Conference Session

Women in Engineering Division Poster Session

Collection

2015 ASEE Annual Conference & Exposition

Authors

Shafagh Jafer, Embry-Riddle Aeronautical University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

: $1,000Evaluation PlanAssessment of the Women’s Engineering Institute will be made by monitoring the retention andenrollment numbers of female engineering students. The Admissions Office will providestatistical data to reflect the impact of the institute on retention and recruitment. The StudentRecords office will also provide reports to analyze academic performance of female studentsprior to and after joining the institute. The number of female students who were grantedscholarships, internship opportunities, and job placements will also indicate the success of theinstitute.Furthermore, as one of the goals of the institute, the number of female faculty hired throughoutthe year will also be analyzed. The number of summer camps attendees will demonstrate

Conference Session

Recruitment and Retention Topics

Collection

2007 Annual Conference & Exposition

Authors

Elizabeth Godfrey, University of Auckland

Tagged Divisions

Women in Engineering

discipline, reflecting international trends. This paper suggests that a study ofthese disciplinary subcultures may clarify the persistence of this differential participation ,and lead to the formulation of new approaches to increasing women’s participation inengineering education.Introduction Is it a self-fulfilling prophecy that engineering disciplines with more women develop cultures that attract more women? Can, and should, this pattern be disrupted?These questions arose in the context of a cultural analysis of engineering education, whichprimarily sought to explore the interaction of the participation of women (the feminine) witha culture which has often been named as masculine (i.e. not feminine). The masculine natureof the culture of

Conference Session

Attitudes, Self-Confidence, and Self-Efficacy of Women Engineering Students

Collection

2009 Annual Conference & Exposition

Authors

Moshe Hartman, Retired; Harriet Hartman, Rowan University

Tagged Divisions

Women in Engineering

working as an engineer ten years from now (the survey date). Studentsresponded on a 5-point scale from 1 (very unlikely) to 5 (very likely). We had also asked thehighest degree the student expected to achieve in engineering, but found that this varied bydiscipline and reflected less the degree of long-term commitment to engineering and more thenorms of that discipline in terms of how much training was rewarded or expected before gettinga good job in the labor force.All factor analyses were performed using the principal components Varimax rotation method.Analysis verified that the factors that emerged were identical in content between the genders, andover the years of the program. The reliability test was also performed over multiple groups tomake

Conference Session

Women in Engineering Division Technical Session 6

Collection

2017 ASEE Annual Conference & Exposition

Authors

Janet Callahan, Boise State University; Donna C. Llewellyn, Boise State University; Vicki Stieha, Boise State University; Ann E. Delaney, Boise State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

clarity.Summaries of the survey responses and narrative themes were shared with all of the researchersand reviewed collaboratively to verify our understandings and to increase the trustworthiness ofour conclusions.20In this paper, we have excerpted descriptive data that inform our evaluation by includingresponses suggesting actions that Boise State University, or others, can take to improve thelikelihood that future girls will select and remain on a STEM pathway. The participantdemographic data in Table 2 provides a background to the narrative passages, which are sharedanonymously to protect the confidentiality of our participants. Focus group participants indicatedthey responded to our survey and are assumed to be reflected in the demographics shared

Conference Session

Gender Bias in Student Evaluations of Teaching

Collection

2017 ASEE Annual Conference & Exposition

Authors

Agnes G d'Entremont, University of British Columbia, Vancouver; Hannah Gustafson, University of British Columbia

Tagged Topics

Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

SET, particularly within engineering?1. Miller EJ, Seldin P. Changing Practices in Faculty Evaluation. Academe. 2014;100(3):35.2. Yoder BL. Engineering by the Numbers. ASEE. 2015.3. Beleche T, Fairris D, Marks M. Do course evaluations truly reflect student learning? Evidence from an objectively graded post-test. Econ Educ Rev. Elsevier Ltd; 2012;31(5):709–19.4. Elmore PB, LaPointe KA. Effects of teacher sex and student sex on the evaluation of college instructors. J Educ Psychol. 1974;66(3):386–9.5. Bennett SK. Student perceptions of and expectations for male and female instructors: Evidence relating to the question of gender bias in teaching evaluation. J Educ Psychol

