Displaying results 571 - 584 of 584 in total
- Conference Session
- Developing Identities for Robust Careers in Engineering
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Nicole M Yates, National Society of Black Engineers; Barry Nagle, Evaluation and Action Research Associates
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
study to focus on chapter activities in the collegiate demographic. Participants in thisstudy, which utilized surveys and existing NSBE data, included student chapter leaders as well asadvisors (minority engineering program directors, engineering college faculty). Four majorquestions guided the survey design: 1. What are the characteristics of each chapter? 2. What activities do the chapters engage in, by type? 3. What assessment methods do the chapters employ to track success? 4. What outcomes are the chapters achieving, by type?The outcomes of interest directly align with NSBE’s 2025 strategic goal to graduate 10,000black engineers annually and include GPA, engineering program retention, graduation rate
- Conference Session
- Dissecting the Nuances that Hinder Broad Participation in Engineering
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Brian A. Burt, Iowa State University; Alade S McKen, Iowa State University; Jordan Anthony Burkhart, Iowa State University; Jennifer Hormell, Iowa State University; Alec James Knight, Iowa State University
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
advisor-advisee relationship: Implications for engineering research, policy, and practiceRacial microaggressions within the advisor-advisee relationship: Implications for engineering research, policy, and practice The underrepresentation of Black men in engineering highlights a missing segment of thepopulation who could contribute to the knowledge economy.1 An increase in Black men inengineering could lead to an increase in Black faculty members – and in general, role models –who could teach and inspire future generations of students in science, technology, engineering,and mathematics (STEM). To address this national concern, stakeholders must first identifyprevailing issues such as racial microaggressions
- Conference Session
- Assessing URM Programs Targeting the K-16 Continuum
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Denise Hum, Cañada College; Anna Marbella Camacho, Cañada College
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
differences in the program outcomes forminority and non-minority students. Comparisons will be based on student retention and successrates in subsequent math courses, pre- and post-program math self-efficacy survey, and surveysthat assess satisfaction with the program and student perception and knowledge of resources andskills needed for academic success.1. IntroductionWith the increasing demand for a skilled and technically savvy workforce in the United States,addressing retention problems in the first two years of college is a promising and cost-effectivestrategy to address this need. A recent Committee on STEM Education National Science andTechnology Council report Federal Science, Technology, Engineering, And Mathematics(STEM) Education 5-Year
- Conference Session
- Developing Quality Experiences that Retain Diverse Engineering Talent
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Jamie Bracey, Temple University College of Engineering; Gregory D Jones Jr, Temple University; Nadif Bracey, Morgan State University; Keyanoush Sadeghipour, Temple University
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
minority undergraduates who do not have those favorableexperiences may face challenges with the coursework and navigating the culture ofengineering institutions.This is critically important given the fact that colleges of engineering are professionalschools with operating cultures that are traditionally rigid with very prescriptivepathways to attain the degree. This study posits that the integration of cognitive andnon-cognitive factors can most effectively quantify what works for retaining morediverse engineering students in the first two years. Of particular interest are the followingoverarching questions: (1) How would a cognitive intervention (engineering math remediation) impact underrepresented students’ progression in the
- Conference Session
- Developing Identities for Robust Careers in Engineering
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Julie P Martin, Clemson University; Renata A Revelo , University of Illinois at Chicago; Shannon K Stefl, Clemson University; Stacey D Garrett, Clemson University; Stephanie G. Adams, Virginia Tech
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
