Icon for: Gretal Leibnitz


WEPAN, American Society for Mechanical Engineers, Purdue University

Transforming Engineering Culture to Advance Inclusion and Diversity (TECAID)

NSF Awards: 1445076

2018 (see original presentation & discussion)

Undergraduate, Graduate, Adult learners

For engineers to meet the complex, global challenges of the 21st century, the engineering community must increase its capacity to recognize and incorporate diverse perspectives.  Unwelcoming cultures can be a significant driver of diverse student, staff, and faculty attrition in engineering colleges. Faculty members, through individual and collective actions, have a significant impact on learning environments, departments, and cultures on university campuses. 

The Transforming Engineering Culture to Advance Inclusion and Diversity (TECAID) project was funded by the National Science Foundation (NSF) to advance diversity and build inclusive Mechanical Engineering (ME) environments for students, faculty, and staff.  During the first 2-year phase, TECAID provided professional support and resources for five selected U.S. Mechanical Engineering (ME) department faculty-centric teams to create and sustain inclusive classroom and department cultures. TECAID evaluation results indicate significant increase in participant engineers' diversity, equity, & inclusion (DEI) knowledge and awareness; skills and confidence in leading organizational change; and actions, individually and collectively, to lead department culture change in diversity, equity, and inclusion.

During the second 2-year phase, TECAID leaders used the evidence-based outcomes to produce products to help scale the work.

In this video we:

  • briefly overview the project and outcomes
  • detail the resulting evidence-based TECAID Model for Leading Department Culture Change in Diversity, Equity, and Inclusion
  • provide a high-level overview of the TECAID Model using the TECAID graphic; and
  • share additional materials such as Toolkit, Case Studies, and webinar based Learning Modules to help scale efforts for those with interest in initiating their own work to create an inclusive department culture.

Although developed in an academic engineering context, we believe the TECAID model supports change leaders interested in fostering greater diversity, equity, and inclusion in a variety of contexts.

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