College of Engineering’s DEI Community Conversations Facilitator’s Toolkit

As stated in our strategic plan, two of OIE’s primary goals are to grow DEI knowledge in the CoE and foster a community where everyone can feel a sense of belonging. To ensure that the OIE’s strategic direction is accessible and operational in our academic departments, the Departmental Diversity, Equity, and Inclusion Officer (DEIO) role was created and piloted in the Department of Mechanical Engineering. Corey Clay serves in this capacity, and in 2022-23, he launched a series of DEI Community Conversations to cultivate knowledge and dialogue about difference.

STEM fields have traditionally been dominated by White, cisgender males. According to the 2019 census report, although women made up nearly half of all workers in the United States, only 27% reported working in STEM fields. Conversely, men constituted 52% of the US workforce, but 73% of all STEM workers. And women made up only about one fourth of computer employees.

Additionally, the climate in STEM has not been welcoming for people from marginalized identities. Studies conducted by the Institute of Electronics and Electrical Engineers (or IEEE) illustrate real-life impacts of a lack of diversity in STEM. A 2017 survey of 4,500 female IEEE members revealed that 60% of them felt that men and women were treated differently at work, and more than half witnessed sexist behavior at meetings and conferences.

Another research study of engineering graduate students in 2019 showed that a sample of participants reported experiences with advisors, peers, and other faculty that made them feel unwelcome due to their race or gender, and that feelings of exclusion led them to change labs to remain in engineering while removing themselves from negative experiences.

Mr. Clay’s monthly DEI Community Conversations were designed not only to educate faculty, staff, and students on identity-related issues, but to increase empathy and inspire tangible action among participants. These forums have been well-received. Some of the outcomes to date are as follows:

• Over 200 students, faculty, and staff have been reached so far in the 2022-23 academic year.
• Participant feedback is positive, but there are calls for more sessions focusing on gender and LGBTQ+ issues in STEM.
• Mechanical Engineering’s forums have sparked requests for sessions in other CoE departments on DEI topics such as Bystander Training and microaggressions. 

These outcomes demonstrate a growing interest and need for this type of resource. Thus, we propose expanding this model to other CoE departments by developing a Facilitator’s Toolkit, equipped with a catalog of videos and discussion questions that DEIOs and other conveners can use to facilitate forums locally in departments across the CoE.