A series of new How-To Guides have been developed by universities across the UK as part of the Royal Academy of Engineering’s (RAEng) Diversity Impact Programme (DIP)
Supported by the Department for Science, Innovation and Technology, this programme funds projects that inspire change within university engineering departments and tackle unequal outcomes experienced by students from underrepresented groups.
Over the past three years, the Diversity Impact Programme has provided grants of up to £100,000 to 22 university projects. The latest phase focuses on sharing what has been learned through practical, evidence-based How-To Guides that other universities can replicate to embed inclusive practices and strengthen outcomes for all engineering students.
Funded awardees and their guides
Seven awardees have produced user-friendly guides on inclusive approaches within engineering education:
Swansea University – Representation of women engineers and outreach
University of Plymouth – Neurodivergent and disabled students and inclusive programme design
King’s College London – Black engineers’ representation and attainment
University of Dundee – Socio-economic equality and career prospects
University of Strathclyde – Socio-economic equality, mentoring, support, and outreach
University of the West of England – Underrepresented students and the Repair Café
We’re proud that our recently published guide, Integrating the Engineering Professors’ Council’s Inclusive Employability Toolkit into the Higher Education Engineering Curriculum (featured in our Inclusive Employability Toolkit), was developed in collaboration with Wrexham University, one of our Toolkit supporters alongside Canterbury Christ Church University, Equal Engineers, and The Royal Academy of Engineering. Through DIP funding, Wrexham University collaborated with us to develop a How-To Guide demonstrating how to use the Toolkit in practice, featuring real-world case studies of students and educators applying it and detailed session plans. This collaboration has enabled us to share practical, scalable strategies that advance inclusive employability within engineering education. We’re delighted to be featured alongside other outstanding contributions from Swansea University, University of Plymouth, King’s College London, University of Dundee, University of Strathclyde, and University of the West of England.
Authors: Professor Anne Nortcliffe (Wrexham University); Crystal Nwagboso (Engineering Professors’ Council).
Topic: A practical guide for educators on using the Toolkit to embed inclusive employability in teaching, illustrated with real-life case studies and step-by-step session plans.
Engineeringdisciplines: Any.
Keywords: Academics; Active Learning; Case Study; Employability and Skills; Curriculum or Course; Engineering Professionals; Inclusive or Responsible Design; Interdisciplinary or Multidisciplinary; Pedagogy; Problem-Based Learning; Project-Based Learning; Students; Teaching and Learning; Workshop; Collaboration; Higher Education; General and Non-Specific or Other Engineering; Equity, Diversity and Inclusion
Who is this how-to guide / case study for? This guide is designed for educators, curriculum developers, and academic support staff seeking to integrate inclusive employability into engineering education. Through real-world case studies and detailed session plans, it provides practical strategies for fostering students’ professional skills, reflective practice, and meaningful engagement with industry, adaptable across diverse engineering disciplines and teaching contexts.
EPC Launches Inclusive Employability Toolkit to Advance Equity, Diversity, and Inclusion in Engineering Education
London, 30 September 2025 – The Engineering Professors’ Council (EPC) has launched a new Inclusive Employability Toolkit designed to support engineering educators and students in embedding Equity, Diversity, and Inclusion (EDI) principles into employability learning.
Developed with funding from the Royal Academy of Engineering Impact Fund, and in partnership with Canterbury Christ Church University, Wrexham University, Equal Engineers, and the Royal Academy of Engineering, the Toolkit addresses persistent inequities in engineering graduate outcomes and workplace progression.
The Toolkit equips the engineering higher education community to:
Empower employers and students to navigate employment challenges
Educate on employability, EDI, and allyship
Equip individuals to foster inclusive workplaces
Encourage reflection, growth, and engagement with EDI initiatives
Tackling Inequalities in Graduate Outcomes
Despite progress, disparities remain in engineering graduate outcomes. According to the Office for Students (2024), 73% of white male engineering graduates progress into employment compared with 71.6% of female graduates, 68.7% of Asian graduates, and 69.8% of Black graduates. Inequities are also evident for LGBTQ+ students and those from lower socio-economic backgrounds.
Bias in recruitment practices can compound these issues. Research indicates that AI-based recruitment may amplify discrimination, particularly affecting women and minority candidates. Diversity, however, remains a priority for the profession: 81% of engineers say it is an important factor when considering an employer, and 82% of female applicants cite the presence of role models as significant (Royal Academy of Engineering, 2024).
Impact on Students
Early classroom use of the Toolkit has shown positive results. Academics report that it helps students develop reflective practice, engage critically with employability resources, and recognise their personal responsibility in shaping career journeys. Students have also reported improvements in collaboration and group work:
“It has improved me… [Previously] I didn’t even think about any steps [when completing coursework or group work]. I used to just jump straight into [it]… even in our group activity.” — Level 4 CCCU Student A
“[The Toolkit’s game activity] built quite a lot of patience in me… I could give [peers in group work] more time, explain things in more detail, and help them instead of arguing over the work.” — Level 4 CCCU Student B
“I’m still finding my feet [at university] with interacting in a group setting… I think a lot more about other people… I’m constantly conscious [of this] in group work.” — Level 4 CCCU Student C
The Inclusive Employability Toolkit provides a practical framework to embed EDI into engineering education, helping students and educators alike to build more inclusive, equitable, and reflective learning and workplace environments.
