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Accessibility of future conferences.  Virtual access in the future?

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Accessibility of future conferences.  Virtual access in the future?

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ASEE needs to be able to communicate specifically the reason for addressing DEI.  And this needs to be communicated to the college Deans.  It is interesting that the faculty in my college do not see a reason to address DEI.  "DEI does not affect engineering"

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Inspire and motivate new generation in engineering.  More diverse and inclusive mindset.  k-16

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Inspire and motivate new generation in engineering.  More diverse and inclusive mindset.  k-16

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Isolation in efforts. Especially now in COVID world with main connections during conferences not happening.

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It brings people together who have an interest in addressing DEI.

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More DEIJ discussion in the technical divisions.  and the regional sections.

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More DEIJ discussion in the technical divisions.  and the regional sections.

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Accessibility of information and avenues to collaborate

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Accessibility of information and avenues to collaborate

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Need spaces to go and get useful tools to make meaningful DEI changes in my courses/curriculum. Feel I'm doing a lot of work like that by myself.

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Broaden the view of DEI.

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It is more possible to work with small groups of people interested in the same thing now virtually.

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Understanding DEI beyond race --> intersectional frame

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Understanding DEI beyond race --> intersectional frame

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How do we think of DEI and Inclusion broadly beyond race. Siloing of identities is happening in the institutions a lot. How can we expand conceptions and efforts

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To help prepare engineers to take leadership roles in community and civic life related to DEI.  Get outside of work settings. 

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To help prepare engineers to take leadership roles in community and civic life related to DEI.  Get outside of work settings. 

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Communicate what DEI means in this context more clearly. 

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Communicate what DEI means in this context more clearly. 

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That will help more people to begin to see their role in it.

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Same people are participating and coming to events. How do we promote more bridge building to colleagues who are not invested in DEI or feel they don't have the time. Feels demoralizing when an event is planned and like 5 people show up on a huge campus for DEI.

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More people in the dominant culture need to trained and be active in CDEI. 

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More people in the dominant culture need to trained and be active in CDEI. 

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Increase top-down /leadership support of DEI efforts

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Increase top-down /leadership support of DEI efforts

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It would be helpful if Dean would show up at our DEI events to promote participation. Colleagues saying DEI is not in ABET. Dean/ABET saying we need to be proactive in DEI. https://www.abet.org/about-abet/diversity-equity-and-inclusion/
(see University of Michigan efforts that promote this leadership)

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These issues are important for the future

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These issues are important for the future

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When there are examples of great student involvement in utilizing their knowledge to solve community and inclusion problems, you can highlight those in your website and programs.

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The CDEI makes it easy for people to participate and feel welcome.

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The CDEI makes it easy for people to participate and feel welcome.

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Broaden conversation beyond the big annual ASEE conference.  Need to be active at all ASEE events.

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Broaden conversation beyond the big annual ASEE conference.  Need to be active at all ASEE events.

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Broaden the conversation with members and corporate partners.  

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Broaden the conversation with members and corporate partners.  

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A facilitator for actions and a library for DEI information and initiatives

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Relating to engineering specific interest

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Relating to engineering specific interest

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Real-world constraints and contexts as part of engineering design problems. Inclusive with respect to your constraints. Identifying this in courses. Promoting students taking this into consideration and faculty promoting this in classroom discussions and grading structure.

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ASEE doesn't need the CDEI any more, because the whole organization has prioritized DEIJ.

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ASEE doesn't need the CDEI any more, because the whole organization has prioritized DEIJ.

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DEI mindset should start within the sections and the Colleges/k-12 institutions. Get more participation from the sections to help with this.

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Must engage white men and other dominant identities in the work.  Need to make these people feel comfortable and a shared sense of urgency. 

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Must engage white men and other dominant identities in the work.  Need to make these people feel comfortable and a shared sense of urgency. 

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How to engage the broader community. How can ASEE/CDEI continue to encourage this form of leadership. DEI and ALL we do.

