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This design case describes a Welcome Academy for New Faculty in Engineering. To situate the design, this work is motivated by the documented need to make STEM education more inclusive. This need has prompted extensive research on best practices for inclusive teaching, but less is known about how to translate that research into actual teaching practice. This design case addresses that difficulty. Influenced by Thaler and Sunstein’s theory of nudging, the Welcome Academy resets the default to expect inclusive teaching. To develop the design, we organized an off-campus summit to solicit input from current engineering faculty on the question, “What do new engineering faculty need to know about diversity, equity, and inclusion (DEI)?” That input guided the creation of a four-hour workshop, delivered the morning after campus-wide new faculty orientation, that included an icebreaker, basic campus demographics, curated DEI-related resources, a campus tour emphasizing historical power dynamics, and presentations by current engineering students. To depict the experience of the design, we describe the final implementation, which varied from the design at points, and the unanimously positive feedback from new faculty. That feedback, however, was not the result of a flawless implementation: We also describe a number of failures that will improve subsequent iterations of the Welcome Academy, emphasizing the importance of communication, respect, and flexibility. 

This work describes an effort to nudge engineering faculty toward adopting known best practices for inclusive teaching through a program called Engineering is Not Neutral: Transforming Instruction via Collaboration and Engagement Faculty (ENNTICE). This monthly faculty learning community (FLC) followed the three-year structure of the Colorado Equity Toolkit: Year 1 (reported in 2022) focused on self-inquiry including reflection; Year 2 (reported in 2023) focused on course design including training new engineering faculty; Year 3 (reported in the current paper) focused on building community. The emphasis on building community allows us to address our research question: To what degree does faculty participation in an FLC impact engineering college culture? Building community is measured through broadening participation by faculty in known best practices for inclusive teaching, including three elements of interest. First, we share within our engineering college the progress each department has made toward inclusive teaching participation, using thermometer-styled graphics like those used to illustrate progress toward a fundraising goal. Second, after reviewing certain sections of our engineering college’s plan for diversity, equity, and inclusion (DEI), we submitted brainstormed ideas for implementation to our dean’s office. And third, after reviewing reports from student focus groups conducted in 2020/21, we evaluated progress and made recommendations for next steps; in this context the clarity and urgency of the student feedback is both motivational and difficult to ignore. The common theme in each of three elements is seeking to bridge the valley of neglect that so often divides scholarly work about DEI from concrete changes that benefit students, employers, and the broader community. 

This completely evidence-based paper focuses on the impact of the Engineering Learning Communities” on the retention rate of the first-year students. The University of Colorado at Denver has recognized the need to increase retention rates at the Engineering College and has created a Learning Community to aid in this effort. The Engineering Learning Community (ELC) was launched in 2016 and works to increase student collaboration from day one, and to increase interest in engineering through an introductory design course for first year freshman students. ELC students not only take this design course but are matriculated into common first year Math and English courses. These attributes are thought to enhance the student’s ability to overcome the hurdles of their first year and improve their interest in completing a four-year degree at the Engineering College. Since then, three cohorts of ELC students have been observed through the lens of retention, and this study is intended to show how the ELC is affiliated with retention. The results from this study indicate that first year GPA is strongly related to first year retention at the Engineering College, and that students participating in the ELC are observed to have a higher GPA at the end of their first year when compared to the rest of the students in the Engineering College. 

The Urban STEM Collaboratory is a tri-institution collaboration of (school 1), (school 2), and (school 3). Each of the three partner universities is embedded in a large city, and serve similar student populations, i.e. students who tend to be first generation, minorities, older, and/or commuting to campus. These universities encounter similar challenges in first-year retention and graduation rates, especially in the STEM disciplines. As they strive to improve the first year engineering and/or mathematics student experience at their campuses, they have engaged in different approaches; including Peer Led Team Learning (PLTL), formation of an Engineering Learning Community (ELC), and engaging students in outreach as STEM Ambassadors. Incorporating these individual strengths with new activities that will be shared across institutions, the team is currently embarking on a multi-year research project to uncover how students develop STEM identity in an urban context, identify interventions that support this development, and determine the impact that STEM identity has on student success. Through the support of an NSF S-STEM grant, the three universities are also providing scholarships to students engaged in the project. Here, we share the initial efforts of our tri-campus interaction and collaboration, our overarching goals, our systems of recruiting students, and our initial collection of preliminary data and findings for Year 1.