Conference Session

Diversity Trainings, Inclusive Learning, and Distance Learning

Collection

2023 ASEE Annual Conference & Exposition

Authors

Shannon Chance, Technological University Dublin & University College London; Ines Direito, University College London; Bill Williams, Instituto Politécnico de Setúbal, Portugal

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Diversity

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Minorities in Engineering Division(MIND)

framework has involved the role of theresearcher, including both teacher librarians [12] and qualitative researchers [13], and stories ofpreservice teachers [14], adult learners [15], and women returning to education [16].This study responds to the lack of research on engineering leavers [17] as well as the gap in thedocumentation of women’s stories globally [4], by analyzing and re-telling the story of a womanwho tried engineering and left, but who nonetheless reflects heroism. She reported experiencingan apotheosis, or period of catharsis, which she took the time to share with us during her last dayin Dublin, before her flight home.The analysis reported in this paper applies and further tests a multi-part methodologicalframework for analyzing

Conference Session

Virtual Mentoring Program, Listening to Those That Matter, Moving Beyond Research, and Career Outcomes Tracking

Collection

2023 ASEE Annual Conference & Exposition

Authors

R. Jamaal Downey, University of Florida; Idalis Villanueva Alarcón, University of Florida; Jose A. Munoz; Lisa Berdie

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Diversity

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Minorities in Engineering Division(MIND)

were recruited to do a reading andreflection about the findings connected to the 2-day conference for the contingent faculty. Fromthe dean’s responses, the authors paint a picture on the challenges that also impact deans frommaking changes for contingent faculty.Literature Review The focus of this paper are deans and their reflective responses to the data collected fromthe contingent faculty participants who participated in the 2-day conference [2]. We will discussthe roles and responsibilities of deans before discussing and contextualizing contingent facultyand their perilous positions. Deans are faced with the tall task of managing both up to theirbosses which are often vice/provosts or higher, and managing down to faculty, both

Conference Session

Analysis of Feedback Loops, Understanding the Impact of a LSAMP Scholar Program, Sustainable and Equitable Infrastructure, and Indigenous Innovators

Collection

2023 ASEE Annual Conference & Exposition

Authors

Yang Lydia Yang, Kansas State University; Brenee King, Kansas State University; Amy Rachel Betz, Kansas State University; Shana Bender

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Diversity

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Minorities in Engineering Division(MIND)

[8,12] and positive mindset [11].Academic coaching was placed centrally into program components. Goal setting and relationshipbuilding are key components of the academic coaching philosophy which aligns with many ofthe common elements seen across the literature that was used to create the Scholars Program.Academic coaching also has similarities with the practice of Reality Therapy [4] which was usedas the framework for the personnel responsibility pillar in the model developed by Kamphoff andcolleagues [2]. Reality Therapy is an ongoing process of creating a trusting environment andusing techniques to help an individual discover and reflect on their true goals. In addition to thegoal of building on social capital, there are positive academic

Conference Session

Cohort-Based Postdoctoral Scholars Program, Transforming the National Engineering Education, Defining Accountability, and Evaluating the Low-Stakes Assessment Performance

Collection

2023 ASEE Annual Conference & Exposition

Authors

Jameka Wiggins, The Ohio State University; Monica Farmer Cox, The Ohio State University; Ayanna Howard, The Ohio State University; Martina Leveni; Tatiana Z. Cuellar-Gaviria; Colin Lee Hisey; Daniel Raphael Ejike Ewim, The Ohio State University; Leonardo Rodrigues da Costa Moraes; Beenish Saba; Shawanee' Patrick, Texas A&M University

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Diversity

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Minorities in Engineering Division(MIND)

thepostdoc program is to create well-rounded scholars versed in research, teaching, and service.Using artifacts and postdoc reflections, this study aims to explore the experiences of the firstcohort of LEGACY postdoc scholars to understand how a newly created intersectionalmentorship model facilitates scholars’ progression toward faculty positions while curating aninclusive community and culture for scholars. The intersectional mentorship model framing this postdoc program is based on researchconducted by Dr. Cox, with some adaptations from Walker et al.’s (2009) The Formation ofScholars, which presents a multiple apprenticeship framework that offers a holistic approach tomentoring for scholars. The three mentor types in the program are primary

