Transformational change for Broadening Participation in Engineering (BPE) of racial, ethnic, and gender groups has not occurred, despite continuing efforts for over four decades. BPE can be represented through particular activities to increase underrepresented students' participation at the undergraduate and graduate levels (herein referred to as BPE Work). One approach to investigating the complexity of change through BPE is through the analysis of a sub-group of faculty who engage in BPE Work within the system of engineering education. In the case of BPE, investigation of faculty engagement is limited. Further, limited exploration of the majority group's experiences (i.e., white men) exists concerning their agency and this type of work. This study investigates the experiences of engineering faculty who identify as white men and have been engaged in BPE Work using faculty agency and narrative. These narratives reveal insights into the current system that may drive, sustain, or prohibit BPE change. Using the narrative experiences of eight engineering faculty involved in BPE Work who identify as white men, this research explores the following questions: (1) What activities do white men faculty describe in their personal narratives of engaging in BPE Work; (2) How do white men faculty describe their trajectory into and through engaging in BPE Work; (3) What factors influence the actions and perspectives of white men faculty engaged in BPE Work; and (4) How do white men faculty describe the outcomes to their professional and personal lives when using their agency for BPE Work? Application of data analysis to research questions to elicit findings found in chapter 4 consisted of an accountability cycle, BPE Work activities, factors that impact (constraining or enabling) BPE Work, and outcomes to the participants' lives from engagement in BPE Work. The participants of this study shared experiences in which they expressed perspectives on BPE, reflecting on their backgrounds. Archer (2003) describes the ability to take a stance regarding society as invoking an "active agent," but that this stance is not a one-and-done situation (p. 343). This study resulted in findings for Deans and Provosts on the vital need for a normalized climate for BPE Work, the hidden essential functions of Engineering Student Support Centers, value-focused needs for tenure/promotion/merit processes for BPE Work, the trajectory of faculty development in BPE Work, the experiences that permeate into faculty life in undergraduate student development, and the need for future work in interrogating power dynamics in engineering education The need for all faculty to be involved in change alludes to a necessary understanding. The number of faculty of color and women faculty is not robust enough or supported to carry the system's burden. A need is present to take a realistic look at how white men experience BPE Work. This look is vital for policy and the identification of system constraints that need to be evaluated and used to drive BPE forward. / Doctor of Philosophy / Change for Broadening Participation in Engineering (BPE) (specifically for underrepresented races, ethnicities, and women in engineering) has not occurred, despite continuing efforts for over four decades. BPE can be represented through particular activities to increase underrepresented students' participation at the undergraduate and graduate levels (herein referred to as BPE Work). One approach to investigating the complexity of change through BPE is through the analysis of a sub-group of faculty who engage in BPE Work within the system of engineering education. In the case of BPE, investigation of faculty engagement is limited. Further, limited exploration of the majority group's experiences (i.e., white men) exists concerning their agency and this type of work. This study investigates the experiences of engineering faculty who identify as white men and have been engaged in BPE Work using faculty agency and narrative. These narratives reveal insights into the current system that may drive, sustain, or prohibit BPE change. Using the narrative experiences of eight engineering faculty involved in BPE Work who identify as white men, this research explores the following questions: (1) What activities do white men faculty describe in their personal narratives of engaging in BPE Work; (2) How do white men faculty describe their trajectory into and through engaging in BPE Work; (3) What factors influence the actions and perspectives of white men faculty engaged in BPE Work; and (4) How do white men faculty describe the outcomes to their professional and personal lives when using their agency for BPE Work? Using narrative methods, this study resulting in findings at the departmental, college, and national levels that imply the need for further investigation into the experiences of white faculty in engineering and their involvement in BPE Work. The need for all faculty to be involved in change alludes to a necessary understanding. The number of faculty of color and women faculty is not robust enough or supported to carry the system's burden. A need is present to take a realistic look at how white men experience BPE Work. This look is vital for policy and the identification of system constraints that need to be evaluated and used to drive BPE forward.