For further information, please contact: Contact: Johnny Rich Email: press@epc.ac.uk
Objectives: This activity is our guide to navigating assessment centres, offering tips and strategies tailored to empower underrepresented groups and help you be prepared, authentic self, stand out and succeed.
Introduction: Assessment centres have been a key part of graduate recruitment since the 1950s, originally developed to evaluate leadership potential in military officers. Today, they are widely used by employers to assess candidates through group tasks, interviews, and individual exercises. This activity serves as a practical guide to help you navigate assessment centres with confidence. With a focus on empowering underrepresented groups, it provides tips and strategies to help you prepare effectively, present your authentic self, and stand out in a competitive selection process.
Topic: Standing out with confidence at assessment centres: a guide to preparation, authenticity, and success.
Keywords: Problem solving; Employability and skills; Communication; Leadership or management; Collaboration; Digitalisation; Professional development; Writing Skills; Equity, Diversity and Inclusion; Neurodiversity; Inclusive or Responsible design; Recruitment; Business or trade or industry; Workplace culture; Information and Digital literacy; Artificial Intelligence.
An immersive experience
Getting startedWhat to expect An employer’s guide What are assessment centre activities?
Click on each accordion tab to explore videos that guide you through navigating assessment centres, offering tips and strategies designed to empower underrepresented groups and help you prepare, be your authentic self, stand out, and succeed.
Video summary:
This video was produced by The Careers Chat, a platform associated with Warwick University, provides an overview of assessment centres used by graduate recruiters. It discusses various tasks designed to evaluate candidates’ skills in action, offering insights into the selection process and tips for preparation.
Key insights:
🌟 Always be mindful that you’re being assessed – from the moment you arrive until you leave. Maintain a professional and approachable demeanor to leave a lasting positive impression.
🤝 View fellow candidates as collaborators, not competitors. Respect their perspectives and engage in teamwork; remember, it’s possible that everyone could be offered a role.
💼 Keep in mind that the tasks are tailored to the role you’re applying for. Be authentic, and the skills you’ve already highlighted in your application will naturally stand out.
Video summary:
Assessment centres are crucial for graduate recruitment, involving various tasks to evaluate candidates’ skills through collaborative activities.
Key insights:
🎓 Real-time evaluation: Assessment centres provide an opportunity for recruiters to observe candidates in action; skills, interpersonal dynamics and teamwork.
📅 Duration and format flexibility: Be prepared and mentally ready for either a half-day or full-day assessment face to face or online.
📝 Diverse assessment tasks: Wide range of tasks, from essays to presentations, means candidates should practice and be adaptable to showcase different skills.
🤝 Collaboration over competition: Viewing fellow candidates as collaborators rather than competitors can foster a supportive atmosphere, better outcomes for everyone.
🌈 Authenticity matters: Presenting genuine skills and authentic experiences rather than trying to fit a mould can make candidates stand out and connect with recruiters.
🚪 Professionalism is key: From the moment you arrive until you leave, maintaining a professional demeanour leaves a lasting impression, and suitability for the role.
💡 Preparation is essential: Familiarising oneself with the specific tasks related to the job application can boost confidence and performance, and draw upon relevant skills.
Video summary: An assessment centre evaluates candidates through various exercises to assess teamwork, problem-solving, and fit within the company culture.
Key insights:
🔍 Assessment centres are designed to simulate real work environments, helping employers see how candidates fit into team dynamics and your ability to collaborate.
🧠 Psychometric tests may be retaken during the assessment, so candidates should be prepared to demonstrate their logical reasoning and numerical skills in person.
🗣️ Group exercises focus on problem-solving as a team, the process is more important than the outcome, opportunity to show your communication and leadership skills.
🎤 Presentations, whether in groups or individually, evaluate public speaking and the ability to synthesize complex information into clear solutions.
🎭 Role-play exercises test candidates’ client-handling skills and ability to provide solutions under pressure, highlighting their problem-solving approach.
🤝 Lunch and breaks are part of assessment, are an opportunity to network, and demonstrate your informal communication skills that could influence your success
📊 You need to demonstrate understanding and applying the company’s core values and meeting their desired competencies effectively throughout the process.
Resources
Access our University Career Services Library to connect with your university’s career services and take advantage of employability training opportunities, such as mock assessment centre sessions.
Thornton et al (2019) research concluded to prevent gender and race bias at assessment centres, employers must implement rigorous development and practices to counter both conscious and unconscious biases.
The video offers tailored guidance specifically for international students.
Acing virtual assessment centres: future you webinar:
As part of their Future You webinar series, Prospects hosted a session titled Acing Virtual Assessment Centres on Tuesday, 20th April 2021. The webinar offers valuable insights, practical tips, and expert guidance to help students confidently navigate virtual assessment centres. Watch the video below to gain useful strategies and boost your preparation. Aldi, Arcadis and Police Now Recruiters advice for preparing for Virtual Assessment centres.
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.
The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.
Objectives:Engage in a mentorship relationship within EDI-focused networks, either as a mentor or mentee. This exchange fosters personal, professional growth and strengthens EDI communities through shared knowledge and experiences.
Introduction: Engaging in mentorship within EDI-focused networks, as either a mentor or mentee, fosters personal and professional growth while strengthening inclusive communities. Through peer support and mentoring groups, you can connect with others facing similar challenges, diversify your networks, and challenge social norms to promote social justice and inclusivity.
Topic: Building inclusive communities through EDI mentorship: fostering growth, networks, and social justice.
Keywords: Mentoring; Equity, Diversity and Inclusion; Justice; Social responsibility; Collaboration; Ethics; Professional development; Leadership or management.