Conference Session

Mentorship, Retention, Minority Participation, and Examining the Experiences of Women

Collection

2023 ASEE Annual Conference & Exposition

Authors

Felix F. Udo-Eyo, Temple University

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Diversity

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Minorities in Engineering Division(MIND)

. The NSSE indicators include the following: higher-order learning; reflective and integrativelearning; learning strategies; quantitative reasoning; collaborative learning; discussions withdiverse others; student-faculty interaction; effective teaching practices; quality interactions; andsupportive environments. The definition of these predictors is presented in Table 1. Other factorsthat will be included as variables in the study are the pre-college preparedness of the students, suchas the raw ACT and SAT scores of participants, and the socio-economic status of participants uponentering engineering college. The socio-economic status by proxy will be measured by theparticipant parents’ levels of education. Four success workshops will be

Conference Session

COVID-19, Next Generation of STEM Professionals, and Racialized Organizations

Collection

2023 ASEE Annual Conference & Exposition

Authors

Racheida S Lewis, University of Georgia; Trina L. Fletcher, Florida International University; Animesh Paul, University of Georgia

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Diversity

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Minorities in Engineering Division(MIND)

with my cousin's death, my community being affected, my mental health, and just well being in general. To make a long story short, no matter how much I tried to explain it to this Professor, he did not care. [J7-1F1-3S]7. Reflective “Reflective” was defined by participants who shared three instances in which the events ofthe dual pandemic gave pause to “normal” life and enabled people to think more about the realitiesof others; realities that they may have never given much consideration to otherwise. An exampleof this is seen by one participant who shared “I believe with the cancellation of most major sportingevents or anything with a gathering of large crowds, we are forced to look at these things a bitmore.” [G3-2F3

Conference Session

Towards a Participatory Action, Retention of Black Students, and Exploring Black Engineering Student Success

Collection

2023 ASEE Annual Conference & Exposition

Authors

Hermine Vedogbeton, Worcester Polytechnic Institute; Crystal Brown; Gbetonmasse B Somasse, Worcester Polytechnic Institute; Robert Krueger, Worcester Polytechnic Institute

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Diversity

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Minorities in Engineering Division(MIND)

Science and Policy Studies at the Worcester Polytechnic Institute. He holds a Ph.D. in economics and a Master’s in statistics. His research interests are in applied econometrics, technology and development, program evaluation, and higher education. In teaching and learning, he is interested in student motivation, experiential learning, and critical reflection to promote active and more intentional learning. Previously, Somasse was a senior economist statistician at the Central Bank of West African States.Dr. Robert Krueger, Worcester Polytechnic Institute ©American Society for Engineering Education, 2023 Improving the Experiences and Retention of Black Students in STEM

Conference Session

Cohort-Based Postdoctoral Scholars Program, Transforming the National Engineering Education, Defining Accountability, and Evaluating the Low-Stakes Assessment Performance

Collection

2023 ASEE Annual Conference & Exposition

Authors

Jennifer Ocif Love, Northeastern University; Claire Duggan, Northeastern University; Jeffrey Xavier, SageFox Consulting Group; Ami N. Slater; Kenneth Rath

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Diversity

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Minorities in Engineering Division(MIND)

, women in engineering programs, funding, and writingproposals were facilitated by the principal investigators and invited speakers. To help Fellowsbegin to develop action plans, they were encouraged to keep a daily reflective journal abouteach session with personal notes, notable takeaways, resources, and action steps for their ownuse. To document their potential action plans, they were asked to prepare a 5-minuteindividual presentation (using a provided Google slide template) about themselves, theirinstitution, what they learned from their “deep dive” data exercise, evidence-based practicesthat would impact their efforts, and their proposed Implementation Project. Thesepresentations were delivered on the last day of the summer institute and

Conference Session

Promoting Social Sustainability, Cultural Assets, and Assessing Equity and Diversity Index

Collection

2023 ASEE Annual Conference & Exposition

Authors

Dennis R. Parnell Jr., University of Florida; Jabari Wilson, University of Florida; Karen Theodora Hicklin; Jeremy A. Magruder Waisome, University of Florida