Broadening participation in engineering has been a pressing focus of engineering education research for decades. Despite efforts to improve engineering access for historically underrepresented groups, progress has been slow. The National Academy of Engineering and other governmental and professional agencies have voiced the need to increase the presence of women in engineering as a national priority. Women have always been underrepresented in engineering spaces and are too often told either explicitly or through negative treatment that they do not belong in engineering. This messaging is a barrier to broadening engineering participation for women; when women do feel like they belong, conversely, they are more likely to enter and remain in engineering spaces. My study was designed to understand women's experiences of belonging at different organizational levels. I investigate women's perceptions, competencies, motivations, and opportunities for belonging both within their engineering programs/colleges and outside of engineering at their institutions. Using this multi-level approach, I identified connections between belonging components at each level and found that the source of women's belonging and engagement matters for their overall levels of belonging and intentions to persist in engineering. The results of this study revealed that women experience higher levels of belonging outside of engineering than within their engineering programs. However, belonging in engineering related to students' intentions to persist toward their engineering degrees, but belonging outside of engineering did not. I also found that different activities relate to women's belonging at each level, which could have implications for how we support students in finding belonging. My findings present an opportunity for educators to be intentional about how and where they help students cultivate belonging. If we can help women find greater belonging in their engineering programs/colleges, we may be able to influence the likelihood that they persist in their engineering program in a way that belonging initiatives outside of engineering may not. / Doctor of Philosophy / Broadening participation in engineering has been a pressing focus of engineering education research for decades. Despite efforts to improve engineering access for historically underrepresented groups, progress has been slow. The National Academy of Engineering and other governmental and professional agencies have voiced the need to increase the presence of women in engineering as a national priority. Women have always been underrepresented in engineering spaces and are too often told either explicitly or through negative treatment that they do not belong in engineering. This messaging is a barrier to broadening engineering participation for women; when women do feel like they belong, conversely, they are more likely to enter and remain in engineering spaces. My study was designed to understand women's experiences of belonging at different organizational levels. I investigate women's perceptions, competencies, motivations, and opportunities for belonging both within their engineering programs/colleges and outside of engineering at their institutions. Using this multi-level approach, I identified connections between belonging components at each level and found that the source of women's belonging and engagement matters for their overall levels of belonging and intentions to persist in engineering. The results of this study revealed that women experience higher levels of belonging outside of engineering than within their engineering programs. However, belonging in engineering related to students' intentions to persist toward their engineering degrees, but belonging outside of engineering did not. I also found that different activities relate to women's belonging at each level, which could have implications for how we support students in finding belonging. My findings present an opportunity for educators to be intentional about how and where they help students cultivate belonging. If we can help women find greater belonging in their engineering programs/colleges, we may be able to influence the likelihood that they persist in their engineering program in a way that belonging initiatives outside of engineering may not.

Diversifying the engineering workforce has been a national imperative for several decades. The increased participation of Black students in engineering is commonly identified as a crucial area for improvement. Yet, the rates of engineering degree completion are slowing for Black women in particular. In 2015, less than one percent of all U.S. engineering bachelor's degrees were awarded to Black women. To support broadening participation efforts, I use an anti-deficit approach to examine the career orientations and mobility patterns of Black women working in computing and engineering roles in the tech industry. By characterizing the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women, I sought to disaggregate the Black women's engineering and computing career experiences—particularly as it relates to how and why they move into, around and out of roles in the tech industry. Using a qualitative multi-case study, I conducted a multi-level career mobility analysis on secondary data and user-generated social media artifacts to extend theory on career orientations and talent management to help normalize "non-traditional" career trajectories. The study findings are useful to inform the next generation of Black women interested in tech on the different ways to approach and achieve subjective career success and satisfaction in engineering and computing fields. In this dissertation work, I discuss how the varied insights of Black women's career experiences in tech can be leveraged for practitioners and industry leaders to broaden the participation (e.g., to attract, retain and better support) of students and employees by identifying their career orientations and then using that to inform career preparation and development