon white individuals as acts of merit if these privileges were earned solely through merit, rather than acknowledging that they are a product of a system that perpetuates advantages like a well-oiled assembly line. Meritocracy and colorblindness form a self-reinforcing cycle—a colorblind discourse in engineering education dominated by Whiteness willfully ignores the hierarchical positioning of racialized groups, fostering the misguided belief that success is determined by inherent merits. In reality, these merits are not objective or universal, but rather intangible attributes granted primarily to those who occupy the upper rungs of the hierarchical ladder within a colorblind society dominated by Whiteness and those who align with such an ideology. This theoretical paper begins to question the ways pedagogy and research are conducted in engineering education that traditionally exclude POC identities under the veil of equality, not equity. This ontological and epistemological shift is possible by questioning the very foundation that colorblindness and merit are built upon. The foundation of this work stems from an NSF grant to uncover the scripts of Whiteness in engineering education while devising a structured environment to help build individual and institutional racial literacy. 

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3. “I don’t believe that I have been wanted”: Processes of Overinclusion and Exclusion in Racialized and Gendered Organizations

   https://doi.org/10.1093/socpro/spae043  

   Misra, Joya; Kane-Lee, Ember Skye; Mickey, Ethel; Smith-Doerr, Laurel (July 2024, Social Problems)

   Many studies document that faculty of color, and particularly women of color, find the academy unwelcoming. Yet research that centers intersectional understanding of the mechanisms leading to these inequalities is underdeveloped. We identify three context-dependent mechanisms of racial and gender disadvantage among faculty: active exclusion, overinclusion, and passive exclusion. Taking an explicitly intersectional approach that builds on relational inequality theory, our study focuses on 32 faculty of color, including 18 women and 14 men, comparing their experiences to 30 same-rank white departmental colleagues. Comparing the experiences of faculty who share the same rank and department but differ by race and gender provides a deeper understanding of how race and gender inequalities intersect and are shaped by organizational processes. Active exclusion involves the devaluation of BIPOC faculty’s research, as well the barring of access to resources and positions. Overinclusion is characterized by the overreliance of the university on the labor of faculty of color, particularly women of color, without appropriate compensation. Finally, we conceptualize a more passive kind of exclusion, where BIPOC faculty are left out of collaborations, mentoring, and decision-making relative to white colleagues. Moving beyond rhetoric to disrupting racism in the academy requires addressing overinclusion, and both active and passive forms of exclusion. 

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4. Engineering students’ conceptions of the hidden curriculum in different institution types: A comparative study

   I.Villanueva Alarcón & C. Elizabeth Sunny (January 2022, American Society of Engineering Education)

   Hidden Curriculum (HC) consists of the unacknowledged and often, unintentional exclusionary systemic messages that are structurally supported and sustained [1]. Due to the persistent influence of HC in helping establish the norm in educational and working environments, research in this topic is gaining prominence in fields like engineering. This paper contributes to the knowledge base by exploring the level of HC awareness (HCA) and the definitions that over 600 undergraduate engineering students across Hispanic-Serving and non-Hispanic Serving Institutions ascribed to when defining HC. Using mixed-methods analysis, two-factor ANOVA was conducted on the quantitative items of HCA, at the intersection of self-identified gender and institutional type. The first round of coding was followed by open and axial coding of the written definitions provided by the participants. Results suggest there were significant differences in levels of HCA between HSIs and non-HSIs with other institutions (e.g, HEIs) having the highest levels of HCA. The responses to the open-ended question yielded four specific themes: (a) Confirmation of Existence of HC; (b) Attribution of HC to Cognitive Elements; (c) Attribution of HC to Socio-Humanistic Elements; and (d) Refusal of Existence of HC. A discussion of its implications was included in this paper. 

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5. Engineering Students Conceptions of The Hidden Curriculum in Hispanic-Serving Institutions: Learning to Inform Practice

   Villanueva Alarcon, I.; Elizabeth Sunny, C. (January 2022, American Society of Engineering Education)

   Hidden Curriculum (HC) consists of the unacknowledged and often, unintentional exclusionary systemic messages that are structurally supported and sustained [1]. Due to the persistent influence of HC in helping establish the norm in educational and working environments, research in this topic is gaining prominence in fields like engineering. This paper contributes to the knowledge base by exploring the level of HC awareness (HCA) and the definitions that over 600 undergraduate engineering students across Hispanic-Serving and non-Hispanic Serving Institutions ascribed to when defining HC. Using mixed-methods analysis, two-factor ANOVA was conducted on the quantitative items of HCA, at the intersection of self-identified gender and institutional type. The first round of coding was followed by open and axial coding of the written definitions provided by the participants. Results suggest there were significant differences in levels of HCA between HSIs and non-HSIs with other institutions (e.g, HEIs) having the highest levels of HCA. The responses to the open-ended question yielded four specific themes: (a) Confirmation of Existence of HC; (b) Attribution of HC to Cognitive Elements; (c) Attribution of HC to Socio-Humanistic Elements; and (d) Refusal of Existence of HC. A discussion of its implications was included in this paper. 

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