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The lack of diversity within engineering degree programs and occupations has been an ongoing concern for decades. National engineering programs have placed a high priority on broadening participation in engineering and making the engineering culture more inclusive. Specifically, the cultivation of engineering students' inclusive professional engineering identities (IPEIs)—or the value these individuals place on diversity and their willingness to act inclusively within engineering contexts—might be one way to address this long‐standing lack of representation. Rooted in theoretical contexts regarding professional identity development, the purpose of this study is to uncover developmental patterns of first‐year engineering students' IPEIs and factors that influence IPEI cultivation .Methods This study built upon the previous variable‐centered research findings regarding IPEI development. Specifically, the person‐centered approach of random intercept latent transition analysis (RI‐LTA) was utilized. RI‐LTA allows for the detection of different meaningful groups of individuals demonstrating similarities on the construct and investigating these groups for probabilistic changes over time. Four IPEI groups of students emerged with IPEI developmental patterns that were not always stable. Student IPEI classifications differed significantly across gender and students' levels of engineering identity. Furthermore, a series of intervention experiences instigated an even more malleable nature to student IPEIs. Engineering students' IPEIs demonstrate some likelihood to change over time, with intervention experiences enhancing the likelihoods for changes to occur. Continuing to investigate factors influencing the positive cultivation of students' IPEIs is fundamental to broadening participation in engineering and making the engineering culture more inclusive 

In this study, we use the EPIC-I I (exposure, persuasion, identification, commitment, and implementation) framework as a lens for viewing instructor perceptions of including diversity, equity, and inclusion (DEI) activities in engineering and computer science undergraduate courses. The results provided evidence of three findings: (a) evidence existed of faculty participation at all levels of EPIC-I, (b) in moving through the EPIC-I framework, the evidence became scanter, and (c) although both groups were small, approximately equal numbers of participants were openly negative as were actively implementing additional DEI supporting activities in their classes. Implications and future work are discussed. 

Abstract Background In Spring 2020, the COVID-19 pandemic sent universities into emergency remote education. The pandemic has been disruptive but offers the opportunity to learn about ways to support students in other situations where abrupt changes to teaching and learning are necessary. Purpose/Hypothesis We described the responses of engineering and computer science students to a series of prompts about their experiences with remote learning. Design/Method Data about students' remote learning experiences were collected from undergraduate engineering and computer science students at four different universities through an end-of-semester survey. Descriptive statistics were calculated, and qualitative responses were analyzed using qualitative content analysis through the lenses of master narrative theory and sociocultural theory. Results Student responses revealed how their individual circumstances combined to reduce motivation, create home environments detrimental to completing schoolwork, and increase stress. Many students described the negative impacts of remote learning, but some students found positive aspects of the situation. The majority of students did not indicate a change in their desire or plans to pursue engineering or computer science majors. Conclusions There was wide variation in how students experienced the disruption to university learning during Spring 2020. Implications of this paper can help not only in cases where emergency remote learning is needed in the future but also as universities seek to return to “normal” operations in 2022 and beyond. 

Recruiting and retaining a diverse and skilled labor force in the science, technology, engineering, and mathematics (STEM) fields is a national concern [1]; the economic prosperity and global competitiveness of the U.S. hinges greatly on these enterprises—especially engineering . Many engineering occupations require post-secondary education, and unfortunately, attrition from engineering degree programs continues to plague students . Understanding why students engage and persist in engineering is increasingly studied under the social cognitive career theory (SCCT). The current study tests an elaborated SCCT model to advance our knowledge of the psychosocial factors that influence engineering students' intentions to persist among a sample of undergraduates primarily in their first year. The current study extends the SCCT literature by examining the extent to which anticipated physical-outcomes associated with valuing diversity in engineering moderated the indirect effect of outcome expectations on students’ intentions to persist theorized in the SCCT. The emergence of this conditional indirect effect has practical implications for engineering education and the application of the SCCT model more broadly. 

Evaluators often find themselves in situations where resources to conduct thorough evaluations are limited. In this paper, we present a familiar instance where there is an overwhelming amount of open text to be analyzed under the constraints of time and personnel. In instances when timely feedback is important, the data are plentiful, and answers to the study questions carry lower consequences, we build a case for using a machine learning, in particular a sentiment analysis. We begin by explaining the rationale for the use of sentiment analysis and provide an introduction to this method. Next, we provide an example of a sentiment analysis leveraging data collected from a program evaluation of an engineering education intervention, specifically to text extracted from student reflections of course activities. Finally, limitations of sentiment analysis and related techniques are discussed as well as areas for future research. 

The purpose of this paper is to detail the initial validation of a scale to assess engineering students’ attitudes toward the value of diversity in engineering and their intentions to enact inclusive behaviors. In study 1, we administered the scale four times. We subjected the first administration to exploratory factor analysis (EFA), and the remaining three administrations to both confirmatory factor analysis (CFA) and tests of longitudinal measurement invariance (LMI). All tests indicated strong evidence for the internal structure of the factor structure of the survey. The four factors were: engineers should value diversity to (a) fulfill a greater purpose and (b) serve customers better; and engineers should (c) challenge discriminatory behavior and (d) promote a healthy work environment. In study 2, we again assessed the structure of the data as described in study 1 and then used the scale to assess potential differences between undergraduate students who participated in activities designed to promote diversity, equity, and inclusion (DEI) (n=116) and those who did not (n=137). Students in the intervention classes demonstrated a small statistically significant increase in their intention to promote a healthy team environment in reference to the comparison classes. No differences were observed between the classes on the other factors. Future directions and implications are discussed. 

More women than men in the US graduate college, but women constitute only 16% of the engineering workforce [1]. Women frequently attribute their lack of persistence in engineering to a chilly academic climate [2]. Researchers have suggested that developing a robust engineering identity could moderate a climate effect and support improved retention and graduation of female engineers [2]. However, there is little empirical data on interrelationships among gender, perceived academic climate in engineering programs, engineering identity, and belonging to an engineering community. We drew on social identity theory and extant literature to develop four research questions: 1) Are there any differences between men and women regarding perceived academic climate, sense of belonging, and engineering identity? 2) Does academic climate predict engineering identity in the same way for women and men? 3)Does sense of belonging mediate the relationship between perceived academic climate and engineering identity? 4) Do engineering students who are women demonstrate different relationships among perceived climate, engineering identity, and belongingness from men? We used survey data from a multi-year NSF-funded project (Award # 1726268, #1726088, and #1725880/2033129) that incorporated experimental course-based interventions to build an inclusive curriculum. Surveys were administered at the beginning and end of the semester. We found that at the end of the semester women engineering undergraduates reported lower engineering identity though the initial engineering identity, perceived academic climate, and sense of belonging were the same for both men and women engineering undergraduates. Multiple regression analyses with 601 first-year engineer majors (21% female) indicated perceived climate and gender accounted for 48% of engineering identity variability. The interaction between perceived climate and gender on engineering identity was not statistically significant. Mediation analysis revealed that sense of belonging (b=0.42, 95% CI [0.30, 0.53]) mediated the relationship between perceived climate and engineering identity for both males and females. Sense of belonging was critical in engineering identity. Moderated mediation analysis indicated gender did not moderate the indirect effect of perceived climate on engineering identity through a sense of belonging.