Conference Session

Women in Engineering Division Technical Session 2

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Suzanne Zurn-Birkhimer, Purdue University-Main Campus, West Lafayette (College of Engineering); Mayari I. Serrano, Purdue University at West Lafayette (PPI)

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

their own by supporting themselves, pursuing education, and planning theirown adventures 5 . She used the admiration of the public to spark discussion about femininity, equalopportunity regardless of gender, woman’s rights, and equality 4 .Edward Elliott, President of Purdue University, was impressed by Earhart and realized she wouldbe the perfect role model for the female students his institution. After much discussion and severalvisits to the institution, Earhart, in 1935, joined the staff as a Counselor in Careers for Women andtechnical advisor in the Department of Aeronautics. Before officially starting, Earhart created anddistributed a survey to measure female students’ interest in pursuing a career and how they wouldbalance that pursuit

Conference Session

Women in Engineering Division Technical Session 10

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

M. Teresa Cardador, University of Illinois at Urbana-Champaign; Karin Jensen, University of Illinois at Urbana - Champaign; Kelly J Cross, University of Nevada, Reno; Grisel Lopez-Alvarez, University of Illinois at Urbana-Champaign

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

with engineering department faculty, staff, advisors, andfemale students. By understanding how and why elective tracks become gendered withinengineering majors, we hope to identify effective strategies for improving the preparation ofwomen to pursue technical roles and career paths in their chosen field of study, with the broadgoal of improving the workplace retention of female engineers.As this project is ongoing, we plan to present preliminary results based on wave one (1)interviews with 30 female engineering students in their sophomore year (the year when electivetrack selections are made).Project Background and Theoretical FrameworkExisting research shows that men and women in gender-typed occupations – such as engineering– often

Conference Session

Women in Engineering Division Technical Session 7

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Sinéad C Mac Namara, Syracuse University; Anne E Rauh, Syracuse University; Michelle M Blum, Syracuse University; Natalie Russo, Syracuse University; Melissa A Green, Syracuse University; Shikha Nangia, Syracuse University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

plans to do in thefuture; or an update on previously declared homework. The working member also mentions thelevel of confidentiality of the topic. Following that, the working member uses their time toexplain the situation and ask specific questions of other members. During the explanation, othermembers are expected to interrupt only in the case of clarifying questions. If at any time, theconversation veers off track, members are expected to recognize it, and to call out each other.Otherwise, it can be construed as a poor use of the working member’s set amount of time.Each member’s work concludes at the member’s discretion, or when time has elapsed and themember does not request more. When all members who asked to work have finished, the

Conference Session

Computing -- Increasing Participation of Women and Underrepresented Minorities

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Laura K. Dillon, Michigan State University; Maureen Doyle, Northern Kentucky University; Linda Ott, Michigan Technological University; Wendy Powley, Queen's University; Andrea E Johnson, Spelman College

Tagged Topics

Diversity

Tagged Divisions

Minorities in Engineering, Pre-College Engineering Education, Women in Engineering

student’s time as an undergraduate student. But the cost for a student toattend Tapia is high. In 2020, the student registration fee alone will be $500.Responses to post surveys show that Tapia is at least as effective as GHC in achieving its goalsfor students. Students consistently report being inspired to complete degrees in computing atrates of over 80%, and of having made new connections and learned about new opportunities incomputing at rates of over 90% [24].4 The CDC merged with the CMD-IT in 2016.5 Two cities have hosted Tapia twice—Atlanta (2003, 2017) and Orlando (2007, 2018); Houston, thelocation of Tapia 2001, will host it for the second time in 2020.6 Charts in this figure are from the Tapia 2019 Academic Plan II Benefits Brochure

Conference Session

Women in Engineering Division Technical Session 4

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Mary Kay Camarillo P.E., University of the Pacific; Eileen Kogl Camfield, University of California at Merced

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

coursework that they may not recall well (e.g., drafting and surveying) in addition torelying on sources of information with which they are not familiar (e.g., building codes,manufacturer’s data sheets, master plans). In short, in our capstone course there are manydeliverables that the students struggle to manage, especially since they may have otherchallenging coursework, and many are holding part-time jobs (e.g., with their co-op employers).Probably the most challenging part of the project is that it is done collaboratively in a team.While we do incorporate teamwork in previous coursework (e.g., lab reports), none of theprevious experiences are as intensive as in the capstone course. Some students struggle with timemanagement and procrastination

