Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Anna Keune, Technical University of Munich; Daniela Villarreal Bermúdez; Kylie Peppler, University of California, Irvine

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Diversity

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Women in Engineering Division (WIED)

, materials-first approach, integratingmental visualization with hands-on experimentation. In contrast, engineers' formal trainingoften impeded practical problem-solving, as their emphasis on technical precision andextensive planning led to less functional solutions. These results suggest that engineeringeducation might benefit from incorporating diverse approaches to spatial reasoning,particularly through craft-based activities that encourage direct material engagement andflexible problem-solving strategies. This study has significant implications for engineering education, suggesting thatincorporating craft-based activities and validating multiple approaches to spatial reasoningcould enhance spatial skill development while potentially

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Mayari I. Serrano, Purdue University at West Lafayette (PPI); Suzanne Zurn-Birkhimer, Purdue University at West Lafayette (COE); Elyse K. Zurawski, Purdue University at West Lafayette (COE); Lavanya Swaminathan, Purdue University at West Lafayette (COE)

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Diversity

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Women in Engineering Division (WIED)

reduced sense ofbelonging that discourages the participation of underrepresented groups, like women, in STEM [2].Therefore, prioritizing effective retention strategies is essential for transforming the currentenvironment for women in STEM fields. A particularly effective retention strategy is to exposewomen to positive role models through mentoring programs especially when women first enter theuniversity [1]. Career planning, enhanced engagement activities, and elevated academic supporthave also been shown to be effective retention strategies [3]. The current study reports on theimpact of a formal peer mentoring program that supports women undergraduates from the Collegeof Engineering.Mentoring Undergraduate StudentsIn this work, we define

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Elodie Billionniere, Miami Dade College; Lawrence Eric Meyer Jr, Miami Dade College; Yangting Wang, Independent Evaluation Consultant; Eduardo Medina, Independent Evaluation Data Analyst; Jeremiah Pina, Independent Evaluation Consultant

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Diversity

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Women in Engineering Division (WIED)

orientation, assessment of higher-order thinking, and the development of strengths-based curriculum to support BIPOC students in K-16 STEM learning. ©American Society for Engineering Education, 2025 Insights from a Practice-Based Program: Connecting Women to Technology and Advancing Diversity in ComputingAbstractThe Linking Interested Females to Technology (LIFT) program, led by Miami Dade College(MDC), supports diverse groups of women transitioning into computing careers. These includewomen who are pursuing an Associate of Arts in computer science at MDC with plans to transferto four-year universities to complete their bachelor’s degrees, as well as women who havealready earned an associate degree

Conference Session

First-Year and Experiential Learning for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jie Sheng, University of Washington, Tacoma; Justin Wang, The Overlake School

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

of the Computer Engineering discipline and learn the difference betweenComputer and other engineering programs, a free half-day workshop is planned and organized.The workshop targets 30 female and minority students who are interested in STEM disciplinesand currently attending community colleges in the area. During the event, attendees learn topicsincluding (1) how to use a breadboard, (2) what is an RLC circuit, (3) how to describe the circuitbehavior, and (4) how to use Arduino to implement feedback control of the capacitor’s voltage.These topics are carefully chosen to align with our CompE curriculum and require only basicknowledge of physics and calculus. To assess the outcomes, attendees are asked to do an entrysurvey, and a follow-up

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jennifer Glenn, School of Industrial Engineering and Management, Oklahoma State University; Lenna Abouzahr, Oklahoma State University

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Diversity

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Women in Engineering Division (WIED)

and Systems Engineering from the Georgia Institute of Technology.Lenna Abouzahr, Oklahoma State University Lenna Abouzahr is a junior completing a B.S. in both electrical and computer engineering from Oklahoma State University. She was vice president of her university’s Society of Women Engineers chapter last year, which consists of almost 100 members, and is the current president. She is also a student ambassador for her college. After she graduates next year, she plans to get her master’s degree and pursue a career in the energy and power sector. ©American Society for Engineering Education, 2025 Shifting Perspectives: Motivational Factors for Young Women in Engineering