’ engineering identity development, persistence, and success inengineering studies and subsequent careers. Findings related to African American student andalumni participation in the National Society of Black Engineers (NSBE) mirror several findingsfrom the study of Latina/o students in the Society of Hispanic Professional Engineers (SHPE).Specifically, results from the two studies share three common themes. Participants describeNSBE and SHPE as 1) providing opportunities for or explicitly emphasizing the development ofprofessional and leadership skills; 2) having access to an engineering role model or becoming arole model themselves; and 3) creating a family-like support system. This paper focuses on theimplications for institutional policies and
- Conference Session
- Out-of-school-time Engineering: Implications for Underrepresented Students
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Armanda Gonzalez, University of Michigan; Joanna Mirecki Millunchick, University of Michigan
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
increase academicengagement,1 standardized test performance,2 and reduce drop-out rates.3 On the collegelevel, it has been shown4 that there is a positive correlation between participation in suchactivities, self efficacy, and academic engagement. Nonetheless, there is little in theliterature about the benefits of participating specifically in professional engineeringsocieties and student design teams in college.We conducted an observational study to address the paucity of data in this realm.Specifically, we used quantitative data (admissions and demographic data, and academicrecords) to determine what kind of students tend to participate in engineering-based co-curricular activities, and whether that participation is related to college success
- Conference Session
- Women in Engineering Division Technical Session - Retention Programs for Diverse Students
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Lisa Carlson, South Dakota School of Mines and Technology; Shaobo Huang, South Dakota School of Mines and Technology; Cassandra M Birrenkott, South Dakota School of Mines and Technology; Sarah Folsland, Woment in Science and Engineering
- Tagged Topics
- ASEE Diversity Committee
- Tagged Divisions
- Minorities in Engineering, Women in Engineering
diversity, particularly the recruitment of womento that particular program. Aligning with the goal, the following objectives were developed.Objective 1: Increase the enrollment and retention of the female engineering students.Objective 2: Improve female students’ attitudes and perceptions toward careers in engineeringfields.Objective 3: Enhance female students’ self-efficacy in the learning of engineering.Objective 4: Increase the six-year graduation rate of female students (currently at 53% for theuniversity). The department placed an emphasis on increasing the general graduation rate of allwomen students as opposed to just women engineering students to be aligned with theuniversity's strategic goals.In alignment with these objectives, from 2011
- Conference Session
- Interest and Movitation: Formulating New Paradigms to Increase URM Participation in Engineering
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Dina Verdin, Purdue University, West Lafayette; Allison Godwin, Purdue University, West Lafayette; Jennifer Lynne Morazes, Brandeis University
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
theirexperiences in engineering.Figure 1: Model of Achievement Goal Theory41.Figure 1 presents AGT as conceptualized by Wentzel and Wigfield41. The two elements of Page 26.1291.6mastery and performance are bridged to create a framework consisting of four overallachievement goals: mastery-approach (MAp), mastery-avoidance (MAv), performance-approach (PAp), and performance-avoidance (PAv)41. When a MAp goal is adopted, individualstry to build upon their competence by striving to master the skill. Approach and avoidance arefundamental distinctions applied to various types of goals. In educational psychology, thecommon goal used is achievement goal, which
- Conference Session
- Interest and Movitation: Formulating New Paradigms to Increase URM Participation in Engineering
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Daniel Christe, Drexel University; Arpit Shah, Drexel University; Jay J. Bhatt, Drexel University; Marisol Rodriguez Mergenthal, Drexel University; Linda Powell, Community College of Philadelphia; Antonios Kontsos, Drexel University
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
mentoring, and summer bridge programs,6, 7 to be described in thenext sections. Page 26.1300.3 (a) (b)Figure 1: (a) A side-by-side comparison showing the extent of the mismatch in the demographics of the United States adultpopulation versus those of the STEM workforce.4 (b) A pronounced increase in the fraction of minority school age-children overa twenty year period highlights the urgency of raising minority participation and performance in STEM.5 Page 26.1300.4The Role of Community Colleges in
- Conference Session
- Moving the Needle: The Complexities of Race and Gender in Engineering Education
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Keith J. Bowman, Illinois Institute of Technology
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
