Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Elaine R. Millam, University of Saint Thomas; Ronald J. Bennett, Univeristy of Saint Thomas

Tagged Divisions

Women in Engineering

provides for their health and well-being while they contribute to the organization‟s goals. 9) Provide women with powerful coaching and development processes so that they are equipped to be self-aware, able to stand in their authenticity, and become strong advocates for their own interests and pursuits. This strategy is aimed at both educational institutions and industry. Its intent would be to provide “best practice” leadership development programs that attract high talent women and prepare them to be authentic leaders, true to their own voices and passions, and taking a strong role in shaping their futures. More and more Universities and Engineering Professional Organizations are investing in women

Conference Session

Recruitment & Retention of Women I

Collection

2011 ASEE Annual Conference & Exposition

Authors

Lois Calian Trautvetter, Northwestern University; Rose M. Marra, University of Missouri, Columbia; Lisa R. Lattuca, Pennsylvania State University, University Park; Katie L. Piacentini, University of Missouri - Columbia; David B. Knight, Pennsylvania State University, University Park

Tagged Divisions

Women in Engineering

students, the P2Pstudy paid particular attention to the educational practices and programs that foster the success ofwomen and underrepresented minority students.Site selection The research team analyzed data collected for a nationally representative datasetdeveloped for the Engineering Change study11 ,which assessed the impact of ABET’s outcomes-based EC2000 accreditation criteria, to empirically select six case study sites. In consultationwith a National Advisory Board, the team identified five institutions that exhibited superiorperformance on the focal learning outcomes and/or in recruiting and graduating women andunderrepresented students: Arizona State University (ASU), Howard University, MassachusettsInstitute of Technology (MIT

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Alice L. Pawley, Purdue University, West Lafayette; Jordana Hoegh, Purdue University

Tagged Divisions

Liberal Education/Engineering & Society, Minorities in Engineering, Women in Engineering

practices. Human capital analyses are problematic in explaining women’s location in the workforce and perpetuate the deficit model of gender inequality. (p. 156-157)Taken together, these three sets of critics point out major methodological flaws in using pipelineas a metaphor for structuring research studies: • Most studies do not articulate what counts as a “successful” scientific or engineering career. Must a person remain in the same profession for her entire working life for her to be considered “in” the pool? Or might there be more “kinds” of scientific-related careers that should “count” than that of bench scientist or design engineer?18 • Assuming that “gender effects” on career choices can be studied

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Carroll Suzanne Seron, University of California, Irvine; Erin A. Cech, University of California, San Diego; Susan S. Silbey, Massachusetts Institute of Technology; Brian Rubineau, Cornell University

Tagged Divisions

Liberal Education/Engineering & Society, Minorities in Engineering, Women in Engineering

persistence in the major or their intentions to stay in the profession post-graduation.9,10Much of this research has focused, moreover, on how the culture, climate, and professionalsocialization itself push women out of the field.7,11,12 In this article, we turn this question on itshead and ask: how do women conceptualize their token, or deviant, status as engineeringstudents? In asking this question we contribute a new perspective for understanding how womenconstruct rationales for persistence and exit.Women‟s tokenism in engineering education is structurally and culturally organized.Structurally, women remain a numerically small proportion of their classmates at most majorinstitutions of engineering education. Culturally, engineering education

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Carmen G. Villa, Universidad Panamericana, Mexico City; Elsa Gonzalez, Texas A&M University

Tagged Divisions

Women in Engineering

populations in higher education, more specifically in STEM disciplines, and cultural practices and their impact on education for Hispanic students.Elsa Gonzalez, Texas A&M University Elsa M. Gonzlez y Gonzlez is Visiting Assistant Professor and Research Associate in the department of Educational Administration and Human Resources at Texas A&M University. She is currently the Managing Editor of the International Journal of Qualitative Studies in Education (QSE). She received her PhD from Texas A&M University in 2004, and her Master in Business Administration from the National University of Mexico (UNAM) in 1998. She teaches Naturalistic Inquiry, College Teaching and Administration in Higher Education in the

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Maria M. Larrondo-Petrie, Florida Atlantic University; Martha Elicia Beltran-Martinez, Organization of American States, Office of Science, Technology, and Innovation

Tagged Divisions

Women in Engineering

, andretention of underrepresented groups in science and engineering.The NAE has also developed a web site for girls: http://www.engineergirl.org/ that contains sections onWhy Be An Engineer, Fun Facts, Cool Links, Cool Readings, Great Achievements, and an EngineerGirlEssay Contest http://www.engineergirl.org/?id=3821. It also has a site for Women EngineerWEPAN has developed a web portal for their WEPAN Knowledge Center as an online resource forresearch, best practices, and professional communities dedicated to advancing all women in engineering.The reources are organized by Research & Reports, Assessment & Practice, Data & Statistics, Policy &Law, Profiles (Organizations, Programs, Projects, Initiatives and Tools), Cohorts, Resource

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Elizabeth T. Cady, National Academy of Engineering; Norman L. Fortenberry, American Society for Engineering Education; Catherine Didion, National Academy of Engineering