Conference Session

Women in Engineering Division Technical Session 4

Collection

2017 ASEE Annual Conference & Exposition

Authors

Kath Xu, Massachusetts Institute of Technology; Dawn Wendell, Massachusetts Institute of Technology; Andrea S. Walsh, Massachusetts Institute of Technology

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

undergraduate declared female majors in the Department of Mechanical Engineering (2, 2A, and 2OE) by class year and class standing. All data taken from the annual October census (“Number of Women Students”).2It is very important to note that this jump at MIT does not reflect a national trend. In the​ ​Spring2017 Term at the Georgia Institute of Technology, women compose only 27.4% of the totalundergraduate mechanical engineering majors (“Enrollment by Major”), while women composed35.4% of undergraduates in the fall term of 2015 (Georgia Institute of Technology). For the2016-2017 academic year at the California Institute of Technology, women compose 40.9% ofthe total undergraduate population (Caltech), but only 34.8% of the total

Conference Session

Women in Engineering Division Technical Session 6

Collection

2019 ASEE Annual Conference & Exposition

Authors

Chrysanthe Demetry, Worcester Polytechnic Institute; Elizabeth Long Lingo, Worcester Polytechnic Institute

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

tone of the reform and interactions among the parties involved. A summary of thistimeline is presented in Table 1. We also gathered information and analyzed the composition ofeach committee during each academic year of the promotion reform process: the number ofmembers by gender, rank, and type of appointment (tenure-track or non-tenure track). Thesedemographic dimensions reflect underlying power differentials among institutional members andmay also reflect a variety of professional interests and strengths.Step 2. Inductively generating categories and micro-processes. We then analyzed our casestudy data to identify key categories of action and interaction within the reform process. We paidclose attention to how these actions and interactions

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

thatintegrated learning dance moves with algorithmic thinking and computer programming. Thispaper will discuss the results of that camp that was offered in a very small rural town in asouthern state in the United States, and how the arts component influenced the learners’perception of computing.IntroductionScience, Technology, Engineering, Art and Mathematics (STEAM) has been defined asinterdisciplinary education that includes the arts with Science, Technology, Engineering andMathematics (STEM) in ways to promote creativity and reflection [5]. With younger citizens inthe United States using online computers more than ever before, and research indicating that thehigh school years is likely too late to influence perceptions and self-efficacy in computing

Conference Session

Women in Engineering Division: Retaining and Developing Women Faculty in STEM

Collection

2015 ASEE Annual Conference & Exposition

Authors

Margaret B. Bailey P.E., Rochester Institute of Technology (COE); Carol Marchetti, Rochester Institute of Technology (COS); Sharon Patricia Mason, Rochester Institute of Technology; Maureen S. Valentine PE, Rochester Institute of Technology (CAST); Elizabeth Dell, Rochester Institute of Technology (CAST)

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

with the organizational analysis approach and project goals.Organizational Analysis ApproachOver the first two years of the project, the team successfully used the multi-frame organizationalanalysis approach,2, 3 as proposed. Recently this approach has been refined to reflect variousrealities of the project and a reconfigured set of three perspectives to guide the work, namelystructural, environmental, and political (Figure 3). Additionally, some of the interventionplacement has been shifted within these categories to better map to an evolving evaluation plan.Project GoalsCurrently, three project goals, displayed on the logic model (Figure 3), map to the originalproposal’s set of four goals where each related to an intervention grouping of

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

that contribute to how women develop their engineering identity and persist inengineering programs is necessary in understanding student satisfaction, achievement, andoutcome expectations. The following section presents the theoretical framework and for the proposed researchwhich includes a brief review of notable research on identity theory and women in engineering.The methodology section outlines the proposed participants, data collection, data analysis, andwill be followed by a discussion of major findings for this study. The paper will conclude witha discussion of the results, implications of the findings, recommendations for future research, anda personal reflection on the research process.Theoretical Framework and Literature

Conference Session

Women in Engineering Division Technical Session 3

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

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

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

programming than their peers in fall 2018 is higherat 49.4% than subsequent semesters. There is no substantial difference in perception of femalescross the semesters. Male students largely do not express a perception that they are better atcomputer programming than females.Figure 4. Perceptions of Males versus Females in Post- surveys Fall 2018 and Fall 2019(Column labels are in percentage).The racial demographics of the classes studied reflect the underrepresentation of racial minoritiesin computer science education. All fall 2018 data is from CS0 students with a major in computerscience or software engineering. Spring 2019 data represents CS1 students not in a computingmajor, while the fall 2019 data is from CS1 students in those computing

