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Engineering and computer science disciplines remain substantially under-represented in Hispanic, African American and women students. Relative to the population demographics reflecting approximately 50% women, 60% white non Hispanic/Latinx, 13% African American, 19% Hispanic and 1.3% Native American, engineering demographics reflect underrepresentation. While recent trends reflect significant gains, women remain under-represented in engineering. Based on the ASEE EDMS system, in 2022, women earned 25% of engineering degrees and under-represented students (URM=African American, Hispanic, native American and Pacific islanders) earned 21% of degrees. From a first time in college enrollment in a university perspective, URM freshmen accounted for 27% of all freshmen enrollment. Within that the African American student population was at 6% and Hispanic at 13%. The gap between freshmen enrollment at the Universities and higher percentages at graduation reflects the trend that URM students are entering the University experience beyond the freshmen level making the transfer student engagement and retention a key need. In this paper we explore systematic organizational change in communicating the degree pathways to a graduation in engineering and engaging students sequentially from enrollment through graduation. We explore these in the prepandemic, post-pandemic, new HSI designation macro changes in the University. The results indicate that students are benefitted from having administrators, faculty and full-time staff work synergistically to communicate information that can be accessed by students without needing an appointment/commute and to grow a students pathway to lifelong learning through research is best enabled through student-student direct engagement. 

Abstract Within the growing literature about allyship in the workplace, few studies have specifically addressed faculty allyship for faculty colleagues. Previous studies on faculty allyship for inclusive academic environments address only men's contributions as allies. Using an expansive definition of faculty allyship and including any faculty members with membership in at least one dominant social group, we sought to better understand how faculty members perceive allyship, their concerns about allyship, and how those perceptions vary by gender, race, and rank. We examined the responses of faculty who participated in an allyship training program that was offered at a university in Ohio, USA as part of a National Science Foundation ADVANCE grant intended to reduce gender inequity among science, technology, engineering, and mathematics faculty. We framed this study by employing Hardiman et al.'s (2007) three‐dimensional matrix of oppression and used a mixed‐method research design. Participants' primary concerns about engaging in allyship related to their academic rank. We offer several implications for policies, practices, and future research on faculty allyship for faculty colleagues by considering positional power and rank as well as race and gender. 

As individuals who use their privilege to reduce prejudice, educate others about social justice, and actively stop discrimination, faculty allies can play a vital role in transforming universities to be more equitable, diverse, and inclusive. However, discrepancies persist in how faculty define privilege and communicate allyship. Drawing from standpoint theory, we examined discursive divergences in how 105 full-time faculty defined and experienced privilege and how they enacted allyship in the workplace. Participants tended to conceptualize privilege as a set of advantages and lack of structural barriers for people based on their group membership(s). Discursive differences emerged regarding the degree to which faculty participants perceived privilege to be un/earned and rooted in structural power, and some participants took ownership of their social privilege while others discursively elided it. When asked to identify specific ally actions, participants often described broad behaviors that aimed to help individuals in interpersonal contexts but did not address actions aimed at dismantling inequitable power structures, revising biased policies, and transforming toxic organizational cultures. Our findings highlight the need for trainings that clarify conceptualizations of privilege and help faculty translate their understanding of allyship into communicative actions that stop discrimination at interpersonal and institutional levels.