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Margaret B. Bailey Ph.D., P.E., Rochester Institute of Technology (COE); Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Jessica C Bennett, Association of Public and Land-grant Universities; Iris V. Rivero Ph.D., University of Florida; Gloria L. Blackwell, American Association of University Women (AAUW)

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Diversity

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Women in Engineering Division (WIED)

● What would a “just” pay system look like in each of the four Justice in Pay organizational justice areas (distributive, procedural, informational, Processes and interpersonal)? Building ● Developing a professional development program for pay decision- Knowledge About makers Faculty Pay ● Address decision-making AND communicating decisions Communicating ● Engage communication experts Salary-Related ● Consider the audience Topics ● Plan the content ● Anticipate responses in advanceAdditional representatives could be from offices of research, finance, strategic planning andinitiatives, information technology, communications, and/or the

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Sandra Laursen, University of Colorado Boulder; Ann E. Austin, Michigan State University; Kris De Welde, College of Charleston; Diana Ribas Rodrigues Roque, University of Colorado Boulder

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Diversity

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Women in Engineering Division (WIED)

recognizes thelimitations of change efforts that solely target individuals as the nexus of change. For example,instructors seeking to improve student outcomes in critical STEM courses or majors can applyresearch-based instructional strategies shown to lead to stronger learning and persistence [4], [5].Yet, while professional development programs can help individual instructors to plan andimplement significant changes to their teaching (e.g., [6]), the changes these instructors canmake may be limited by systemic factors, such as scheduling, classroom spaces, and collegialexpectations for content “coverage” [7], [8]. Moreover, when such changes are made byindividuals acting on their own, the population of students benefitting from such changes

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Matilde Luz Sanchez-Pena, University at Buffalo, The State University of New York; Juan M Cruz, Rowan University; Corey T Schimpf, University at Buffalo, The State University of New York; Muhammad Ali Sajjad, University at Buffalo, The State University of New York; Melanie Gabriela Valladares, University at Buffalo, The State University of New York; Brianna Mateus, University at Buffalo, The State University of New York

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Diversity

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Women in Engineering Division (WIED)

within the same state was not available, we selected institutions from neighboringstates with similar enrollment sizes and public R1 status. This rigorous pairing process ensures arobust comparison between institutions with and without ADVANCE initiatives. We then used theselected cases to identify necessary or sufficient factors for the given outcomes [11], [52].While we have concluded one round of data collection, at the time of writing this paper we arevalidating our data, to enhance the reliability of our analyses. Once all data is collected, we willexecute our QCA with outcomes of interest for the cases and factors related to it. While QCAallows the study of one outcome at a time, we plan to sequentially explore multiple outcomes asresult

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Lydia Prendergast, Rutgers, The State University of New Jersey; Lorne S. Joseph, Rutgers, The State University of New Jersey; Hayet Bensetti-Benbader, Rutgers, The State University of New Jersey

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Diversity

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Women in Engineering Division (WIED)

staff, and lead engaging STEM focused activities. LLC Mentors are compensated with a free bed in the residence hall. The role requires 15hrs/week see Table 3. Table 3: STEM LLC Mentor Responsibilities 15 hours/week Responsibilities 2 hrs/wk Attend the LLC House Course weekly (course schedule permitting). 5 hrs/wk Hold weekly mentoring hours. 2 hrs/wk Plan, advertise, and implement one STEM-related activity per month. 1 hr/wk Communicate regularly with the LLC student community through platforms such as the LLC Canvas page, GetInvolved, GroupMe, bulletin boards, email, flyers 5 hrs/wk Complete other LLC-related tasks

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Melissa Renee Casner, Purdue University at West Lafayette (PPI); Nancy L Lollar, Purdue University University at West Lafayette (PPI)

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Diversity

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Women in Engineering Division (WIED)