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Diversity

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Minorities in Engineering Division(MIND)

visualdemonstration, to bring their words to life; 2) To connect an accompanying narrative describingeach lived experience, thus, expressing the world as they see and experience it. Throughphotography, reflection, and critical dialogue, five undergraduate students at a large southeasternPWI shared their stories and agreed on actionable measures to improve Black engineeringstudents’ experiences at their university. During semi-structured interviews, participants describedthe images they captured related to the research prompts. Using an inductive approach, weconducted a reflexive thematic analysis, and six themes emerged related to the students’experiences: (1) finding comfort, (2) building community, (3) fitting in, (4) experiencingfrustration, (5

Conference Session

Mentorship, Retention, Minority Participation, and Examining the Experiences of Women

Collection

2023 ASEE Annual Conference & Exposition

Authors

Carl Anthony Moore Jr., Florida A&M University - Florida State University; Chiang Shih, Florida A&M University - Florida State University

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Diversity

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Minorities in Engineering Division(MIND)

, and career traineeship inaerospace-centric fields. The streamlined process of recruitment and project-based learning incollaboration with NASA and other aerospace professionals has shown to be effective in trainingthe first cohort of undergraduate and graduate students during the first year of programimplementation.During the summer of 2022, 6 NASA interns and 6 summer Research Experiences forUndergraduate (REU) students participated in the 10-week summer program with professionaldevelopment (PD) program featuring project management, career planning, RCR training,self-reflection, and technical communication. Because research shows that STEM students citepositive mentoring experiences as the most crucial factor in their retention, we developed

Conference Session

Towards a Participatory Action, Retention of Black Students, and Exploring Black Engineering Student Success

Collection

2023 ASEE Annual Conference & Exposition

Authors

Idalis Villanueva Alarcon, University of Florida; Denise Rutledge Simmons P.E., University of Florida; Jasmine McNealy, University of Florida

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Diversity

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Minorities in Engineering Division(MIND)

& Sellers, 2023) by which ideas can be shared and differences that fall outside thetraditional norms of engineering are reflected upon, discussed, and disrupted. Without anintentional breakdown of the communicated (and often, uncommunicated) power structures thatsystemically message exclusion to Black engineering students via its hidden curriculum (e.g.,Villanueva et al., 2020), the liminal spaces that continue to sustain systemic racism remain intact,restricting students’ agency in breaking down systemic barriers, and formation as engineeringprofessionals. For these barriers to break down, a use-inspired approach was deemed necessary by theauthors in where the target population, Black engineering Ph.D. students and their

Conference Session

Peer Mentorship, Cross-Race Mentoring Relationships, Race, Gender, Student Success, and Career Outcomes

Collection

2023 ASEE Annual Conference & Exposition

Authors

Federico Cifuentes-Urtubey, University of Illinois, Urbana-Champaign; Paola A. Baldaguez Medina, University of Illinois, Urbana-Champaign; Julie E. Lorenzo, University of Illinois, Urbana-Champaign; Natasha Mamaril, University of Illinois, Urbana-Champaign

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Diversity

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Minorities in Engineering Division(MIND)

obstacles. When Hispanicstudents’ accomplishments are recognized and celebrated publicly, it serves as positivereinforcement and aids in retaining them in STEM [12]. The academic events are tailored tosupport participants in successfully completing their degree milestones based on their degreelevel. Professional events provide insights into post-graduate opportunities and help develop theskill sets necessary for participants to become successful, inclusive engineers. In summary, theprogram’s objectives are reflected in all these activities, which aim to address the personal,academic, and professional needs of Hispanic engineers. Through our program, we aim to investigate two questions concerning the success ofvirtual mentorship

Conference Session

External Factors, Shifting Identity Trajectories, Persistence Analysis of Cultural Models, and Exploring the Experiences of Black University Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Sylvia L. Mendez, University of Colorado, Colorado Springs; Kathryn Watson, University of Colorado, Colorado Springs

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Diversity

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Minorities in Engineering Division(MIND)

college selection and math and science achievement.Moreover, socioeconomic status influences access to resources and experiences. Thus, somefamilies and parents must be made aware of STEM career opportunities. With this knowledge,parents can guide their children to enter a specific field, particularly in technology-related areas(Scheitle & Ecklund, 2017; Yerdelen et al., 2016). Also, religion and spirituality can influence anindividual’s likelihood of entering a STEM field. Religious people are more likely to bediscouraged from entering STEM careers, particularly physics- and biology-related fields(Scheitel & Ecklund, 2017). The findings of Scheitel and Ecklund (2017) reflect that lower levelsof interest in science and higher rates of

