Product has been added to your cart.

Transforming Engineering Culture to Advance Inclusion and Diversity

Diana
Diversity & Inclusion, Organizational Change

The TECAID Project

TECAID, Transforming Engineering Culture to Advance Inclusion and Diversity, is an NSF-funded project that is now a leading voice in making DEI-focused changes in engineering departments.  We at Kardia Group feel especially proud to have played the role we did: the subject matter experts who designed and led the original faculty development experiences and authored/co-authored the TECAID Model and Case Studies that are now available.

During the early design conversations for TECAID, we imagined a larger Engineering community that could work together on making DEI-focused changes, fueled by the momentum and wisdom gained from efforts on individual campuses. Such a community now exists across the five institutions that participated in the TECAID grant; we’re excited that this community is now extending into a larger community of practice.

TECAID Webinar Series

After the completion of the project, WEPAN conducted a short webinar series about the TECAID Change Model.  Diana was a co-presenter in these webinars.

Webinar 1: Transforming Engineering Culture to Advance Inclusion and Diversity (TECAID): An Evidence-Based Approach and Model

Webinar 2: Insights from Engineering Department Culture Change Leaders (Part 1): Applications of the TECAID Model

Webinar 3: Insights from Engineering Department Culture Change Leaders (Part 2): Dealing with Resistance

Here are a few short clips of Diana’s responses during the first webinar’s Q&A section:

The final webinar in the series from the project’s evaluators gives advice learned from working on this project.

Webinar 4: Evaluating Department Diversity, Equity, and Inclusion (DEI) Change: Tips from TECAID’s Evaluators

Diana
Diana Kardia is an expert in organizational change and leadership development in academia devoted to articulating and solving the most vexing and important challenges facing faculty, staff, and administrators today.
Previous Post
Faculty Experiences with Coaching
Next Post
Do Faculty Do Enough for Diversity?

On related topics

Tectonic Plates, Ocean Liners, and Academe

Organizational change comes slowly in academia. While new centers and institutes may pop up easily with the influx of funding, the underlying structural realities that shape the lives of faculty, staff, and students remain powerfully consistent. The size and complexity of the organization, the primary orientation to internal drives and motivations…
Going virtual in a coronavirus-impacted global community: start with compassion

From In-Person to Virtual: Creating Virtual Meeting Norms

How do we go about setting up good virtual meeting norms (especially in a coronavirus-induced quick move to virtual meetings)? Well, let’s start with this: what does a good virtual meeting look like? The purpose is appropriately defined, the right people are there, critical preparations have been done, everyone is ready…

The Challenges of Making Change in Academia, Part III

Change requires coordination across roles.  Faculty and staff have broadly different foci, duties, and goals, as well as different levels and kinds of power within the institution and in relation to each other. Faculty and staff sometimes find it difficult to find common ground or clearly overlapping interests. Sometimes these differences…
keyboard_arrow_up

Terms and Conditions - Refunds and Returns Policy - Privacy Policy