Resources and support
A guide for employers, employees, and future employees on the reasons to implement reciprocal mentoring. Click here to access the PDF guide.
Reciprocal mentoring
In the video below, Professor Anne Nortcliffe highlights the concept and benefits of reciprocal mentoring, emphasizing mutual learning, inclusion, and shared growth between junior and senior colleagues.
Video summary:
🎯 Purpose: Reciprocal mentoring differs from traditional mentoring, where typically a senior guides a junior — here, both parties learn from one another.
🔄 Mutual learning: Both mentor and mentee bring valuable perspectives, creating opportunities for shared growth and understanding.
🧑🎓🧑💼 Generational exchange: Junior staff share insights from their generational and workplace experiences, enriching the senior staff’s awareness and approach.
🗺️ Career navigation: Seniors still provide guidance in navigating career paths and adapting to changing professional landscapes.
❓ Interview tip: During job interviews, ask if the employer has a reciprocal mentoring program — if not, use the provided toolkit to highlight its benefits.
📣 Authentic voices: Socially underrepresented individuals can bring their lived experiences into the conversation, promoting inclusion.
🌍 Inclusive environment: Reciprocal mentoring fosters diversity, equity, and inclusion within the workplace.
🧑🤝🧑 Collaborative impact: Mentors become advocates in senior spaces, amplifying the visibility and contributions of their mentees.
🚀 Opportunities: Mentors may champion their mentees for key projects and leadership development opportunities.
💡 Take initiative: If your workplace doesn’t offer reciprocal mentoring, suggest it to HR and help lead the implementation.
Peer support
Organise or join peer support/mentoring groups with fellow graduates or students who may experience similar challenges as you. You can use these groups to hear other people’s experiences relating to employment and how to thrive in the workplace.
Join organisations such as:
AFBE – Association for Black & Minority Ethnic Engineers offers mentoring for students.
Reflect on social justice themes and explore how they can enhance your work and contribute to a better world.
Evaluate employers’ ethical standards to ensure alignment with your values. Highlight your social justice values in your CV and interviews and inquire about the company’s ethics.
Expand your network to include diverse perspectives and experiences.
Engage with people from varied backgrounds to broaden your understanding and challenge societal norms.
Challenge social norms
What is your own view about the world and the way things are?
Are they okay as they are and if so, why?
Fact or fiction media narratives?
What assumptions have your made?
Who benefited from these assumptions?
What are your values?
Are these assumptions aligned with your values?
Use this way of thinking as you develop your own work and projects.
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.
The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.
Objectives: Engage in EDI events, workshops, and networks to deepen your understanding of diversity, inclusion, and social responsibility. Gain real-world insights from industry videos and leverage volunteering, placements, and networking to enhance employability and refine career goals. Use diverse work experiences for self-discovery, embrace unexpected roles for growth, and reflect on past experiences to clarify future career decisions. These steps will guide your personal and professional development.
Introduction: Embracing lifelong learning, the journey of understanding and implementing Equality, Diversity, and Inclusion (EDI) is continuous. By consistently learning, reflecting, and applying these principles in all areas of life, you foster growth that benefits both yourself and those around you.
Topic: Enhancing career growth and social responsibility through active engagement in EDI events, networks, and diverse work experiences.
Keywords: Equity, Diversity and Inclusion; Social responsibility; Professional development; Employability and Skills; Collaboration; Leadership or management; Gender; Networking; Neurodiversity; LGBTQ+.
Social responsibility
Video summary:
Ammaarah Ravat, a compliance engineer at Cummins, emphasizes community involvement and the value of diverse experiences in shaping career paths.
Key insights:
🌟 Importance of social responsibility: Engaging in community service reflects a commitment beyond job duties, showcasing character and values.
🔍 Role of volunteering: Actively participating in local initiatives can enhance employability and illustrate one’s dedication to societal betterment.
🚀 Value of industrial placements: Gaining diverse experiences during placements enables students to refine their career goals and professional interests.
💼 Self-discovery: Working in varied roles helps individuals identify their strengths and preferences, guiding future career decisions.
🌐 Networking opportunities: Building a professional network during internships is crucial for career advancement and finding new opportunities.
🎯 Open-minded approach: Embracing unexpected job roles can lead to personal growth and a better understanding of the industry.
🤔 Reflection on experiences: Analysing past roles helps clarify what one wants and doesn’t want in their career path, aiding future choices.
Resources and support
To support your journey, we’ve curated resources from Wenite, Equal Engineers. We’ve also developed a University Career Services Library – a curated collection of links to career centers at various universities, providing direct access to valuable tools, guidance, and opportunities to support your career growth.
University Career Services Library:Access our comprehensive library of links to university career services and explore a wide range of valuable resources.
Wenite: Articles, interviews, and challenges showcasing diverse voices.
Equal Engineers: Engineering-specific EDI resources, mentorship, and job listings.
Engage in EDI events, workshops , and networks
We invite you to participate in upcoming EDI-focused networks, events, and workshops:
AFBE – Association for Black & Minority Ethnic Engineers
Click on each accordion tab to hear from some of our industry collaborators. These videos offer valuable insights into real-world experiences and perspectives that can enhance your understanding of the field.
Video summary:
Susan Hawkes, a technician at Berry Range Limited, promotes engineering diversity and emphasizes the importance of mental health within her family-run company.
Key insights:
🌟Technicians matter: Technicians like Susan play a vital role in engineering, yet often lack recognition. Elevating their status can enhance the industry.
