TECAID Workshops

TECAID workshops provided participants with key tools, intra-team time, and intensive cross-team learning experiences. Gathering in person also provided participants an opportunity to discuss and suggest modifications for the ongoing Virtual Learning Community (VLC) process.

Workshop 1: Awareness-building for Mechanical Engineering departments–theory, research, and experience.

This workshop provided participants with conceptual tools to explore, analyze, and begin planning a departmental change project.

Themes included:

  • How diversity and inclusion make people and groups smarter (the educational value of inclusion and diversity)
  • The relevance of social identity
  • Stereotypes and biases
  • Change strategies
  • Leadership models
Workshop 2: Hands-on prioritizing of change goals and change-planning for ME departments.

This workshop aimed to help participants understand the nature, theory, and practice of change--especially in academic environments; identify and develop the skills that support change; differentiate symptoms from problems; and hone in on effective change skills.

Topics included:

  • Assessing the conditions for making change (resources and barriers)
  • Changing the balance of forces to make change possible
  • Potential risks in working on diversity issues
  • Learning from and responding to resistance
  • Productive perspectives on conflict
  • Change team dynamics (identity, leadership, issues of rank, differences in key values, project definition)
Workshop 3: Strategies and tactics for testing and implementing change.

The focus of this workshop was to help participants understand themselves as emerging subject matter experts: where they are (vis-a-vis the past many months together); how they got there; what’s changing and how it’s changing; how they help others; how they take action; and more.

Topics included:

  • Defining expertise
  • Personal resources, behaviors, and change
  • Giving and receiving feedback
  • Difficult conversation skills
  • Facilitation skills
  • Building awareness re: the impact of departmental positions and roles
Workshop 4: Intentional transition for future leadership

The final workshop positioned participants to transition from the formal TECAID structure to self-initiated, collaborative, diversity and inclusion leadership work as both individuals and teams.

Topics included:

  • Formal ME department team project presentations
  • When going public: Advice
  • Sustaining the project work
  • Individual focus and passion
  • Working with allies

TECAID Strategy

The workshops have definitely given us focused time to learn about [diversity, equity & inclusion] and consider how we can use this knowledge on our campus.

– J. Jones, Purdue University

The workshop offers a great way to build team vision through external coaching/mentoring. The collective experience of other teams working alongside is very powerful to keep forward progress.”
– K. Haapala, Oregon State University

[TECAID] was a great way to learn about: structured mechanisms to address challenges in increasing diversity and inclusion, … research in diversity and inclusion, …difficult diversity and inclusion conversations, … [engaging] allies [and] existing campus resources, … [and] take advantage of opportunities to make progress.”

– P. Davies, Purdue University