Conference Session

Analysis of Feedback Loops, Understanding the Impact of a LSAMP Scholar Program, Sustainable and Equitable Infrastructure, and Indigenous Innovators

Collection

2023 ASEE Annual Conference & Exposition

Authors

Martha Lucia Cano-Morales, Rowan University; Michael Corey Weinberg; Eduardo Rodriguez Mejia; Juan M. Cruz, Rowan University; Gwen Lee-Thomas, Quality Measures, LLC; Holly M. Matusovich, Virginia Tech; Mayra S. Artiles, Arizona State University; Abimelec Mercado Rivera, Arizona State University; Stephanie G. Adams, University of Texas at Dallas

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Diversity

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Minorities in Engineering Division(MIND)

the development of a Sense of belonging. Tinto [14] also comments that studentswith a strong Sense of belonging tend to persist because it boosts motivation and the willingnessto be involved with other people, further promoting persistence.Figure 2 presents the CLD built with the causal relationships described in the previousparagraphs. A higher sense of belonging in URM students increases their willingness to persistand complete a program, which in turn reflects on a larger number of URM graduate studentsand a diversification of the STEM field which in turn improves the Environment. A moreinclusive environment will impact positively the Sense of belonging. Figure 2. Causal Loop Diagram for hypothesis 2For the third

Conference Session

Virtual Mentoring Program, Listening to Those That Matter, Moving Beyond Research, and Career Outcomes Tracking

Collection

2023 ASEE Annual Conference & Exposition

Authors

Gerard Dorvè-Lewis, University of Pittsburgh; Danielle Vegas Lewis, SUNY Fredonia; Maricela Bañuelos, University of California, Irvine; Natascha Trellinger Buswell, University of California, Irvine; Linda DeAngelo, University of Pittsburgh

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Diversity

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Minorities in Engineering Division(MIND)

communities…” [13, p.761], highlighting the way the STEM curricula centers dominant groups’ cultures andepistemologies. As a result, STEM programs may continue to see high rates of attrition amongIndigenous students [18]. While students from different BLI groups have their own uniquehistories that shape the oppression they experience in STEM, some commonalities in BLI STEMstudents’ challenges are experiencing systemic racism and navigating institutions that value thedominant groups’ culture, which can be quite distinct from their own [5], [13], [16], [17]).Meritocracy in Engineering Becoming an engineer includes learning core values of the profession, subliminally orexplicitly, which may reflect the worldviews of privileged groups. While these

Conference Session

Mentoring, Case Study of Racial and Ethnic Diversity, Identity Dilemmas, Cultural Homelessness and Intersectionality, and Transfer Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Tryphenia B. Peele-Eady, Ph.D., University of New Mexico; Tahira Reid, Pennsylvania State University

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Diversity

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Minorities in Engineering Division(MIND)

understand it. I think that’s probably why I struggle with science, ‘cause it’s all like, I can’t connect a newton to a person.This student’s reflection underscores the importance of creating space for learners toconnect course content to real-life experiences. SIRI provided students with the leeway todesign projects that interested them. Estrada [3] encourages higher education institutions“to find ways to emphasize how classroom content relates to prosocial communaloutcomes” [3, p.4], and we could not agree more.Discussion and Conclusions In conclusion, difference was fundamental in shaping the students’ experience in SIRI.Students appreciated the racial and ethnic diversity that SIRI provided, which was an intentionalaspect of

Conference Session

Promoting Social Sustainability, Cultural Assets, and Assessing Equity and Diversity Index

Collection

2023 ASEE Annual Conference & Exposition

Authors

Erika Judith Rivera, Florida International University ; Mohamed Elzomor, P.E., Florida International University; Piyush Pradhananga, Florida International University