🤝Diversity drives progress: Promoting diversity in engineering creates innovative solutions and reflects the society we serve, making it imperative for future growth.
🏢Company culture counts: A supportive work environment that values mental health contributes to employee satisfaction and retention, which is essential in a demanding industry.
👩⚕️Mental health focus: Addressing mental health proactively fosters a healthier workforce and can lead to improved productivity and morale.
🌐Women in engineering: Encouraging more women to join institutions like ICE can lead to a more balanced workforce and bring fresh perspectives to the field.
🗣️Networking opportunities: Engaging in networking events can open doors for collaborations and mentorship, crucial for career development in engineering.
🌍Leadership representation: Having diverse leaders in organizations, such as the female president of ICE, inspires future generations and promotes inclusivity in the field.
Video summary:
Stewart Eyres discusses the mission of Equal Engineers to create a diverse, equitable, and inclusive approach to engineering recruitment and support.
Key insights:
🌈Diversity in engineering: Equal Engineers addresses the need for a diverse workforce in engineering, recognizing varied perspectives enhance innovation and problem-solving.
🎓Collaboration with universities: Partnering with educational institutions fosters a pipeline of diverse talent, ensuring that engineering education aligns with industry needs.
🤝More Than recruitment: The agency goes beyond traditional recruitment by actively working with companies to make their environments more welcoming for diverse candidates.
📊Support for new recruits: Regular follow-ups with new hires help to verify that companies meet their commitments, creating a supportive onboarding experience.
🌟Empowering ambition: Stuart encourages aspiring engineers not to settle for their first job but to seek roles that truly fit their skills and aspirations.
🔍Job market opportunities: With a shortage of engineers, there is an abundance of opportunities available, inviting candidates to be proactive in their job search.
💼Thriving in the workplace: Creating an inclusive environment allows diverse employees to contribute their unique strengths, benefiting both the individual and the organisation.
Video summary:
Jordan Hannah discusses supporting apprenticeships in engineering, emphasizing the need for employer engagement and practical experience in the field.
Key insights:
🌱Employer responsibility: Companies should actively engage with apprentices, helping with career development rather than just completing their training period. This fosters a sense of loyalty and ensures a skilled workforce.
🏗️Diverse engineering paths: Engineering encompasses a wide array of disciplines, from infrastructure to technology. Embracing this diversity can open numerous career opportunities and attract a broader range of talent.
📆Structured development: A well-planned apprenticeship program provides a roadmap for apprentices, enhancing their job security and professional growth, which can lead to higher retention rates.
🧠Importance of employability skills: Engineers must cultivate soft skills like communication to effectively collaborate with non-technical stakeholders, underscoring the interdisciplinary nature of modern engineering roles.
🚀Encouragement to experiment: Encouraging students to explore various engineering roles can lead to a more informed career choice, highlighting the importance of practical experience in shaping interests.
🔄Learning from dislike: Understanding what one does not enjoy can be just as valuable as knowing what one does like, guiding future career decisions and improving job satisfaction.
📈Continuous support: Post-apprenticeship support is crucial for young professionals, ensuring they transition smoothly into their careers and feel valued by their employers.
Ready to take the next step?
Your commitment to EDI creates a more inclusive, equitable, and diverse world. Continue engaging with these principles to embrace the challenges and opportunities in both personal and professional life. Let’s move forward together.
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.
The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.
The EPC’s Inclusive Employability Toolkit is supported by Canterbury Christ Church University, Equal Engineers, The Royal Academy of Engineering, and Wrexham University. This resource is designed to help engineering educators integrate EDI principles and practices in engineering, computing, design and technology – across education, employer engagement, career preparation, and progression into the workplace.
Introduction
This resource was formerly known as the EDGE Toolkit, and was developed in partnership with Canterbury Christ Church University, Wrexham University, Equal Engineers and The Royal Academy of Engineering. The two Universities have now joined forces with the Engineering Professors Council to launch the newly renamed Inclusive Employability Toolkit, working together to improve usability and ensure broader access to this valuable resource.
The Inclusive Employability Toolkit supports inclusive employment in engineering, computing, design, and technology, enhancing diversity and authentic voices in the workplace.
Our commitment to fostering an environment where every individual feels valued and empowered has led us to develop the Inclusive Employability Toolkit. This comprehensive toolkit is designed to guide students, faculty, and staff in understanding and practicing EDI principles, ensuring that our campus is a place where diversity thrives and every voice is heard.
The Inclusive Employability Toolkit is more than just a set of resources – it’s a commitment to continuous learning, understanding, and action. We invite you to explore the toolkit, participate in the activities, and engage with the wealth of available resources. Together, we can build an engineering community that truly reflects the world’s diversity, united in our pursuit of equity and inclusion.
Begin by exploring this page; it provides a comprehensive background on the importance of EDI in the world of engineering and sets the stage for your learning journey.
Welcome
The world is incredibly diverse, but navigating the complexities of equity, diversity, and inclusion (EDI) can be challenging, especially for minority groups who face significant hurdles. In the video below, Professor Anne Nortcliffe invites you to explore the Inclusive Employability Toolkit, offering guidance on how to make the most of its features and resources.
The Inclusive Employability Toolkit aims to
Empower individuals to circumvent hurdles and deal with challenges they may face.
Educate together core concepts of EDI allyship to benefit of all of society.
Equip individuals with the tools and knowledge to enable inclusive environment. Encourage individual ongoing reflection, growth, and active participation in EDI initiatives.