Conference Session

Women in Engineering Division Technical Session 7

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Cynthia Lester, Georgia State University; Sahithya Reddivari, Georgia State University; Forough Ansari, Georgia State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

front of other individuals, which helps to build up their confidence and self-initiations. One interesting point to note that was initially when the club was formed, the facultyadvisor did most of the work inclusive of planning and reaching out to professionals for technicaltalks and site visits. However, as students’ self-confidence increased, it was noticed that studentsbecame more proactive in bringing technology-related discussions for brainstorming to themeetings. Anecdotally, the advisor saw how the combination of those advancements, began toshape the overall direction of the club in that students began receiving more support, help, andattention from industry professionals and it is working to empower the female students throughinternship

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Laura Bottomley, North Carolina State University; James Samuel Carter III, University of North Carolina at Chapel Hill

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

admissionsrecords. The academic plan (major), semester GPA and cumulative GPA for each semester astudent was enrolled were obtained from College of Engineering records. There are also recordsfor each degree the students were awarded and the year and semester of degreeawarded. Demographic information is coded as reported to the Integrated PostsecondaryEducation Data System (IPEDS).The students are grouped by cohorts of their attendance at ESCape. These cohorts alsocorrespond to the students’ first semester in college. All of the participants were first-time, first-year students. Comparison data comes from the College of Engineering and the Office ofInstitutional Research and Planning. Using these sources, a comparison can be made betweenthe ESCape attendees

Conference Session

Managing Dual Careers

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Yuting W. Chen, University of Illinois Urbana-Champaign; Jena Shafai Asgarpoor, University of Nebraska - Lincoln; Robyn Sandekian, University of Colorado, Boulder; Jill K Nelson, George Mason University; Lee Kemp Rynearson, Campbell University; Shannon Bartelt-Hunt P.E., University of Nebraska - Lincoln; Janet Callahan, Michigan Technological University

Tagged Divisions

Electrical and Computer, Faculty Development Division, Women in Engineering

desirable for both partners at one institution or inone geographical area. In that case, stating unequivocally that you will not sign unless a partnergets a better deal or putting other offers on the table for direct comparison. Women andminorities will face the usual penalties to bargaining hard (high chance of being perceived ashostile, out-of-place, unreasonable, etc.) and may wish to be a bit more circumspect dependingon their assessment of the decision makers they are negotiating with.Somewhere in the middle, it depends more highly on the relationship and planning for the future.An agreement might be made that the first job would hit the priorities of one partner but thatanother move / change would be guaranteed after tenure or some other time

Conference Session

Women in Engineering Division Technical Session 5

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Litany H Lineberry, Mississippi State University; Sarah B. Lee, Mississippi State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

defining the steps tomake a peanut butter and jelly sandwich. By letting participants incorporate dance whenteaching algorithmic thinking, participants were able to connect a familiar activity with thealgorithmic process in a hands-on way that was fun. One student commented to the instructorthat she loves to dance and to create and to see how dancing and programming could worktogether was great. This experience supported prior research by the authors that a hands-on,project-based learning approach in a computing camp strengthens teamwork and problemsolving skills [13].Future plans including offering this approach in other computing camps for elementary girls.Having a larger sample size will enable more data collection and assessment of the

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Robin O. Andreasen, University of Delaware; Shawna Vican, University of Delaware; Yvette A Jackson, University of Massachusetts Dartmouth

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Analysis and FindingsMuch of the literature on faculty retention relies on turnover intentions (i.e., plans or desires toleave) as a proxy for actual turnover [2], [5], [8], [12], [18], [20]. Very little of this workexamines faculty retention directly. Of those that do, samples are often constructed from collegecatalogues and online resources [1], [10]. Our study differs from previous research by examiningactual faculty departures and retention cases with the use of a comprehensive data set providedby UX’s Office of Institutional Research. In contrast to catalog data and online resources,institutional data sets are more reliable and allow for removal of retired faculty. In the first stage of our quantitative analysis, we examined faculty

Conference Session

Women in Engineering Division Technical Session 7

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Denise Wilson, University of Washington

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

TA behaviors. Table 3: Instructional Support (Independent) Variables Scale Sample Items The professor in this class cares about how much I learn. Faculty Support The professor in this class treats me with respect. (α = 0.90) The professor in this class is available when I need help. I have discussed career plans with the professor in this class. Faculty Interactions I have discussed academic work with the professor in this class. (α = 92) I have discussed course selection with the professor in this class. The TA in this class cares about how much I learn. TA The TA for my recitation or lab section in this class often stays after