Conference Session

Perspectives for Women Faculty

Collection

2007 Annual Conference & Exposition

Authors

Elizabeth Creamer, Virginia Tech; Margaret Layne, Virginia Tech

Tagged Divisions

Women in Engineering

faculty members in other disciplines inperceptions about the items in the work-life scale. By and large, most faculty members agreesomewhat with items in the Work-Life Scale (women=2.58; men=2.95; engineers=2.90; non-engineers=2.95). Page 12.593.5Table 3 displays the Pearson Correlation Coefficient results from four separate analyses. Acorrelation coefficient is a statistical measure that reflects the degree to which high or low scoreson one variable tend to match high or low scores on another variable. Values for correlationcoefficients range from -1 to +1. Values between .30 and .49 are interpreted as moderatelystrong; .50 or greater

Conference Session

Undergraduate Student Issues: Culture

Collection

2013 ASEE Annual Conference & Exposition

Authors

Elizabeth Litzler, University of Washington; Julie Ann Lorah, University of Washington

Tagged Divisions

Women in Engineering

of the PACE surveys and the publication of the CTC report in 2008 results in aninteresting natural experiment. This paper examines changes at the PACE schools from 2008 to2012 specifically around survey items about perceptions of the engineering field, and perceptionsof flexibility in engineering. These particular items were thought to reflect the ideas in the CTCmessaging. The paper describes the activities at the schools that saw key improvements on theCTC related survey items, and those schools that did not see as many improvements. This Page 23.77.2research paper provides evidence of the influence of the CTC interventions at the PACE

Conference Session

Undergraduate Student Issues: Culture

Collection

2013 ASEE Annual Conference & Exposition

Authors

Thomas E. Pinelli, NASA Langley Research Center; Cathy W. Hall, East Carolina University; Kimberly Marie Brush, NASA Langley Research Center; Jeannine B. Perry, Continental Research Associates, Inc.

Tagged Divisions

Women in Engineering

professionals.23,24,25 Some of the areas included are: oral communication, writtencommunication, science, mathematics, ethics/social responsibility, teamwork/collaboration,creativity/innovation, information technology application, professionalism/work ethic, self-direction, analytical thinking, reading comprehension, and critical thinking/problem solving.These go beyond basic knowledge in one’s area of expertise and reflect important skillsnecessary in today’s workforce as well as the workforce of tomorrow.23,25,26 These also representareas of weaknesses frequently cited by human resource personnel and senior executives withrespect to new college hires.24 There is definitely a need to provide opportunities for students todevelop these skills and to

Conference Session

ADVANCE Grants and Institutional Transformation

Collection

2010 Annual Conference & Exposition

Authors

Suzanne Zurn-Birkhimer, Purdue University; Barbara Clark, Purdue University; Susan Geier, Purdue University; Christie Sahley, Purdue University

Tagged Divisions

Women in Engineering

workshops.Modifications will be made to the materials and the script to reflect the feedback from theprevious workshops. By partnering with the OIE we hope to institutionalize the unconsciousbias and assumption literature into the Search and Screen process.Mentoring InstituteOne of the goals of ADVANCE-Purdue is to improve the success of the female faculty. PCFS isusing mentoring as a vehicle to foster success and retention through a Mentoring Institute (MI).The MI is an opportunity for peer and group mentoring, networking, and information gathering,and is open to all new assistant professors, regardless of gender, ethnicity or discipline. Inaddition, at least one senior faculty from each college participates in the MI. This commitmentdemonstrates the importance

Conference Session

How to Get Published: Tips from Journal Editors

Collection

2010 Annual Conference & Exposition

Authors

Bevlee Watford, Virginia Tech

Tagged Divisions

Women in Engineering

paper enhance understanding of engineers orengineering?” and “What are the relationships among the technical and the nontechnicaldimensions of engineering practices, and how do these relationships changes over time and fromplace to place?”Along with its parent organization, the journal also seeks to (a) to help build and serve diversecommunities of researchers interested in engineering studies, and (b) link scholarly work inengineering studies to broader discussions and debates about engineering education, research,practice, policy, and representation. As such, it challenges authors to reflect on and anticipatehow their work might prove helpful to others elsewhere, both within the academy and beyond.The journal thus explicitly juxtaposes