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Diversity

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Minorities in Engineering Division(MIND)

successful in the interaction with the diverse workplace. TheNational Center for Science and Engineering Statistics 2021 report highlighted that recentundergraduate and graduate enrollment trends reflect the increasing diversity of the U.S. collegeand graduate-school populations. For example, the study highlighted that Hispanic or Latinoundergraduate students increased from 18.9 percent in 2016 to 20.2 percent in 2018. In 2018,underrepresented minority students received 24.0 percent of all Science and Engineering (S&E)bachelor's degrees awarded to U.S. citizens and permanent residents, 22.1 percent of S&Emaster's degrees, and 13.6 percent of all S&E doctoral degrees. Underrepresented minoritieshave earned an increasing share of degrees

Conference Session

Towards a Participatory Action, Retention of Black Students, and Exploring Black Engineering Student Success

Collection

2023 ASEE Annual Conference & Exposition

Authors

Kelly-Ann Dixon Hamil, The University of the West Indies, Mona ; Tasha Zephirin, Purdue University, West Lafayette ; Darryl Dickerson, Florida International University

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Diversity

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Minorities in Engineering Division(MIND)

engineering education programsand within the profession. For example, while Black individuals comprise around 12.5% of theUS population, they make up only about 6.0% of first year undergraduate engineering student bodyin the US and only around 4.5% of the Bachelor degree awardees in engineering [6]. Theserepresentation numbers from 2021 (the most recently available data) reflect persistent“underrepresentation” that has remained almost unchanged over the past 20 years. Thus,engineering maintains its status as a predominantly white discipline despite national calls tobroaden participation and diversity efforts at many levels. While “underrepresentation” oftenserves as the quantitative basis for many broadening participation efforts, these numbers are

Conference Session

Towards a Participatory Action, Retention of Black Students, and Exploring Black Engineering Student Success

Collection

2023 ASEE Annual Conference & Exposition

Authors

Elliot P. Douglas, University of Florida; Erica D. McCray, University of Florida; Gretchen Dietz, University of Florida; Randy Dorian Brown, University of Florida; Paul Richardson

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Diversity

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Minorities in Engineering Division(MIND)

works.’ Schemas incombination with the tenets result in racialized practices within organizations. In our ownresearch, white engineers – men in particular – illustrated the ways in which their knowledge andexperience was valued and reflected in the workplace [12]. By contrast, Black engineersdescribed being passed over for promotions, excluded from certain opportunities, and regularlyexperiencing micro- and macro-aggressions with little recourse [13].For this paper we have used Ray’s theory to address the research question, how do Black maleengineers experience the engineering workplace as a racialized organization? The workpresented here is part of a larger study that examines the experiences of engineers acrossmultiple demographic

Conference Session

External Factors, Shifting Identity Trajectories, Persistence Analysis of Cultural Models, and Exploring the Experiences of Black University Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Claude Brathwaite, City University of New York, City College

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Diversity

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Minorities in Engineering Division(MIND)

- Collaborative Infrastructure, Institutionalized Workshop Instruction in Gatekeeper courses, Research AssistantshipsOrganization, Management and SustainabilityThe management and leadership structures of the NYC LSAMP represented a cooperative effortof the participating institutions. The NYC LSAMP established several models and an operationsmanual that have been modified to reflect changes within CUNY and national priorities. Itincluded a Management Chart, and the NYC LSAMP Campus Model, NYC LSAMPGovernance Structure, Learning Center, Research Assistant and Activity Coordinator models.They served to guide the interactions and duties of the participants and core activities andpromote a systemic comprehensive approach that supports the NYC LSAMP mission

Conference Session

Mentoring, Case Study of Racial and Ethnic Diversity, Identity Dilemmas, Cultural Homelessness and Intersectionality, and Transfer Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Denise M. Driscoll, Purdue University ; Maeve Drummond Oakes, Purdue University College of Engineering

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Diversity

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Minorities in Engineering Division(MIND)

contributed to their professional and personal development. Thedesign of the REM program—to be both inspirational and inclusive for the population of studentswho apply to be a part of CISTAR’s REM program—has been described at length already in anearlier paper [1]. Important to reiterate here, however, is that the 6-week program is specificallydesigned as a first-research experience (approximately 70% of our participants). Further, the REMstudent participants over the last two years have reflected our applicant pool as follows: an estimated80% Black/African American, 10% Hispanic/Latinx, 10% White, 50% female; and one‐third of thestudents are first-generation college. Thus, the students belong to several groups that areunderrepresented in STEM fields