Contents
How to use this toolkit effectively:
Embarking on your journey through Inclusive Employability Toolkit is a step towards fostering an inclusive and diverse environment within the engineering community. This guide will help you navigate the toolkit, ensuring you make the most of the resources, challenges, and learning opportunities it offers.
Activities: Explore each activity, designed to deepen your understanding and application of EDI principles across contexts. You can also explore our University Career Services Library here, where you’ll find a range of helpful resources.
Reflect and grow:Use this tool to gauge your current understanding and identify areas for growth.
Next steps: Guidance on continuing your EDI learning journey, including resources from Wenite and Equal Engineers.
Case studies: Case studies on inclusive employability for application in educational and teaching contexts.
Blogs: Personal experience, news and updates on the Inclusive Employability Toolkit.
Get involved:A guide to how you can contribute to the Inclusive Employability Toolkit and community.
Our contributors: We’d like to thank all our contributors for making this toolkit such a valuable resource.
Our supporters: We’d like to thank Canterbury Christ Church University, Equal Engineers, The Royal Academy of Engineering and Wrexham University for supporting this project.
Goals
🌍 Diversity matters: The toolkit emphasizes that diverse voices enrich the workplace, offering unique perspectives that drive innovation and creativity. 💪 Empowering students: By focusing on technical students, the toolkit equips them with the skills and confidence to navigate their career paths successfully. 🎤 Encouraging authenticity: Bringing your authentic voice to work fosters an environment of trust and openness, leading to stronger team dynamics. 🤝 Role of allies: Supporting individuals from minority backgrounds (female, LGBTQ, disabled, mature, low socio-economic status, global majority) not only aids their success but enriches the workplace culture for everyone involved. 📈 Business impact: Companies that prioritise equity and inclusion see improved employee retention and higher morale, translating into better performance metrics. 🛠️ Better solutions: Diverse teams in engineering and technology are proven to develop more effective solutions, addressing a wider range of needs and challenges. 🏛️ Societal benefits: Promoting equity and inclusion not only benefits organisations but also contributes to a more just and equitable society overall.
Licensing
To ensure that everyone can use and adapt the toolkit in a way that best fits their teaching or purpose, most of this work is licensed under a Creative Commons Attribution-ShareAlike 4.0 International License. Under this licence you are free to share and adapt this material, under terms that you must give appropriate credit and attribution to the original material and indicate if any changes are made.
Further details
CommitmentOur roleWhat we knowChallenges in the industryIndustry EmployersStudent feedback
To leading the charge in creating new opportunities for diversity and inclusion of engineering, technology and design to address regional skills gap. Our vision for all engineering, technology and design students regardless of their background have opportunity to thrive in engineering, technology and design industry.
As game changers we have researched and developed the Inclusive Employability Toolkit to empower students and employers in building bridges between academia, students, and industry to enable gainful graduate employment and more inclusive, dynamic, and diverse opportunities in engineering, technology and design.
A higher proportion of Global Majority and low socioeconomic students’ study at Post-92 universities, and yet, employment outcomes for graduates from these universities often lag behind their Russell Group peers.
Ethnicity, gender, and socioeconomic factors continue to shape the employability landscape However more inclusive engineering, technology and design teams create better solutions to problems for all of society.
Gain insights from industry employers as they discuss the toolkit and its impact.
Gain insights from students as they reflect on the usefulness and impact of the toolkit.
Please note: Discussions around discrimination, prejudice and bias are highly complex and part of a much wider national and international debate, including contested histories. As such, we have limited the scope of our resources to educating and supporting students.
The resources that the EPC and its partners are producing in this area will continue to expand and, if you feel there is an issue that is currently underrepresented in our content, we would be delighted to work with you to create more. Please get in touch.
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
Here you’ll find a list of our events related to the Engineering Ethics Toolkit.
Sustainability competency: Integrated problem-solving; Collaboration.UNESCO has developed eight key competencies for sustainability that are aimed at learners of all ages worldwide. Many versions of these exist, as are linked here*. In the UK, these have been adapted within higher education by AdvanceHE and the QAA with appropriate learning outcomes. The full list of competencies and learning outcome alignment can be found in the Education for Sustainable Development Guidance*. *Click the pink ''Sustainability competency'' text to learn more.
AHEP mapping: This resource addresses two of the themes from the UK’s Accreditation of Higher Education Programmes fourth edition (AHEP4): The Engineer and Society (acknowledging that engineering activity can have a significant societal impact) and Engineering Practice (the practical application of engineering concepts, tools and professional skills). To map this resource to AHEP outcomes specific to a programme under these themes, access AHEP 4 here and navigate to pages 30-31 and 35-37.
Related SDGs: All.
Reimagined Degree Map Intervention: Adapt learning outcomes; Active pedagogies and mindsets; More real-world complexity; Cross-disciplinarity; Authentic assessment.The Reimagined Degree Map is a guide to help engineering departments navigate the decisions that are urgently required to ensure degrees prepare students for 21st century challenges. Click the pink ''Reimagined Degree Map Intervention'' text to learn more.
Projects, and thus project-based learning, offer valuable opportunities for integrating sustainability education into engineering curricula by promoting active, experiential learning through critical and creative thinking within problem-solving endeavours and addressing complex real-world challenges. Engaging in projects can have a lasting impact on students’ understanding and retention of knowledge. By working on projects related to sustainability, students are likely to internalise key concepts and develop a commitment to incorporating sustainable practices into their future engineering endeavours.