Conference Session

Women in Engineering Division Technical Session 3

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Shaundra Bryant Daily, Duke University; Jessica Sperling, Duke University; Megan Gray, Duke University; Medha Gupta, Thomas Jefferson High School for Science and Technology; Amy Arnold, Duke University; Kelly Perri, Duke University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

to facilitate exposure to professionalopportunities. Sometimes these events are planned remotely and attended by student cohorts,other times, coaching staff will attend the events with students. Each student is also matchedwith a mentor who is currently in the tech industry and has been found by the coaching staff.There is no formal training for these mentors, and each pairing navigates the particulars ofworking together for the summer. The program requests that the mentor-mentee pair attempt tomeet every other week; however, this is not required. Students also typically informally mentoreach other when returning home while talking through their experiences and challenges in thejob environment. These spontaneous conversations are

Conference Session

Women in Engineering Division Technical Session 2

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Anne M Lucietto, Purdue Polytechnic Institute; Diane L Peters P.E., Kettering University; Liza Ann Russell, Purdue University ; Meher Rusi Taleyarkhan, Purdue University; Shelly Tan

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

]. This poses another barrier to career advancement and professionaldevelopment. Abusive relationships can also threaten the career advancement of women as theirpartner may prevent them from being successful in the workplace or from attending neededprofessional development events [22].Travel for Professional Development & LocationConference participation often involves advanced planning to secure a hotel reservation andmaking travel arrangements as they are often held in larger cities and last three to four days [14].The time involved with traveling for professional development may serve as a barrier as womenmay not feel comfortable leaving their children, especially if they are breastfeeding [13].Further, they may not be able to get time off

Conference Session

Women in Engineering Division Technical Session 6

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Maureen C Smith, San Jose State University; Jinny Rhee, San Jose State University; Belle Wei, San Jose State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

General Knowledge Interesting sessions; Learn 9.3% (15) new thingsa 5.4% (N=9) of respondents reported they do not want to or plan to be an engineerb 1.8% (N=3) of respondents reported they do not know how the conference connects to their educationc 4.9% (N=8) of respondents reported they were unsure how the conference related to their career goals Engineering Student Identity: Participants were asked to respond to survey itemsrelated to three factors: Commitment to engineering/computer science majors, engineeringcompetence, and engineering agency. Commitment to Engineering/CS Majors: Three survey items were taken from a studyby Fleming et al. [6] to assess the

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Jennifer Retherford P.E., The University of Tennessee at Knoxville; Sarah J Mobley P.E., The University of Tennessee at Knoxville; Kristen N. Wyckoff, The University of Tennessee at Knoxville

Tagged Divisions

Women in Engineering

teaching responsibilities,thereby not effectively influencing the undergraduate population as a junior female faculty with amore recurring undergraduate teaching assignment. The opportunity for a university to report atruer representation of the engagement with female faculty is valuable to recruitment of femalestudents and may possibly be attractive to other minority factions. A series of 10 undergraduateengineering programs were reviewed at a single institute to compare the percentage of femalefaculty to an “engagement” percentage.Literature ReviewSTEM Diversity initiatives and recruitment plans all over the world have increased the numberof women choosing to pursue a career, and therefore education, in STEM topics. Universities arereporting

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Astrid K Northrup P.E., Northwest College, Powell WY; Andrea Carneal Burrows Borowczak, University of Wyoming

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

positive trends in high school mathematics scores, females are lesslikely than males to declare engineering as their major in college [4]. In 2006, about 15% of first-year female college students planned to declare a major in all STEM fields combined; but ifbiological and agricultural sciences are removed, only about 5% of first-year female collegestudents intend to major in a STEM area of physical sciences, including engineering [3]. At thesame time, more than a quarter (25%) of first-year male college students declared a physicalscience major [3]. So, if it’s not ability, why do more males pursue physical science and engineering whilefemales do not? The reasons are complex and intricately tied to culture, but research indicatesone primary

Conference Session

Women in Engineering Division Technical Session 4

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Caroline Ghio, Northeastern University; Sydney Anne Morris, Northeastern University; Hannah Marie Boyce, Northeastern University; Bradley Joseph Priem, Northeastern University; Paul A. DiMilla, Northeastern University; Rachelle Reisberg, Northeastern University