Tagged Divisions

Women in Engineering

AC 2011-335: USING AN EXTENSION SERVICES MODEL TO INCREASEGENDER EQUITY IN ENGINEERINGElizabeth T. Cady, National Academy of Engineering Elizabeth T. Cady is a Program Officer at the Center for the Advancement of Scholarship on Engineering Education of the National Academy of Engineering in Washington, DC.Norman L. Fortenberry, National Academy of Engineering (Washington) Dr. Norman L. Fortenberry is the founding Director of the Center for the Advancement of Scholarship on Engineering Education (CASEE) at the National Academy of Engineering (NAE). CASEE facilitates research on and deployment of, innovative policies, practices, and tools designed to enhance the effective- ness and efficiency of systems for the formal

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Jenna P. Carpenter, Louisiana Tech University; D. Patrick O'Neal, Louisiana Tech University; Lori L. Bakken, University of Wisconsin-Madison

Tagged Divisions

Women in Engineering

Assessing Women in Engineering (AWE)Project, is producing its Advancing Research into Practice (ARP) series, which translatesresearch findings on many these issues into practical recommendations for use in the classroom(http://www.engr.psu.edu/awe/ARPResources.aspx).ConclusionThe ADVANCE Project at Louisiana Tech University is approximately half-way through a four-year NSF ADVANCE PAID, utilizing a college-wide, systematic, sustainable approach forincreasing the impact and presence of women faculty in STEM. As suggested by initial focusgroup surveys, the project is focusing on the issues of climate, retention andpromotion/leadership, using a theoretical framework suggested by Social Cognitive CareerTheory. Namely, a concerted development of formal

Conference Session

Panel on Recruiting and Retaining Women and Underrepresented Minority Students

Collection

2011 ASEE Annual Conference & Exposition

Authors

Hyun Kyoung Ro, Pennsylvania State University; Rose M. Marra, University of Missouri, Columbia; Ardie D. Walser, City College of the City University of New York, Grove School of Engineering; Patrick T. Terenzini, Pennsylvania State University, University Park; Lois Calian Trautvetter, Northwestern University; Susan M. Lord, University of San Diego

Tagged Divisions

Minorities in Engineering, Women in Engineering

AC 2011-670: IF YOU BUILD IT, THEY WILL COME (AND STAY): RE-CRUITING AND RETAINING WOMEN AND UNDERREPRESENTED MI-NORITY STUDENTSHyun Kyoung Ro, Pennsylvania State University Hyun Has been working as a graduate assistant on the Engineer of 2020 research grants that the Center for the Study of Higher Education received from the National Science Foundation at Penn State.Rose M Marra, University of Missouri, Columbia Rose M. Marra, Ph.D. is an Associate Professor at the University of Missouri in the School of Information Science and Learning Technologies. She is Director of Research of the NSF-funded Assessing Women and Men in Engineering (AWE) and Assessing Women in Student Environments (AWISE) projects, and a co

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Kristen P. Constant, Iowa State University

Tagged Divisions

Women in Engineering

Organizational structure and Strategy of the ISU ADVANCE ProgramTo broaden our impact and learn from other experts, ISU ADVANCE hosted a nationalconference on increasing flexibility in faculty careers (in October, 2008). To broaden the reachof ISU ADVANCE within ISU, Equity Advisors from each of the three colleges spoke to non-focal department faculty in their college (usually at a departmental faculty meeting) to discussISU ADVANCE activities and efforts in other departments and colleges – focusing specificallyon how they can make use of the results of research in their own departments. To improve accessto these results, a number of electronic resources have been developed (in Web and sometimesCD-ROM format). Topics include best practices for faculty

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

John J. Duffy, University of Massachusetts, Lowell; Linda Barrington, University of Massachusetts, Lowell; Manuel A Heredia, University of Massachusetts, Lowell

Tagged Divisions

Women in Engineering

groups in engineering education; the methodology and results; then someconclusions.Service-learning has been shown to be effective in a large number of cognitive and affectivemeasures, including critical thinking and tolerance for diversity, and leads to better knowledge ofcourse subject matter, cooperative learning, and recruitment of under-represented groups inengineering; it also leads to better retention of students, and citizenship  (Eyler & Giles, 1999).  Eyler and Giles also found service-learning to impact positively: tolerance for diversity, personaldevelopment, interpersonal development, and community-to-college connections. Studentsreported working harder, being more curious, connecting learning to personal experience

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Sarah Hug, University of Colorado, Boulder; Susan Jurow, University of Colorado at Boulder; Wendy C. Chi, University of Colorado, Boulder

Tagged Divisions

Women in Engineering

research, participate in professional computing conferences, and workwith mentors who are faculty in computing programs. These activities are supplemented byseminars designed to help participants gain entrance to graduate school and thrive as women inthe male-dominated field of computing. A grounded, thematic approach to qualitative dataanalysis uncovered three themes evident in the process of FemProf undergraduate participantlearning: ―program support for professoriate trajectories,‖ ―participant identification withengineering pathways‖ and a third theme not anticipated: ―participants advocate for genderequity in engineering.‖ We conclude with an analysis of the structures by which FemProfsupports inclusion of women into the engineering community