Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Theresa M. Vitolo, Gannon University; Karinna M Vernaza, Gannon University; Lori D. Lindley, Gannon University; Elisa M. Konieczko, Gannon University; Weslene Tallmadge, Gannon University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

Faculty forOrganizational Retention and Management. TRANSFORM initiatives aimed to increase therecruitment, retention, advancement, and leadership development of female faculty in STEMdisciplines at a Master’s L institution by adapting strategies proven successful at researchuniversities. The grant has been operationalized through three strategies: (1) Dual CareerServices aiming to provide employment opportunities to accompanying partners via the creationof a consortium and a website; (2) Research Initiation Awards supporting advancement andtenure needs by providing release time and funds to early-career female STEM faculty; and (3)Leadership Developments increasing education opportunities in the areas of leadership forfaculty and

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jamie J Newman, Louisiana Tech University; Mary E Caldorera-Moore, Louisiana Tech University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

Seminar Seriesb c d Figure 1. Flyer and brochures from the first four years of the Seminar Series. (a) 2012- 2013 was a simple word document flyer, (b) 2013-2014 had an image of DNA generated by a faculty member and student, (c) 2014-2015 was a purchased image, (d) 2015-2016 was illustrated by an art professor at the University who will oversee future covers created by students and faculty.supportive climate, enhancing promotion and leadership, and increasing retention of womenfaculty in STEM. Support for a seminar series that would increase faculties’ networkingopportunities and allow a young female to take on a leadership role in the organization of theseries was in

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Margaret B. Bailey P.E., Rochester Institute of Technology (COE)

Tagged Topics

ASEE Diversity Committee, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

hard-of-hearing women faculty. Project objectives include: 1) Refine and strengthen targeted institutional structures, and install practices that promote representation and advancement of women faculty. 2) Improve the quality of women faculty work life, professional development, and incentive/reward structures. 3) Align institutional, administrative, and informal systems of power and resources to support and sustain progress by shaping the political frameworks that impact representation and advancement of women. 4) Enhance the working environment and support career advancement for women faculty using symbolic measures that emphasize issues of meaning within the organization.Other concurrent

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Elizabeth Dell, Rochester Institute of Technology (COE); Margaret B. Bailey P.E., Rochester Institute of Technology (COE); Maureen S. Valentine, Rochester Institute of Technology (CAST); Sharon Patricia Mason, Rochester Institute of Technology; Carol Elizabeth Marchetti, Rochester Institute of Technology (COS); DeLois Kijana Crawford, Rochester Institute of Technology; Wendy A. Dannels, Rochester Institute of Technology (NTID)

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

credibility or respect 13, 19; andlack of mentoring and/or sponsorship by a senior colleague. 11, 13, 18, 20These findings from the faculty climate survey, objective data review, and benchmarking laid theground work for the successful submission and subsequent funding of the National ScienceFoundation Institutional Transformation (IT) grant. The AdvanceRIT (NSF Award #1209115project was implemented in 2012. The objectives of this project are to: 1. Refine and strengthen targeted institutional structures, and install practices that promoting representation and advancement of women faculty. 2. Improve the quality of women faculty work life, professional development, and incentive/reward structures. 3. Align institutional

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Gretchen L. Hein, Michigan Technological University; Daniela Faas, Harvard University; Anne M Lucietto, Purdue University; Jacquelyn Kay Nagel, James Madison University; Diane L Peters P.E., Kettering University; Rebecca M. Reck, Kettering University; Mary C. Verstraete, The University of Akron; Deborah J. O'Bannon P.E., University of Missouri, Kansas City

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

track, ● support networking of these and other members, ● development of a STEM pipeline of female STEM academics.SWE, like other professional societies, recognizes the significance of mentoring, relationships,and retention of like-minded engineers. In the case of this discussion, it has been recognized fordecades that female STEM faculty benefit from mentoring due to their unique position inacademia.1 Not only are there issues based on gender, but female STEM faculty are often part ofa non-traditional group, which may include older, minority, and disabled women. Due to thenature of this paper, we will consider these topics as appropriate, but will focus on retention ofwomen in academia, support from other professional societies, networking