Paper ID #47408Reinventing Recruitment Strategies to Increase Attendance by WomenMrs. Melissa Renee Casner, Purdue University at West Lafayette (PPI) Melissa Casner, a 1996 graduate of the computer and information technology program, is a dedicated mentor who helps attract and retain female students by providing relatable guidance. She fosters connections with professors, peers, and potential employers, creating a united campus community. Over the past year, Melissa has participated in high school recruitment and community outreach. Her passion for mentoring is evident through her informal guidance, with plans to

Conference Session

First-Year and Experiential Learning for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Lorne S. Joseph, Rutgers, The State University of New Jersey; Lydia Q Prendergast, Rutgers, The State University of New Jersey

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Diversity

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Women in Engineering Division (WIED)

they provide mentorship and program supportthroughout the duration of the program. During the program, mentors provide up to two (2)hours of mentoring weekly. Mentor topics, see Table 1, expound on research topics and themesthe students complete each week.SUPER near-peer Mentors have the following responsibilities: • Assisting with implementation of the ISR course lesson plan by facilitating in-class lab activities. • Attend weekly trainings and meetings with the program director to prepare for the weekly class meeting. • Host one weekly 30-minute mentor meeting (up to two depending on student availabilities) • Serve as mentors and program support during summer research, as well as assist with the

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

hongyan miao, Union College; Elsie Mae Lewin Paxton, Union College; Jaqueline Nicole Anderson, Union College; Maia Chapin, Union College; Leza Sorn, Union College

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

steer women toward disciplines perceived as more "appropriate" for them,such as healthcare or social sciences, thereby limiting their career choices and fostering asense of alienation in engineering. Moreover, the lack of visible female role modelsexacerbates this issue; without relatable figures, many students struggle to envision asuccessful future in the field. For example, a study commissioned by McLaren Automotiveand Plan International found that 61% of schoolgirls desire more female role models inengineering to inspire their pursuit of STEM careers [17]. Additionally, research indicatesthat women engineers and engineers of color continue to face pervasive biases in hiring, pay,promotions, and evaluations [18]. Enhancing female

Conference Session

First-Year and Experiential Learning for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Madeline JoAnna Szoo, Northeastern University; Courtney Pfluger, Northeastern University

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Diversity

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Women in Engineering Division (WIED)

Paper ID #45807Examining the Effects of Gender on Capstone Team CohesionMadeline JoAnna Szoo, Northeastern University Madeline Szoo is a 5th year undergraduate Chemical Engineering and Biochemistry major at Northeastern University (graduation May 2025). She is the current President of the Northeastern University Chapter of Sigma Xi, the Scientific Research Honor Society, and outside of engineering education research, she studies the development of predictive vascularized tumor models for preclinical assays. She plans to pursue her PhD in Biomedical Engineering starting Fall 2025.Dr. Courtney Pfluger, Northeastern

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Bahareh Goodarzi, Concordia University; Navid Sharifi, Concordia University; Sara Jameel, Concordia University; Anjali Agarwal, Concordia University

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Diversity

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Women in Engineering Division (WIED)

to the online version. Furthermore, dividingparticipants into two in-person sections based on difficulty levels proved beneficial, as tailoredactivities enhance both interest and engagement. This approach ensures that the program meetsparticipants’ diverse needs and fosters a more inclusive learning environment.6 – Roadmap for Replication and Broader ImplicationsImplementing a program like GirlSET requires systematic planning, collaboration, and strategicuse of resources. Below, we provide a roadmap as a guidance for replicating a similar program:Secure Faculty and Institutional Support: Start by generating interest among facultymembers. We recommend initiating discussions during department meetings, where the majorityof faculty members are

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Barbara E. Marino, Loyola Marymount University; Agnieszka Miguel, Seattle University

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

more time to process what they are learning and experiencing. Theywould also like more unscheduled time to socialize and bond with each other. In addition, theywrote that more time to prepare for the poster and mock interview sessions would be very helpful.This feedback was incorporated in the 2025 workshop.In addition, Fellows were asked about their career plans in the next one to three years, using afive-point Likert scale to assess their responses. Notably, as a result of attending the iREDEFINEworkshop, interest in applying for academic positions increased, as did interest in pursuingpostdoctoral opportunities. Interest in industry careers remained relatively unchanged (see Figure2).During the 2023 iREDEFINE workshop, Fellows were invited