that aligns with different engineering and computing career outlooks. / Doctor of Philosophy / The lack of role models is a hindrance for aspiring Black women engineers and their decisions to continue choosing engineering. The lack of representation of Black women in industry similarly presents obstacles for their career advancement. Because neither role models or representation can be increased in retrospect, it is imperative to study and highlight the visibility of the Black women engineers currently practicing engineering and bring awareness to their career experiences in industry to better inform recruitment and retention efforts. The purpose of this qualitative multi-case study is to describe the varied career orientations of Black women working as engineers in Tech and to link their career orientations to their career outcomes. To support broadening participation efforts, this research uses an anti-deficit approach to examine the career mobility patterns of Black women working in computing and engineering roles in the Tech industry. Using a curated secondary data set based on social media artifacts and user generated data, this study characterizes the different career motivations, strategies, and points of transition in the careers of a diverse sample of Black women. In efforts to disaggregate Black women's engineering and computing career experiences, ten perspectives on how and why Black women move into, around and out of roles in the tech industry were examined. The analysis revealed that participants' career orientations were differentially motivated by needs, talents and or values which influenced how participants made career related decisions. Additionally, both physical and psychological mobility of participants was examined and then compared in the cross-case analysis to derive six unique career archetypes that were useful in characterizing the career challenges and aspirations in participants' lived career experience. This study aims to normalize "non-traditional" career trajectories and inform the next generation of Black women interested in Tech on the different way(s) to approach and achieve career success and satisfaction in engineering and computing fields. In addition, study findings can be leveraged by human resource personnel and career managers to anticipate common career challenges based on individual employee career orientations, and align better reward structures and policies to support a wider range of employee career outlooks. The study emphasizes the strategies and outlooks critical for Black women's success and satisfaction to support their continued participation in the engineering and computing workforce.

Many universities across the United States have been experiencing an increased demand for computer science majors. Adjusting curriculum to meet increased demand runs the risk of damaging ongoing efforts to broaden participation in computer science. To manage growth, and increase the representation of women and underrepresented minorities in the field, we must first understand current patterns for participation, and factors that may impact access and persistence. Universities with common first-year engineering programs present an opportunity for addressing some of the barriers that have traditionally limited access to computer science to certain groups. In particular, common first-year programs could provide early positive experiences with computer programming which encourage more students to consider computer science as a viable major. To better understand how a common first-year engineering program may impact matriculation and persistence in computer science, I conducted studies to identify high-level patterns of participation in computer science, as well as how students experience programming instruction in an introductory engineering course. All studies share the same context: a large public research institution with a common first-year engineering program. Results indicate that women are leaving computer science at all points of the curriculum, contributing to a reduced representation of women earning CS degrees. In contrast, URM and first-generation students have higher representation at graduation than when declaring major interest before the start of their first year. / Doctor of Philosophy / Many universities across the United States have been experiencing an increased demand for computer science majors. Adjusting curriculum to meet demand runs the risk of damaging efforts to increase the diversity of the computer science workforce. To manage growth and increase the representation of women and underrepresented minorities (students who are not white or East Asian) in the field, we must first understand who currently studies computer science, and factors that lead to their success in the major. Universities with general first-year engineering programs present an opportunity for addressing some of the barriers that have traditionally discouraged women and underrepresented minorities from pursuing computer science. In particular, these programs could provide early positive experiences with computer programming which encourage more students to consider computer science as a possible major. To better understand how experiences during students’ first-year transition to college may impact decisions to major in computer science, I conducted studies to explore who enters computer science, and how they succeed in the major, as well as how students experience programming instruction in an introductory engineering course. All studies share the same context: a large public research institution with a general first-year engineering program. Results indicate that women are leaving computer science at all points of the curriculum, contributing to a reduced representation of women earning CS degrees. In contrast, underrepresented minority students and students with parents who did not receive a college degree, make up a higher percentage in the group graduating with a CS degree than in the group who declare CS as their first major.