Tagged Divisions

Women in Engineering

Pursued/planned to pursue Yes 21 15 further post-graduate education No 8 2for each individual as well as comparison with known attributes (e.g., years tutored) forrespondents who were willing to participate in a follow-up phone interview. Statistical analysisfocused on identifying statistically significant differences (expressed in terms of p values) andeffect sizes (expressed in terms of Cohen’s d for means, Cohen’s h for proportions, andPearson’s r for correlations). Reporting both p values and effect sizes provided distinctidentification of non-random differences (for testing of null hypotheses) and magnitudes ofeffects. Differences between

Conference Session

Women in Engineering Division Technical Session 3

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Maral Kargarmoakhar, Florida International University; Monique S. Ross, Florida International University; Zahra Hazari, Florida International University; Mark A Weiss, Florida International University; Michael Georgiopoulos, University of Central Florida; Ken Christensen P.E., University of South Florida; Tiana Solis, Florida International University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Compared to Men: Lack of Mathematical Confidence a Potential Culprit.,” PLoS One, vol. 11, no. 7, p. e0157447, 2016.[29] J. Wang, H. Hong, J. Ravitz, and M. Ivory, “Gender differences in factors influencing pursuit of computer science and related fields,” in Annual Conference on Innovation and Technology in Computer Science Education, ITiCSE, 2015, vol. 2015–June, pp. 117–122.AppendixBelow please find question in the survey which studied for the purpose of this study.Q. (field plans). “Mark all that apply.”Which of the following options best describe what field(s) you wanted to pursue?q6ms… = desired field in middle schoolq6bhs… = desired field at the beginning of high schoolq6ehs… = desired field at the end of high schoolq6col

Conference Session

Women in Engineering Division Technical Session 3

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Eugene Judson, Arizona State University; Lydia Ross, Arizona State University; Stephen J Krause, Arizona State University; Keith D. Hjelmstad, Arizona State University; Lindy Hamilton Mayled, Arizona State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

explanations for this imbalance, including female STEM facultymembers’ willingness to dedicate time to planning more extensive student-centered instructionbecause they see it as more valuable than do male faculty members [20], [21]. Further, studentsmay reach out to their female professors more than their male professors for assistance [22]. Insum, female professors typically spend more time on teaching and advising duties than maleprofessors [6], [23].The aforementioned research generally discloses that female STEM faculty members are lessoften found in leadership positions; may not be receiving equivalent resources, networking, orencouragement to complete research; and are typically spending more time teaching and advisingstudents. Less known is the

Conference Session

Women in Engineering Division Technical Session 7

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Eleanor Leung, York College of Pennsylvania; Inci Ruzybayev, York College of Pennsylvania; Brandy Maki, Minnesota State University, Mankato

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

be more open-minded towards females asking for those positions. Theymay not have “enough experience” because they are not offered enough opportunities to gain“enough experience”. Female faculty need to be encouraged to improve their leadership skills byattending training, workshops, conferences, etc.Conclusions and Future WorkAutoethnographic narratives of three female faculty in engineering who have experienced genderbias have enabled this topic to be explored. The findings from this research are consistent with thelarge body of literature on gender bias in academia. The recommendations indicate the need forfurther research, support, and awareness for female faculty who face these biases.The authors plan to continue their work on gender

Conference Session

Women in Engineering Division Technical Session 4

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Sarah Appelhans, University at Albany-SUNY

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

wouldpatiently wait for them to finish – eager to get past the story they wished to present to the worldand into the complicated histories that have been buried along the way. It got me thinking aboutmy own narrative of how I came to be an engineer, and how tortured I felt to deliver a quick,understandable explanation for why I belonged in engineering. I remember trimming parts of thestory that did not go well in my conversations with others, eliminating the parts that didn’t fitwell, were confusing, or left doubts about my qualifications. I was curious to what extent I mightrecognize these efforts in the narratives of other women.I was also surprised when my opening question did not work as planned, when participants didnot seem to understand it as an

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Robyn Sandekian, University of Colorado, Boulder; JoAnn Silverstein P.E., University of Colorado Boulder; Beverly Louie, University of Colorado, Boulder

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

those who were scheduled to travel but were unable to do so. If requested by thepartner, planned on-campus meetings were shifted to a videoconference format (as were allremaining faculty interviews).B. Tenured/tenure-track faculty demographics in College of Engineering and Applied ScienceDespite multiple programmatic efforts over more than a decade, the demographics of thecollege’s faculty has remained stubbornly unrepresentative of its diversifying student body andthe diversifying pool of individuals who are earning the doctoral degrees in engineering andapplied science typically required for tenure-track faculty positions in the CEAS.1. Gender of facultyAcross all CEAS T/TT ranks, the percentage of women faculty has increased by only 5