Conference Session

Promoting Social Sustainability, Cultural Assets, and Assessing Equity and Diversity Index

Collection

2023 ASEE Annual Conference & Exposition

Authors

Leigh S. McCue, George Mason University; Girum Urgessa, P.E., George Mason University; Tehama Lopez Bunyasi, George Mason University; Patrick Willette Healey, George Mason University; Patricia Wonch Hill, University of Nebraska, Lincoln; Jaime Lester, George Mason University ; Milagros Rivera, George Mason University

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Diversity

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Minorities in Engineering Division(MIND)

of Science has been asked to complete this for their faculty. Therefore, their responseswill only reflect the faculty from that College. The study team have deliberately not asked forgreater refinement than College/School level data so as to avoid de-anonymizing data via samplesize. This instrument was socialized with the relevant College-level staff and administrative facultyprior to finalization, as described in the next section.Figure 1: IRB-approved data acquisition instrument for assessing startup equity.Stakeholder EngagementAs described in the prior section, success of this effort relies heavily upon numerous staff membersand administrative faculty providing detailed data. To that end, the assessment instrument wassocialized amongst

Conference Session

Mentoring, Case Study of Racial and Ethnic Diversity, Identity Dilemmas, Cultural Homelessness and Intersectionality, and Transfer Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Olukemi Akintewe, University of South Florida

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Diversity

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Minorities in Engineering Division(MIND)

goals, andparticipate in reflection exercises and program activities. Monthly workshops covered professionaland academic goal-setting topics, vision boarding, scholarship, study abroad, internship, andresearch information sessions.Mentees Feedback: Mentees share their experiences about feeling safe and confident as theyjourney through the rigor of academic life.Mentoring Structure, Relationship, and Mentors Feedback: The mentors serve two roles,mentoring and tutoring their mentees. The vision boarding session was well attended; studentsbonded with their mentors and freely shared their academic and personal goals. Mentors helpstudents with course registration, advising, proofreading essays, building a project, finding jobs,researching labs, or

Conference Session

Self-Advocacy, Sense of Belonging, Measuring Authentic Diversity, Equity, and Inclusion, and Construction Management Education Programs

Collection

2023 ASEE Annual Conference & Exposition

Authors

Winifred Opoku, The Ohio State University; Jameka Wiggins, The Ohio State University; Monica Farmer Cox, The Ohio State University; Kaitlyn Harper

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Diversity

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Minorities in Engineering Division(MIND)

resources, access inclusion, power, opportunities, and make decisions equity representation, that affect individuals and and communities participation of Representation the presence and visibility of different diversity, students who social groups in various contexts, inclusion reflect the including workplaces, schools, and

Conference Session

Mentoring, Case Study of Racial and Ethnic Diversity, Identity Dilemmas, Cultural Homelessness and Intersectionality, and Transfer Students

Collection

2023 ASEE Annual Conference & Exposition

Authors

Maimuna Begum Kali, Florida International University; Stephen Secules, Florida International University

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Diversity

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Minorities in Engineering Division(MIND)

look like, which is__” Like it’s fine to be 63 curious about what people are from. But like to make it into this game is really__ 64 and like it happens a lot, which is kind of weird. I guess because like I don’t look what 65 they want me to look like, they got very confused.In lines 55 to 65, Amber reflects on the frequently occurring “guessing game” around Amber’sidentity/ies- which further highlights how society’s focus on normative racial categories can beproblematic for individuals who do not fit neatly into these boxes. The stereotype people hold aboutChinese people (“I don’t look what they want me to look like”) might contribute to people’s confusionregarding Amber’s identity. Even though Amber acknowledges that

Conference Session

Minorities in Engineering Division(MIND) Poster Session

Collection

2023 ASEE Annual Conference & Exposition

Authors

Azadeh Bolhari P.E., University of Colorado Boulder; Angela R. Bielefeldt, University of Colorado Boulder

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Diversity

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Minorities in Engineering Division(MIND)