Building a brief:
Project briefs are a powerful tool for integrating sustainability into engineering education through project-based learning. They set the tone, define the scope, and provide the parameters for students to consider sustainability in their engineering projects, ensuring that future engineers develop the knowledge, skills, and mindset needed to address the complex challenges of sustainability.
To ensure sustainability has a central and/or clear role within an engineering project, consider the following as you develop the brief:
1. Sustainability as part of goals, objectives, and requirements. By explicitly including sustainability objectives in the project brief, educators communicate the importance of considering environmental, social, and economic factors in the engineering design and implementation process. This sets the stage for students to integrate sustainability principles into their project work.
2.Context: Briefs should always include the context of the project so that students understand the importance of place and people to an engineered solution. Below are aspects of the context to consider and provide:
What is the central problem for the project?
Where is the problem/project located? What data will be given to students to describe the context of the problem? Why is the context important and how does it relate to expectations of solving of the problem or the project solution
Who are the people directly impacted by the scenario and central to the context? What is the problem that they face and why? How are they associated with the project and why do they need to be considered?
When in time does this scenario/context exist? How does the data or information re. the context support the time of the scenario?
3. Stakeholders: Sustainability is intertwined with the interests and needs of various stakeholders. Project briefs can include considerations for stakeholder engagement, prompting students to identify and address the concerns of different groups affected by the project. This reinforces the importance of community involvement and social responsibility in engineering projects. Below are aspects of the stakeholders to consider and provide:
Who are the main stakeholders (i.e. users) and why are they important to the context? (see above) What are their needs and what are their power positions
Who else should be considered stakeholders in the project? How do they influence the project by their needs, interest and power situations?
Have you considered the earth and its non-human stakeholders, its inhabitants or its landscape?
Do you want to provide this information to the students or is this part of the work you want them to do within the project?
4.Ethical decision-making: Including ethical considerations related to sustainability in the project brief guides students in making ethical decisions throughout the project lifecycle. The Ethics Toolkit can provide guidance in how to embed ethical considerations such as:
Explicitly state ethical expectations and frame decisions as having ethical components.
Prompt and encourage students to think critically about the consequences of their engineering choices on society, the environment, and future generations.
5. Knowns and unknowns: Considering both knowns and unknowns is essential for defining the project scope. Knowing what is already understood and what remains uncertain allows students to set realistic and achievable project goals. Below are aspects of considering the knowns and unknowns aspects of a project brief to consider and provide:
What key information needs to be provided to the students to address the problem given?
What is it that you want the students to do for themselves in the early part of the project – i.e. research and investigation and then in the process of their problem solving and prototyping/testing and making?
6. Engineering design process and skills development: The Project Brief should support how the educator wants to guide students through the engineering design cycle, equipping them with the skills, knowledge, and mindset needed for successful problem-solving. Below are aspects of the engineering design process and skills development to consider and provide:
What process will the students follow in order to come to a final output or problem solution? What result is required of the students (i.e. are they just coming up with concepts or ideas? Do they need to justify and thus technical argue their chosen concept? Do they need to design, build/make and test a prototype or model to show their design and building/making skills as well? Do they need to critically analyse it using criteria based on proof of concept or sustainability goals – ie. It is desirable? Viable? Responsible? Feasible?)
What skills should students be developing through the project? Some possibilities are (depending on how far they expect students to complete the solution), however the sustainability competencies are relevant here too:
a. Research – investigate,
b. Creative thinking – divergent and convergent thinking in different parts of the process of engineering design,
c. Critical thinking – innovation model analysis or other critical thinking tools,
d. Decision making – steps taken to move the project forward, justifying the decision making via evidence,
e. Communication, collaboration, negotiation, presentation,
f. Anticipatory thinking – responsible innovation model AREA, asking in the concept stages (which ideas could go wrong because of a double use, or perhaps thinking of what could go wrong?),
g. Systems thinking.
7.Solution and impact: Students will need to demonstrate that they have met the brief and can demonstrate that they understand the impact of their chosen solution. Here it would need to be clear what the students need to produce and how long it is expected to take them. Other considerations when designing the project brief to include are:
Is the brief for a module or a short activity? What is the ideal number of students in a team? Is it disciplinary-based or interdisciplinary (and in this case – which disciplines would be encouraged to be included).
We would want the students to understand and discuss the trade-offs that they had to consider in their solution.
Important considerations for embedding sustainability into projects:
1. Competences or content?
Embedding and/or developing competences is a normal part of project work. When seen as a set of competences sustainability is crosscutting in the same way as other HE agendas such as employability, global citizenship, decolonisation and EDI. See the Global Responsibility competency compass for an example of how competencies can be developed for engineering practice.
Embedding sustainability content often requires additional material, even if it is only in adapting one of the project phases/outcomes to encourage students to think through sustainable practice. For more guidance on how to adapt learning outcomes, see the Engineering for One Planet Framework (aligned to AHEP4).
2. Was any content added or adapted?
Was any content adapted to include sustainability awareness?
– What form of content, seminars, readings, lectures, tutorials, student activity
Were learning objectives changed?
Did you have to remove material to fit in the new or adapted content?
Were assessments changed?
3. Competencies
UNESCO has identified eight competencies that encompass the behaviours, attitudes, values and knowledge which facilitate safeguarding the future. These together with the SDGs provide a way of identifying activities and learning that can be embedded in different disciplinary curricula and courses. For more information on assessing competences, see this guidance article.