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Mollie Petersen, University of Nebraska - Lincoln; Emily Fitzpatrick, University of Nebraska-Lincoln; Jessica Deters, University of Nebraska - Lincoln

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

societies.Reflecting on what has been done well and what could have been improved in those previousinvolvements contributed to the creation of this refined executive board structure. Byestablishing these roles and norms, a strong foundation has been created for the club, setting thestage for effective governance and active member engagement as it grows and develops. Withthese six positions, there are enough individual tasks to occupy each role and create a sense ofworth, while also not entailing an overwhelming amount of work to keep up with as a student.Community Building and MentorshipTable 3 gives a summary of events from SWME’s first year of operation. Events are planned byexecutive board members and aim to meet the needs of the membership body. For

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Lily Skau, Austin Peay State University; Emmabeth Parrish Vaughn, Austin Peay State University; Bobette Bouton; Steven Blake Warth, Austin Peay State University

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Diversity

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Women in Engineering Division (WIED)

Paper ID #46121Retrospective Insights in Choosing a Career in EngineeringLily Skau, Austin Peay State University Lily Skau is an undergraduate student at Austin Peay State University pursuing a bachelor’s degree in Engineering Physics and a minor in Mathematics and Sociology. She plans to graduate with her degree and minors in May of 2026 and enter the industry as a Mechanical Engineer.Emmabeth Parrish Vaughn, Austin Peay State University Dr. Emmabeth Vaughn is an Assistant Professor in the Physics, Engineering, and Astronomy Department at Austin Peay State University. Before join faculty at Austin Peay, she worked in

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Elyse K. Zurawski, Purdue University at West Lafayette (COE); Suzanne Zurn-Birkhimer, Purdue University at West Lafayette (COE); Mayari I. Serrano, Purdue University at West Lafayette (PPI); Lavanya Swaminathan, Purdue University at West Lafayette (COE)

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Diversity

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Women in Engineering Division (WIED)

satisfaction between Surveys One and Two, which canalso be further investigated through follow-up surveys.There is the possibility of gathering personality types based on a different scale (i.e., Myers-Briggs,DISC assessment). However, the current application that the authors use to register participantsin the mentoring program is extensive, so adding a long personality test may deter students fromregistering for the program.After an extensive search, the authors concluded that prior research on factors and/or methodolo-gies used to intentionally match a mentee with a mentor is sparse, particularly for undergraduatepeer mentoring. We plan to continue this area of research to elevate the undergraduate peer mentor-mentee pairing process, specifically

Conference Session

First-Year and Experiential Learning for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Lekshmi Sasidharan, University of Arkansas; Aysa Galbraith, University of Arkansas

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Diversity

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Women in Engineering Division (WIED)

study [9]found that family plans do not affect female students’ attrition from engineering majors.However, the study reported that the lack of professional role confidence in females reduces thechance of persisting in the engineering major and profession.Despite these challenges, some studies show that appropriate intervention and supportivemeasures can help to improve retention rates of women students. It can be improved byincorporating several social factors such as warmth, flexibility, more feminine nature of theprogram and career opportunities to draw more women to engineering [10]. [11], [12] found thatfostering a sense of belonging and providing support networks such as women in engineeringgroups, peer mentoring, female role models and

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Tianjiao Zhao, East Carolina University; Xi Lin, East Carolina University; Xi Wang P.E., Drexel University; Yidan Zhu, Texas State University; Pianpian Huang, East Carolina University; Bingbing Li, University of British Columbia, Vancouver; Qiuhan Ji, University of British Columbia, Vancouver

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Diversity

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Women in Engineering Division (WIED)