Conference Session

Women in Engineering Division Technical Session 7

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Kimberly Stillmaker P.E., California State University, Fresno; Lalita G Oka, California State University, Fresno; Jesus Gutierrez Plascencia; Cindy Charlott Schwartz-Doyle, California State University, Fresno; Katherine Lor, California State University, Fresno

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

considered it. Theproportion of female and male students who had not received encouragement from a facultymember, yet intended to attend graduate school was 26.1% and 20.5%, respectively. Whereas,38.9% and 55.9% of female and male students, respectively, who had been encouraged by one ormore faculty were planning to attend graduate school. These observations indicate a statisticallysignificant increase among male students when encouragement is received (99% confidence), buta statistically significant increase among female students can only be observed with 84%confidence. Figure 4. Graduate school intentions of LCOE students with GPA of 3.0 or above displayed by gender and whether or not faculty encouragement to attend graduate school has been

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Jocelyn LaChelle Jackson, University of Michigan; Jeremi S London, Virginia Polytechnic Institute and State University; Joi-lynn Mondisa, University of Michigan; Stephanie G. Adams, University of Texas at Dallas

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Paper ID #30117Mentoring Among African American Women in the Engineering AcademyJocelyn LaChelle Jackson, University of Michigan Jocelyn Jackson is a doctoral student in engineering education research at the University of Michigan and national chair of the National Society of Black Engineers (NSBE). Her major work includes research in entrepreneurship, organizational leadership and behavior, and strategic planning for NSBE.Dr. Jeremi S London, Virginia Polytechnic Institute and State University Dr. Jeremi London is an Assistant Professor in the Engineering Education Department at Virginia Poly- technic Institute and State

Conference Session

Busting a Career Move? When and Why or Why Not?

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Adrienne R. Minerick, Michigan Technological University; Jenna P. Carpenter, Campbell University; Cindy Waters, Naval Surface Warfare Center; Beena Sukumaran, Rowan University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

. She is Chair of the ASEE Long-Range Planning Committee and a member of the Engineering Deans Council as co-chair of the EDC Undergraduate Experience Committee. She is also a member of the Executive Committee for the Global Engineering Deans Council. Carpenter is a past Vice President of Professional Interest Councils for ASEE and past President of WEPAN. Currently she chairs a Pilot Program Ad-Hoc Committee for the Gulf Scholars Program for the National Academies of Science, Engineering and Medicine. She is an ASEE PEV for General Engineering, Dr. Carpenter regularly speaks at the national level on issues related to the success of women in engineering and innovative STEM curricula.Dr. Cindy Waters, Naval Surface

Conference Session

Women in Engineering Division Technical Session 6

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Courtney Green P.E.

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

, Engineers: Employment, Pay, and Outlook, U.S. Bureau of Labor Statistics, 2018, Feb. Accessed on: Jan. 28, 2020. Available: https://www.bls.gov/careeroutlook/2018/article/engineers.htm.3. “Charting a Course for Success: America’s Stategy for STEM Education,” Committee on STEM Education of the National Science & Technology Council, Dec. 2018, Accessed on: Jan. 28, 2020. Available: https://www.whitehouse.gov/wp- content/uploads/2018/12/STEM-Education-Strategic-Plan-2018.pdf4. M. C. Bottia, E. Stearns, R. A. Mickelson, S. Moller, and A. D. Parker, “The relationships among high school STEM learning experiences and students’ intent to declare and declaration of STEM major in college,” Teachers College Record

Conference Session

Women in Engineering Division Technical Session 3

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Kimberly Ren, University of Toronto; Alison Olechowski, University of Toronto

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Confidence should be conducted.More meaningful internship experiences offered earlier in a student’s university education mayalso help to improve Career Fit Confidence of all students. Future research investigating theeffects of timing and number of internship experiences on Career Fit Confidence could informprogram planning that would increase persistence. The Expertise Confidence in ML/AI shouldbe further fostered in the curriculum to increase persistence of students pursuing thosespecializations. Earlier explicit exposure to ML/AI specialization Expertise in their first twoyears of undergraduate studies may positively influence the Expertise Confidence and IntentionalPersistence of students. Again, further investigation into the university