As formal project support for the TECAID Teams drew to a close, TECAID Project Leaders were interested in understanding the broader impacts of establishing departmental teams of emerging diversity, equity, and inclusion culture change leaders, so we asked the question: How did the work of the TECAID teams, as focused by department projects, change the culture of Mechanical Engineering departments? Below are comments drawn from focus groups with TECAID teams and comments from TECAID team representatives’ taken from TECAID On-Demand Webinar 2—Insights from Engineering Department Culture Change Leaders: Applications of the TECAID Model.
I make sure I tell people that this is not just a TECAID project; it is a long-term culture change. I want us to keep talking about these issues.”
– N. Barr, Michigan Technological University
The most important part to learn while doing is the [diversity, equity, & inclusion] knowledge. Without that a person can create change but it may not impact on [diversity, equity & inclusion].”
– A. Morse, Michigan Technological University, formerly Texas Tech University
[TECAID] inspired our team to make a concrete plan for how we were going to address our challenges and build on what was already happening on campus.”
– P. Davies, Purdue University