STEM.Furthermore, further investigation into the direct impact of mentorship, institutional policies, andevolving career pathways can provide more nuanced insights into how structural changesinfluence career sustainability and long-term retention for women in STEM. Moreover,examining how factors such as ethnicity, educational background, and socio-economic statusintersect with career challenges could offer deeper insights into the diversity of experienceswithin these fields and inform more targeted support strategies. To support future researchefforts, we also plan to make anonymized data available for further analysis.ConclusionsIn conclusion, this study offers meaningful insights into the challenges and opportunities facedby women in STEM, emphasizing

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Susanna Maria Bairoh, Academic Engineers & Architects in Finland TEK; Johanna Naukkarinen, Lappeenranta-Lahti University of Technology LUT

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Diversity

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Women in Engineering Division (WIED)

paper by the authors.The respondents were asked to rate six statements pertaining to equity in the workcommunity on a 5-point Likert scale (1=fully disagree, 5=fully agree, 6=cannot say). Thestatements were the following: “The management of the organization is actively committed tothe promotion of equality and equity”; “Equality is clearly visible in the work community (forexample in official values, in dialogue between the employer and shop stewards)”; “Equityand equality promotion plans have been discussed in the work community (initiated by e.g.shop stewards or the health and safety representative)”; “Equality training sessions have beenarranged for supervisors”; “Equality training sessions have been arranged for the personnel”;“The

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jing Zhang, University of Illinois Urbana-Champaign; Hou Xie; Rosie Ruoci Shen, University of Illinois Urbana-Champaign; Valeri Werpetinski, University of Illinois Urbana - Champaign; Lawrence Angrave, University of Illinois Urbana-Champaign; Yuting W. Chen, University of Illinois Urbana-Champaign

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Diversity

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Women in Engineering Division (WIED)

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Angela R Bielefeldt, University of Colorado Boulder

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Diversity

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Women in Engineering Division (WIED)

research ideas orwork, excluding (e.g., favoritism, not talking about historical sexual harassment), andunspecified discrimination. Not surprisingly the combination of factors led this woman to leaveher institution to find a more supportive environment. So eventually I very much secretly interviewed at other places. And I didn't resign until I had a job offer, and I talked to my therapist about my plan of action on how to resign gracefully, just because my department had retaliated against other people who had resigned by freezing their grant accounts, refusing to transfer their grants to new institutions, and things of that nature so…. people who know me personally and are close to me I will speak to you. But on the most part, [my

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Juliette Sweeney, University of Toronto

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Diversity

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Women in Engineering Division (WIED)

were in place andhow best to plan for her leave. This professor noted that she received very little support andperceived that pregnancy was viewed by her administration as an individual problem that apregnant person had to “solve”, and the institution acted as if had no responsibility to ensureinformation and support were available. You have to… find out what resources are available... those policies exist in some book somewhere, but nobody in the department knows them... it's your problem because you are pregnant, you have to find [the policy] ... it's not the institution’s role to support, it’s your role to seek and find it. Professor 8, Donnybrook.While women discussed the negative stereotypes associated with family

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Wynn Tranfield, University of California, Santa Cruz; Shelby Hallman, University of California, Los Angeles; Emily Halan Dovan, University of California, Los Angeles

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Diversity

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Women in Engineering Division (WIED)

offering moresmall-group interactions, “low risk” activities, and online options. Libraries may need to adjusthow they plan orientations to create a positive and welcoming experience for cautious students.We learned that students primarily use the library as a solo study space, but also see it as a safespace to gather for group work and networking. Given all these considerations, our survey did tell us more about the lived experiences ofwomen identified students within our consortia. We learned that women identified students are atrisk of gender-based discrimination, but impacts aren’t reported until the third and fourth years ofa program. Most students work, and this influences their participation in extracurriculars. Welearned that

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Gail Baura, Loyola University Chicago; Matthew J Miller, Loyola University Chicago; Leanne Kallemeyn, Loyola University Chicago; Andrea Hércules, Loyola University Chicago; Erika Esmeralda de la Riva, Loyola University Chicago

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)