Top-down leadership initiatives
Deans Retreat that everyone has to go to at our institution (e.g. Intrinsic inclusion efforts, Implicit Bias training).
OR
https://www.cmu.edu/hr/career/development-programs/supervisor/awareness-program.html

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maybe do more introductory workshops for people who want to know the basics (and get folks involved who aren't currently involved)

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maybe do more introductory workshops for people who want to know the basics (and get folks involved who aren't currently involved)

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Campus reps could have activities on their campus

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Make sure campus reps are knowledgeable about CDEI resources and information

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Make sure campus reps are knowledgeable about CDEI resources and information

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Creating different communities of difference.  Broaden what diversity means - diversity of thought.

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Creating different communities of difference.  Broaden what diversity means - diversity of thought.

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CDEI often feels like it is "playing it safe" and trying to just be slightly ahead of general ASEE/engineering culture in terms of DEI work, so aspiring to be more explicitly anti-capitalist and anti-racist rather than sitting on the edge of the status quo

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CDEI often feels like it is "playing it safe" and trying to just be slightly ahead of general ASEE/engineering culture in terms of DEI work, so aspiring to be more explicitly anti-capitalist and anti-racist rather than sitting on the edge of the status quo

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Help members make time for DEI work by articulating the value and helping them communicate to administrators.  Help make DEI count for annual evaluations, promotion, tenure, awards.

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Help members make time for DEI work by articulating the value and helping them communicate to administrators.  Help make DEI count for annual evaluations, promotion, tenure, awards.

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How about making it the first six years of the "Decade" of Impact for Racial Equity?

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How about making it the first six years of the "Decade" of Impact for Racial Equity?

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Check diversity of member in CDEI.

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Are there specific student learning outcomes listed in the accreditation guidelines?

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Is CDEI focused on members of ASEE specifically or engineering education more broadly?

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Is CDEI focused on members of ASEE specifically or engineering education more broadly?

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Measure of Majority Group participation in CDEI

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Measure of Majority Group participation in CDEI

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Multiple avenues to gather perspectives and information

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Multiple avenues to gather perspectives and information

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Considering accessibility and personality differences (e.g. introverts).

5 min reflections at end of events for surveys - allows participants to gather thoughts

Faclitator reminders about different ways of knowing and processing and encouraging people to step in and step out in conversations if talking a lot

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Each section has at least one paper session and/or one roundtable discussion on DEI topics.

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Not enough humility and empathy to challenge our own defensiveness and also allow others to make mistakes as they engage in this work without being ostracized immediately

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Not enough humility and empathy to challenge our own defensiveness and also allow others to make mistakes as they engage in this work without being ostracized immediately

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How to we engage multiple groups and promote culture of inclusion and making and learning from mistakes

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How to we engage multiple groups and promote culture of inclusion and making and learning from mistakes

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How to we engage those "on the path" who are uncomfortable with voicing concerns or concerned about taking the focus away from one marginalized population in their own learning process or salient dimensions of difference

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every engineering college should have a DEI statement; and/or have DEI statements in syllabus

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every engineering college should have a DEI statement; and/or have DEI statements in syllabus

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DEI is a focus discussion regularly at their meetings

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plenary level session about DEI at every ASEE annual conference.

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plenary level session about DEI at every ASEE annual conference.

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Having a broader understanding of what CDEI's objectives are within ASEE will help us define evaluation/measures.

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Does everyone have a clear understanding of ASEE (i.e., divisions, councils, PIC's, etc)? If we understand the hierarchy of the organization, maybe we can then devise a strategy to build metrics?

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Formative assessments within workshops and CDEI events

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Formative assessments within workshops and CDEI events

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E.g. 5 min reflections at end of events for surveys - allows participants to gather thoughts

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make sure assessments are within CDEI's locus of control/impact

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make sure assessments are within CDEI's locus of control/impact

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Celebrating successes rather than reinforcing grievances 

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Celebrating successes rather than reinforcing grievances 

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Is there any benchmarking efforts? Where are institutions and agencies promoting DEI programming? What institutions have a program, position, role dedicated to DEI issues?