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<p dir="ltr">Women are underrepresented in science, technology engineering and math (STEM) careers. This is particularly detrimental within the space of engineering and technology where the women can provide unique perspectives about design. People are more likely to choose careers in which they feel confident in their abilities. Therefore, this study examined the experiences of girls in high school engineering and technology programs who were in the process of making decisions about their future careers. It explored how their classroom experiences were related to the development of their self-efficacy in engineering. This study addressed the research question: How and in what ways do the classroom experiences of female secondary students during a co- robotics assistive technology project relate to their changes in engineering self-efficacy? This question was addressed through qualitative case study research. Data were collected through observation, focus group interviews, and review of design journals kept by the participants. The data were coded, and themes were developed as guided by Bandura’s four sources of self-efficacy. Findings from this study indicated that the high school girls relied in varying amounts on different sources of self-efficacy based on their initial self-efficacy, their interactions with their teammates during group work, and connections they made between the content and applications in their lives outside of the classroom. The girls in the study had improved or maintained self-efficacy because they were able to achieve their desired outcomes in the projects. Relatedly frustrations that the girls faced along the way were not detrimental because they ultimately achieved success. Positive experiences with teammates supported the girls’ self-efficacy development, and negative experiences deterred self-efficacy. Finally, when the girls made connections between the content they were learning and applications that held value for them, they were more motivated to engage in experiences that supported the development of their self-efficacy.</p>

In recent decades, recruitment and retention efforts to meet workforce demands and broaden participation in colleges of engineering across the country have focused primarily on catering to the needs of first-year, traditional age college students who matriculate from high school into 4-year institutions. While these efforts have moved the needle on enrollment and retention for undergraduate students in engineering, growth and improvement measures have started to taper in recent years. To meet current and future workforce demands for more STEM professionals in the United States, we must be creative about how to move beyond this ceiling effect; and, great potential exists among the growing population of students who begin their pursuit of a higher education at institutions other than 4-year public/private colleges. The purpose of this study is to increase understanding of engineering transfer students and their experiences at both sending and receiving institutions. Part of a larger mixed methods research investigation, this study draws on survey data from a sample of 1,070 engineering transfer students who transferred to one of four 4-year Texas institutions as new engineering students between 2007 and 2014. Research sites include four of the top ten producers of U.S. Hispanic/Latino engineers; and the framework for transfer student capital was used to organize this study's data collection and analytical plan. Structured as a manuscript style dissertation, this investigation offers a synthesis of recent literature on engineering transfer students and yields important findings on engineering transfer student movement through the higher education system at two distinct phases: 1) at the beginning of their higher education pathways in an investigation of students' reasons for starting at another institution and factors that influence their decisions to transfer; and 2) at the phase immediately following transfer in an investigation of the transition experience for students who transfer to a 4-year institution. For each phase, I identify emergent constructs and explore differences across subgroups of engineering transfer students (i.e., type of institution - selective versus open enrollment; type of transfer pathway - lateral versus vertical; student status as Hispanic/Latino; student status as first generation). This research joins and expands the small body of literature on engineering transfer students and brings data to higher education administrators so they can make more informed adjustments to existing institutional policies and practices that impact students as they transfer to engineering programs at 4-year institutions. Last, findings from this study also advance the current state of community college research on transfer students more generally. / PHD

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Efforts to increase the participation of groups historically underrepresented in computing studies, and in the computing workforce, are well documented. It is a national effort with funding from a variety of sources being allocated to research in broadening participation in computing (BPC). Many of the BPC efforts are funded by the National Science Foundation (NSF) but as existing literature shows, the growth in representation of traditionally underrepresented minorities and women is not commensurate to the efforts and resources that have been directed toward this aim. Instead of attempting to tackle the barriers to increasing representation, this dissertation research tackles the underrepresentation problem by identifying what has worked (leveraging existing real-world data) to increase representation. This work studies the educational pathways of persons who have successfully transitioned into the computing workforce and identifies the common roadmaps that have contributed to retention, persistence, and success in attaining computing employment. Descriptive statistics, Logistic regression, Classification algorithms, Clustering, and Predictive analytics were employed, using the Stata statistical tool and Orange Data Mining tool on real-world data, to identify educational pathways that have resulted in successful employment outcomes for women and blacks in computing. The results of this analysis have highlighted key information that is capable of informing future “Broadening Participation in Computing” (BPC) efforts. This is because the information will enable researchers and decision makers to have a clearer picture of what educational choices have resulted in favorable outcomes for underrepresented minorities and women in computing; and consequently, researchers and decision makers would be able to more accurately target their BPC efforts to achieve optimal results. This knowledge can also be applied in career advising for young students who are trying to chart their path into computing, providing insight into alternative pathways.