/sgd0000603L.K. Fung, T.L. Ulrich, K.T. Fujimoto, and M. Taheri, “Neurodiversity: An invisible strength,” JOM, vol. 74, No. 9, pp. 3200-3202, 2022. https://doi.org/10.1007/s11837-022-05454-2P. Houdek, “Neurodiversity in (Not Only) public organizations: An untapped opportunity?” Adm. Soc., vol. 54, no. 9, pp. 1848-1871, 2022.P. Jaarsma, S. Welin, “Autism as a Natural Human Variation: Reflections on the Claims of the Neurodiversity Movement,” Health Care Anal., 20, pp. 20–30, 2012. https://doi.org/10.1007/s10728-011-0169-9A. Kirby and T. Smith, “Neurodiversity at work: Drive innovation, performance and productivity with a neurodiverse workforce,” Pers. Psychol., 2021. https://doi.org/10.1111/peps.12566B. X. Lin-Siegler, C. S

Conference Session

Self-Advocacy, Sense of Belonging, Measuring Authentic Diversity, Equity, and Inclusion, and Construction Management Education Programs

Collection

2023 ASEE Annual Conference & Exposition

Authors

Simonne Renee Whitmore, Southern University and A&M College; Opeyemi Peter Ojajuni

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Diversity

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Minorities in Engineering Division(MIND)

. Although data was reviewed from theU.S. Department of Education’s National Center for Education Statistics (NCES) IntegratedPostsecondary Education Data System (IPEDS) databases in addition to data provided by thesubject schools, the data analyzed for this study did not include enrollment or retention ratesbecause the schools did not report or publish those rates specifically for their constructionmanagement programs. Exploration of the existence of a relationship between minority enrollmentand minority graduation rates could prove useful as it is unknown if the number of minoritygraduates reflects low participation or low completion in the subject programs.The Louisiana Workforce Commission estimates that the need for construction managers

Conference Session

Analysis of Feedback Loops, Understanding the Impact of a LSAMP Scholar Program, Sustainable and Equitable Infrastructure, and Indigenous Innovators

Collection

2023 ASEE Annual Conference & Exposition

Authors

Rubaya Rahat, Florida International University; Mohamed Elzomor, P.E., Florida International University

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Diversity

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Minorities in Engineering Division(MIND)

components: socialand economic sustainability. As a result, the lack of social justice in infrastructure systemsunequally impacts various communities through a variety of processes, including eviction,exposure to environmental danger, and lack of access to essential services. While engineers andpoliticians base their choices on technical and engineering criteria, stakeholders' decisions—which reflect present economic and political frameworks—exacerbate social and racial inequities[8]. In order to solve these issues and build sustainable, resilient, and equitable infrastructures,project team members must be appropriately qualified with the required competencies. Thisstudy advises that all students in construction management (CM) including students

Conference Session

Peer Mentorship, Cross-Race Mentoring Relationships, Race, Gender, Student Success, and Career Outcomes

Collection

2023 ASEE Annual Conference & Exposition

Authors

Allison Kelly Murray, Marquette University; Kathryn Ermentrout

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Diversity

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Minorities in Engineering Division(MIND)

presents a reflective view of ten-years of performance in engineering at a singleinstitution. Although there are more than four thousand students represented in the dataset, itshould be noted that a single institution may limit the direct transfer of conclusions to otherinstitutions. Likewise, engineering is a unique test bed for this analysis due to the lack ofrepresentation of non-White and non-male students. This duality in minoritization can result inunique trends specific to engineering. However, the authors hypothesize that these data may betransferrable to other institutions and disciplines due to the nature of higher education andchallenges in the first-to-second year transition that are documented in literature [9], [10].Furthermore, the

Conference Session

Cohort-Based Postdoctoral Scholars Program, Transforming the National Engineering Education, Defining Accountability, and Evaluating the Low-Stakes Assessment Performance

Collection

2023 ASEE Annual Conference & Exposition

Authors

Claude Brathwaite, City University of New York, City College

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Diversity

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Minorities in Engineering Division(MIND)

/ResearchScholars are full-time students in a mentored research relationship with faculty and must showprogress towards completion of the baccalaureate degree to continue participation in theprogram.New York City is an entry point for many immigrants to the US and this is reflected in theprogram participants that hail from over 18-23 different countries throughout North and SouthAmerica and Africa. However, more than a third were born in the US and nearly two thirdscompleted high school in the US. The program participants are very diverse in language, culture,majors and gender. Over 70% of our students participate in part-time work, extracurricular clubsor organizations, tutoring, and volunteer work. Scholars are very active on and off campus withsome