Women and underrepresented minority (URM) undergraduates declare and complete science, technology, engineering, and mathematics majors at different rates in comparison to majority groups. Explanations of these differences have long been deficit oriented, focusing on aptitude or similar characteristics, but more recent work focuses on institutional contexts, such as academic climate and feelings of belonging (fit). This study examines the experiences of women and URM students in engineering undergraduate programs, focusing on how they fit, experiential factors affecting fit, and how fit is mitigated by social relationships from their networks and organizations in which they participate (i.e., social capital). Thematic analysis of 55 women and URM interviewee responses shows that students who fit well were those with majority characteristics, including race (i.e., White, White-passing) and gender (i.e., men, masculine appearance), and those in groups well represented in their programs numerically (i.e., men, Asian). In contrast, women and Black students encountered threats to their fit due to stereotyping from bias and differential treatment from others (i.e., being excluded from group work). However, students received advice from their social networks (i.e., family, professors) in which they were warned to expect discrimination, or through organizations in which they participated (i.e., National Association of Black Engineers) where their sense of community was expanded. The advice and resources provided through this network-based and participatory social capital mitigated fit for women and Black students, albeit in different ways, helping to preserve their feelings of belonging and promote their persistence in engineering. We offer suggestions to enact university policies to increase access to social capital with homophilious alters and educational opportunities for majority groups.

Our work focuses on women and underrepresented minority (URM) students' cultural models of engineering success (CMES) or beliefs about doing well in engineering. Because of its consequential effect on persistence, we pay special attention to the fit domain of CMES-student feelings of belonging in their engineering program. We examine 1) how student fit is affected by participatory social capital (i.e., participation in professional engineering organizations [PEOs] that have as part of their mission a goal to assist students in their STEM education and careers), as well as 2) the factors that affect students' decisions to participate in PEOs. Due to the traditional prioritization of majority norms in engineering programs, women and URM students' CMES may conflict with the cultures manifested in engineering departments. Analysis of interviews with 55 women and URM engineering students shows that PEOs, particularly gender- and race-focused PEOs, affect students' feelings of fit. PEOs affect student fit positively and primarily through expressive social capital-emotional support wherein students feel they fit in because PEOs provide a sense of community and opportunities to be around successful women and URM engineers. PEOs also allow students to build instrumental social capital, such as academic and professional skills, including networking and knowledge development. Encouragement from others and their desire to be around people like themselves played a central role in students joining PEOs. However, students identified time, financial, and fit issues that discouraged them from participating in PEOs. This investigation illuminates how socially distant others from PEOs affect student fit, extending previous work which uncovered how more proximal others affect fit as well as previous work finding that URM students participating in PEOs were more likely to persist in their engineering program. Research, theory, and practice applications are presented.

Background Social capital, defined as the people one knows and the resources available through that network of people, has been a key variable in research examining the participation of women and underrepresented minority students in science, technology, engineering, and mathematics (STEM). This study focuses on two types of social capital: instrumental (concrete advice and resources) and expressive (emotional support and encouragement). The analysis of interviews with 55 White women and women and men underrepresented minority engineering undergraduate students shows how the instrumental and expressive social capital received from parents influenced their students' declaration of and persistence in the engineering major. Within this analysis, we considered students' transition to adulthood and the corresponding expectation that parents would still provide support but allow their children to independently determine their own paths. Results Participants shared the advice they received from people in their social networks, with the majority of participants highlighting parents as a major contributor of instrumental and expressive social capital. Instrumental social capital was helpful in students' major declarations and offered them an opportunity to further develop their interests and aptitude in STEM as well as a pathway for obtaining an engineering degree. During the first year of their engineering major, students relied heavily on the expressive social capital of parents when considering whether to stay in engineering; parental encouragement of you can do it became a common resource. Conclusions These findings offer nuance to explanations of social capital's influence on STEM degree major declaration and persistence, which often use deficit approaches. In highlighting the resources of social capital, especially expressive support, this work offers educators a new frame of reference for building upon the valuable advice offered by parents to their children completing engineering majors.

Professional engineering organizations (PEOs) have the potential to provide women and underrepresented and minoritized (URM) students with social capital (i.e., resources gained from relationships) that aids their persistence in their engineering undergraduate programs and into the workforce. We hypothesize that women and URM students engineering students who participate in PEOs are more likely to persist in their engineering major and that PEOs contribute to their persistence by providing them access to insider information that supports their persistence. Each year for five years we administered surveys with closed- and open-ended items to examine the association between participating in PEOs and the persistence of a cohort of engineering majors from 11 diverse universities. We used logistic regression and thematic analysis to analyze the data. URM students who participated in PEOs and other engineering related activities were more likely to persist to the second year than URM students who did not (adjusted odds ratio = 2.18, CI: 1.09, 4.37). Students reported that PEOs contributed to their persistence by enabling them to network, reduce gender and race/ethnic isolation, and access professional resources. URM students should be encouraged to participate in PEOs beginning in their first year to increase their integration in their major, which we have found to increase their persistence.