the gender diversity of AfricanAmerican engineering BS degrees is shown in Figure 1, which also shows the initialdecline and slight recovery in gender diversity for all engineering BS degrees across thepast nine years. The female fraction of engineering BS degrees had reached its highestlevel in 2002 at 20.9%.6 Page 26.618.3 Figure 1 Female fraction of African American and all US BS engineering degrees.2African American male recipients of engineering BS degrees grew from 2398 in 2005 to2742 in 2013, an increase of approximately 14%.4 In contrast, the number of femaleAfrican American recipients of engineering BS degrees declined 23%, from 1144 in
- Conference Session
- Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Kelsey Morgan Irvin, Washington University in St. Louis; Elizabeth Hiteshue, University of Pennsylvania; Mary Yvonne Lanzerotti, Air Force Institute of Technology; Michael Geselowitz, Stevens Institute of Technology
- Tagged Topics
- ASEE Diversity Committee, Diversity
- Tagged Divisions
- Minorities in Engineering, Women in Engineering
perpetuity by the IEEE on the Engineering andTechnology History Technology Wiki (http://www.ethw.org).IntroductionIt is well known that women “are more likely than men to ‘leak’ out of the pipeline in thesciences”1. Women earn 20.2% of physics degrees, 43.9% of mathematics degrees, 17.7% ofcomputer science degrees, and 17.5% of engineering degrees1. To encourage femaleundergraduate students to graduate with STEM degrees, and thereby increase femaleparticipation in STEM fields, this paper describes an Oral History project that provided femalestudents with unique mentorship with distinguished leaders whose careers align with thestudents’ intended careers.The project provided unique mentorship to the students so that the students are motivated
- Conference Session
- Developing Identities for Robust Careers in Engineering
- Collection
- 2016 ASEE Annual Conference & Exposition
- Authors
- Monique S. Ross, Purdue University, West Lafayette; Allison Godwin, Purdue University, West Lafayette
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
the community to re-evaluate how these womendefined success, how these women defined recognition, and therefore challenged the traditionalview of career success as scientists. Taking this approach to understanding Black women’sexperiences, our study is poised to push boundaries such as these in the discipline of engineering,filling the gap of understanding the definitions and importance of engineering role identity forBlack women in the engineering profession.The research questions for this study are: 1. How do Black women define engineering identity in the workplace? 2. How do Black women reconcile their definition of engineering identity with the stereotypical definition of engineering identity? 3. What coping
- Conference Session
- Interactive Panel on Perspectives and Practical Skills for Men as Advocates for Gender Equity
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Lawrence J. Genalo, Iowa State University; Roger A. Green, North Dakota State University; Beth M Holloway, Purdue University, West Lafayette; Archie L Holmes Jr., University of Virginia; Brian P Kirkmeyer, Miami University; Klod Kokini, Purdue University, West Lafayette; Daniel Lopresti, Lehigh University; Adrienne Minerick, Michigan Technological University; Beena Sukumaran, Rowan University
- Tagged Topics
- Diversity
- Tagged Divisions
- Engineering Leadership Development Division, Minorities in Engineering, Technological and Engineering Literacy/Philosophy of Engineering, Women in Engineering
the participation of minority group members in an organization.1 Particularlywhen a majority group is highly dominant, these barriers pervade recruitment, retention,advancement, and overall climate; diversity suffers, and the overall effectiveness and health ofthe organization is diminished. Academia has a long history of dominance by men. This hasbeen and remains particularly true in engineering, an example where “inequality regimescontinue to be relatively resistant” to change.2There is a growing body of evidence that men and majority individuals can serve crucial roles tosupport the advancement of women within organizations.3-6 Online gender equity advocacyorganizations, such as Men Advocating Real Change (http://onthemarc.org/home) also
- Conference Session
- Assessing URM Programs Targeting the K-16 Continuum
- Collection
- 2015 ASEE Annual Conference & Exposition
- Authors
- Robert V. Pieri, North Dakota State University; Timothy D. Legg, North Dakota State University; Ann Marie Vallie, Turtle Mountain Community College; Lori Nelson, Fort Berthold Community College; Joshua Jason Mattes, Sitting Bull College; Michael Maloy Parker, Cankdeska Cikana Community College; G. Padmanabhan , North Dakota State University
- Tagged Topics
- Diversity
- Tagged Divisions
- Minorities in Engineering
/statistics/2015/nsf15311/tables/pdf/tab2-1.pdf , 2015 Page 26.1241.8