Did you map the competences that you already support before changing anything?
What kind of activities did you add to support the development of the competences you wish to target?
Did you explain to the students that these were the competences that you were targeting and that they are considered necessary for all who go on to work and live in a warming world?
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
Keywords: Circular business models; Teaching or embedding sustainability; Plastic waste; Plastic pollution; Recycling or recycled materials; Responsible consumption; Teamwork; Interdisciplinary; AHEP; Higher education.
Sustainability competency: Integrated problem-solving; Collaboration; Systems thinking.UNESCO has developed eight key competencies for sustainability that are aimed at learners of all ages worldwide. Many versions of these exist, as are linked here*. In the UK, these have been adapted within higher education by AdvanceHE and the QAA with appropriate learning outcomes. The full list of competencies and learning outcome alignment can be found in the Education for Sustainable Development Guidance*. *Click the pink ''Sustainability competency'' text to learn more.
AHEP mapping: This resource addresses two of the themes from the UK’s Accreditation of Higher Education Programmes fourth edition (AHEP4): The Engineer and Society (acknowledging that engineering activity can have a significant societal impact) and Engineering Practice (the practical application of engineering concepts, tools and professional skills). To map this resource to AHEP outcomes specific to a programme under these themes, access AHEP 4 here and navigate to pages 30-31 and 35-37.
Related SDGs: SDG 4 (Quality education); SDG 11 (Sustainable cities and communities); SDG 12 (Responsible consumption and production); SDG 13 (Climate action); SDG 14 (Life below water).
Reimagined Degree Map Intervention: More real-world complexity, Active pedagogies and mindset development, Authentic assessment, Cross-disciplinarity.The Reimagined Degree Map is a guide to help engineering departments navigate the decisions that are urgently required to ensure degrees prepare students for 21st century challenges. Click the pink ''Reimagined Degree Map Intervention'' text to learn more.
Educational level: Intermediate.
Learning and teaching notes:
This case study is focused on the role of engineers to address the problem of plastic waste in the context of sustainable operations and circular business solutions. It involves a team of engineers developing a start-up aiming to tackle plastic waste by converting it into infrastructure components (such as plastic bricks). As plastic waste is a global problem, the case can be customised by instructors when specifying the region in which it is set. The case incorporates several components, including stakeholder mapping, empirical surveys, risk assessment and policy-making. This case study is particularly suitable for interdisciplinary teamwork, with students from different disciplines bringing their specialised knowledge.
The case study asks students to research the data on how much plastic is produced and policies for the disposal of plastic, identify the regions most affected by plastic waste, develop a business plan for a circular business focused on transforming plastic waste into bricks and understand the risks of plastic production and waste as well as the risks of a business working with plastic waste. In this process, students gain an awareness of the societal context of plastic waste and the varying risks that different demographic categories are exposed to, as well as the role of engineers in contributing to the development of technologies for circular businesses. Students also get to apply their disciplinary knowledge to propose technical solutions to the problem of plastic waste.
The case is presented in parts. Part one addresses the broader context of plastic waste and could be used in isolation, but parts two and three further develop and add complexity to the engineering-specific elements of the topic.
Learners have the opportunity to:
apply their ethical judgement to a case study focused on a circular technology;
understand the national and supranational policy context related to the production and disposal of plastic;
analyse engineering and societal risks related to the development of a novel technology;
develop a business model for a circular technology dealing with plastic waste;
identify the key stakeholder groups in the development of a circular business model;
reflect on how risks may differ for different demographic groups and identify the stakeholder groups most vulnerable to the negative effects of plastic waste;
develop an empirical survey to identify the risks that stakeholders affected by or working with plastic waste are exposed to;
develop a risk assessment to identify the risks involved in the manufacturing of plastic waste bricks;
provide recommendations for lowering the risks in the manufacturing of plastic bricks.
Teachers have the opportunity to include teaching content purporting to:
Physico-chemical properties of plastic waste;
Manufacturing processes of plastic products and plastic bricks;
Sustainable policies targeting plastic usage and reduction;
Climate justice;
Circular entrepreneurship;
Risk assessment tools such as HAZOP and their application in the chemical industry.
Plastic pollution is a major challenge. It is predicted that if current trends continue, by 2050 there will be 26 billion metric tons of plastic waste, and almost half of this is expected to be dumped in landfills and the environment (Guglielmi, 2017). As plastic waste grows at an increased speed, it kills millions of animals each year, contaminates fresh water sources and affects human health. Across the world, geographical regions are affected differently by plastic waste. In fact, developing countries are more affected by plastic waste than developed nations. Existing reports trace a link between poverty and plastic waste, making it a development problem. Africa, Asia and South America see immense quantities of plastic generated elsewhere being dumped on their territory. At the moment, there are several policies in place targeting the production and disposal of plastic. Several of the policies active in developed regions such as the EU do not allow the disposal of plastic waste inside their own territorial boundaries, but allow it on outside territories.
Optional STOP for activities and discussion
Conduct research to identify 5 national or international regulations or policies about the use and disposal of plastic.
Compare these policies by stating which is the issuing policy body, what is the aim and scope of the policy.
Reflect on the effectiveness of each policy and debate in class what are the most effective policies you identified.
Write a reflection piece based on a policy of your choice targeting the use or disposal of plastic. In this reflection, identify the benefits of the policy as well as potential limitations. You may consider how you would improve the policy.
