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This full empirical research paper addresses how engineering faculty perceive their roles and responsibility in creating an equitable environment within academia, an understudied but important area to address in organizational change efforts. To begin to fill this gap, we developed a survey to understand the ways that faculty take up responsibility for driving diversity, equity, inclusion, and belonging (DEIB) changes. The instrument included 7 scales measuring faculty perceptions of diversity, equity, inclusion, and belongingness (DEIB) policies and practices, professional development and support for faculty of Color, and efforts to recruit and retain faculty of Color, as well as their perceptions of personal responsibility and self-efficacy to enact DEIB change. We collected data from 179 engineering faculty at three private engineering institutions in the Northeast region of which 137 provided race/ethnicity data and make up our analytical sample - Asian faculty (n=29, 16.2%), Black, Latiné, Indigenous (BLI), and multiracial BLI faculty (BLI(M)) (n=18, 10.1%), and white faculty (n=90, 50.3%). Mean standardized factor scores were created for each scale and pairwise comparisons using t-tests with a Bonferroni correction were used to examine differences between groups. The results highlight differences and trends among Asian, White, and BLI(M) faculty in DEIB readiness and responsibility. The findings of this study have implications for understanding how faculty assess their environments and how they view their responsibility and readiness to engage in enacting equity-based initiatives. 

Carnegie Mellon University, Johns Hopkins University, and New York University created the Project Equity-focused Launch to Empower and Value AGEP Faculty to Thrive in Engineering (ELEVATE) Alliance (National Science Foundation Awards #2149995, #2149798 #2149899 from the Division of Equity for Excellence in STEM in the Directorate for STEM Education) to develop a model to promote the equitable advancement of early career tenure-track engineering faculty from populations of interest to the Alliances for Graduate Education and the Professoriate (AGEP) program. The goal of this AGEP Faculty Career Pathways Alliance Model (FCPAM) is to develop, implement, self-study, and institutionalize a career pathway model that can be adapted for use at other similar institutions for advancing early career engineering faculty who are: African Americans, Hispanic Americans, American Indians, Alaska Natives, Native Hawaiians, and Native Pacific Islanders. This NSF AGEP FCPAM will provide a framework for institutional change at private, highly selective research institutions that will enable all faculty to be members of a collaborative community. Improving the experience of these faculty can lead to increased diversity in the engineering faculty and ultimately result in graduating more engineering students from diverse populations and increasing diversity in the engineering workforce. The Alliance interventions will focus on three major areas, 1) equity-focused institutional change designed to make structural changes that support the advancement of AGEP faculty, 2) identity-affirming mentorship that acknowledges and provides professional support to AGEP faculty holistically, recognizing all parts of their identity and 3) inclusive professional development that equips all engineering faculty and institutional leaders with skills to implement inclusive practices and equips AGEP faculty for career advancement. In this paper, we will discuss the process of creating a leadership team to address these focus areas and assess the processes and procedures that currently exist at the three institutions as we begin to institutionalize these change efforts. We provide an overview of the project and efforts to date. We will also present our process for engaging in our initial self-study evaluation and next steps.