Conduct research to identify how much plastic is produced and how much plastic waste is generated in your region. Identify which sectors are the biggest producers of waste. Conduct research on how much of this plastic waste is being exported and where is it exported.
Identify the countries and companies with the biggest plastic footprint. Discuss in the classroom what you consider to contribute to these rankings.
Research global waste trading and identify the countries that are the biggest exporters and importers of plastic waste. Discuss the findings in classroom and what you consider to contribute to these rankings. Discuss whether there are or should be any restrictions governing global waste trade.
Write a report analysing the plastic footprint of a country or company of your choice. Include recommendations for minimising the plastic footprint.
Impressed by the magnitude of the problem of plastic waste faced today, together with a group of friends you met while studying engineering at the Technological University of the Future, you want to set up a green circular business. Circular business models aim to use and reuse materials for as long as possible, all while minimising waste. Your concern is to develop a sustainable technological solution to the problem of plastic waste. The vision for a circular economy for plastic rests on six key points (Ellen McArthur Foundation, n.d.):
Elimination of problematic or unnecessary plastic packaging through redesign, innovation, and new delivery models is a priority
Reuse models are applied where relevant, reducing the need for single-use packaging
All plastic packaging is 100% reusable, recyclable, or compostable
All plastic packaging is reused, recycled, or composted in practice
The use of plastic is fully decoupled from the consumption of finite resources
All plastic packaging is free of hazardous chemicals, and the health, safety, and rights of all people involved are respected
Optional STOP for group activities and discussion
Read about the example of the Great Plastic Bake Off and their project focused on converting plastic waste into plastic bricks. Research the chemical properties of plastic bricks and the process for the manufacturing process. Present your findings on a poster or discuss it in class.
Develop a concept map with ideas for potential sustainable technologies for reducing or recycling plastic waste. You may use as inspiration the Circular Strategies Scanner (available here).
Select one idea that you want to propose as the focus of your sustainable start-up. Give a name to your startup!
Describe the technology you want to produce: what is its aim? What problem can it solve or what gap can it address? What are the envisioned benefits of your technology? What are its key features?
Map the key stakeholders of the technology, by identifying the decision-makers for this technology, the beneficiaries of the technology, as well as those who are exposed to the risks of the technology
Analyse the market for your technology: are there businesses with a similar aim or similar technology? What differentiates your business or technology from them?
Identify key policies relevant to your technology: are there any policies or regulations in place that you should consider? In your geographical area, are there any policy incentives for sustainable technologies or businesses similar to the one you are developing?
For your start-up, assign different roles to the members of your group (such as technology officer, researcher, financial officer, communication manager, partnership director a.s.o) and describe the key tasks of each member. Identify how much personnel you would need
Identify the cost components and calculate the yearly costs for running your business (including personnel).
Perform a SWOT analysis of the Strengths, Weaknesses, Opportunities and Threats for your business. You may use this matrix to brainstorm each component.
Part three:
The start-up SuperRecycling aims to develop infrastructure solutions by converting plastic waste into bricks. Your team of engineers is tasked to develop a risk assessment for the operations of the factory in which this process will take place. The start-up is set in a developing country of your choice that is greatly affected by plastic waste.
Optional STOP for group activities and discussion
Agree on the geographical location of the startup SuperRecycling and identify the amount of plastic waste that your region has to cope with, as well as any other relevant socio-economic characteristics of the region.
Identify the demographic categories that are most exposed to the risks of plastic waste in the region.
Research and analyse the situation of the informal plastic waste picking sector in the region: who is picking up the waste? How much do they earn for working with waste? Is this a regular form of income and who pays this income? What does it mean to be an “informal” worker? Are there any key insights about the characteristics of the plastic waste workers that you find interesting?
Based on research and your own reflections, write a report on the role and risks that the plastic waste pickers are exposed to in their work.
Create an empirical survey with the aim of identifying the risks the plastic waste pickers are exposed to, as well as the strategies they take to mitigate risks or deal with accidents.
Create an empirical survey with the aim of identifying the risks that the factory workers at SuperRecycling are exposed to, as well as the strategies they take to mitigate risks or deal with accidents.
Research the manufacturing process for developing plastic bricks and analyse the technical characteristics of plastic bricks, based on existing tests.
With the classroom split into 2 groups, argue in favour or against their use of plastic bricks in construction. One group develops 5 arguments for the use of plastic bricks in construction, while the other group develops 5 arguments against the use of plastic bricks in construction. At the end, the groups disperse and students vote individually via an anonymous online poll whether they are personally in favour or against the use of plastic bricks in construction.
Create a HAZOP risk assessment for the manufacturing processes of the factory where plastic waste is converted into plastic bricks.
Develop an educational leaflet for preventing the key injuries and hazards in the process of converting plastic waste into bricks, both for the informal waste pickers and the factory workers.
Acknowledgement: The authors want to acknowledge the work of Engineers Without Borders Netherlands and its partners to tackle the problem of plastic waste. The case is based on the Challenge Based Learning exploratory course Decision Under Risk and Uncertainty designed by Diana Adela Martin at TU Eindhoven, where students got to work on a real-life project about the conversion of plastic waste into bricks to build a washroom facility in a school in Ghana, based on the activity of Engineers Without Borders Netherlands. The project was spearheaded by Suleman Audu and Jeremy Mantingh.
Any views, thoughts, and opinions expressed herein are solely that of the author(s) and do not necessarily reflect the views, opinions, policies, or position of the Engineering Professors’ Council or the Toolkit sponsors and supporters.
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