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Deborah Kilgore, University of Washington; Sheri Sheppard, Stanford University; Cynthia J. Atman, University of Washington; Debbie Chachra, Franklin W. Olin College of Engineering

Tagged Divisions

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

workQualitative Interviews Fifteen students at a large, public institution were interviewed in the spring of their senioryear (2007). Interviews were semi-structured and open-ended. Questions were designed to elicitstudents’ reflections on their college experience. Students spoke about their motivation to studyengineering primarily in response to one question: Are there any aspects of engineering that youparticularly like? Follow-up prompts elicited detail about the qualities or specific activities ofengineering that students cited. Students spoke about gender and their experience as engineeringstudents in response to three related questions: (1) How has gender played a role in yourexperience here at the UW? (2) Can you tell me of a particular

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Anna M. Zajicek, University of Arkansas; Shauna A. Morimoto, University of Arkansas; Aparna S. Terdalkar, University of Arkansas; Valerie H. Hunt, University of Arkansas; Joseph J. Rencis, University of Arkansas; Rodica Lisnic, University of Arkansas

Tagged Divisions

Women in Engineering

fails to reflect this change.2Social science research documents disproportionate attrition of women in STEM disciplines atcritical transition points such as receiving a Ph.D. degree, entering the assistant professorposition, receiving tenure and promotion to associate rank, and receiving promotion to fullprofessor.2 Among factors accounting for this phenomenon, especially in the areas ofrecruitment and advancement of women faculty, are biases and weaknesses in recruitmentstrategies (University Leadership Council 2008) as well as institutional climate, including asense of isolation,3 lack of role models,4 and lack of women in key academic leadershippositions.5In this context, the NSF ADVANCE program represents one of the most far reaching

Conference Session

Potpouri

Collection

2012 ASEE Annual Conference & Exposition

Authors

Heidi Reeder, Boise State University; Patricia A. Pyke, Boise State University; Lynn Lubamersky, Boise State University; Seung Youn Chyung, Boise State University; Cheryl B. Schrader, Missouri University of Science and Technology

Tagged Divisions

Women in Engineering

the majority of the female figures named here were not, uponclose reflection, from STEM fields, but rather other socially important fields. More about thiswill be discussed subsequently. Table 4. Group Statistics for R3. Student Gender (Male vs. Female) N Mean Std. Deviation Std. Error MeanQ1 Male Figures Male 513 5.14 2.204 .097 Female 634 4.91 2.155 .086Q1 Female Figures Male 513 .18 .482

Conference Session

Women in Engineering Division Technical Session 1

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Sumaia Ali Raisa, West Virginia University; Karen E. Rambo-Hernandez, Texas A&M University; Reagan Curtis, West Virginia University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

of belonging and engineering identity sometimes overlapsbecause they have some similarities but there are also some distinctions between the twoconstructs. Students sense of belonging relates to their reflection on current experiences andgreater affective components in their majors, like- how comfortable they feel in engineeringclassroom or college. It emerges from the self-reflection of the students’ feelings when theycompare themselves with their peers [10]. On the other hand, engineering identity is theirbroader sense of fit in the engineering discipline, like- the extent student sees themselves as aprospective engineer [14], [15].In an engineering context, learning engineering content also requires becoming a member ofthe engineering

Conference Session

Potpourri II

Collection

2008 Annual Conference & Exposition

Authors

Elizabeth Waterfall, Milwaukee School of Engineering; Elizabeth Albrecht, Milwaukee School of Engineering; Stephen Williams, Milwaukee School of Engineering; Owe Petersen, Milwaukee School of Engineering

Tagged Divisions

Women in Engineering

acquiring skills and attitudes which promoteintellectual and personal growth. In the process, students become effective professionals andmature decision makers in a way that is uniquely theirs. This is a different way to considerand do advising.If faculty advisors could reflect for a moment on what academic skill sets the quintessentialstudent would possess upon graduation, most would picture a mature decision maker who hasthe capacity to apply the knowledge he/she gained in classes to solve problems, benefithumankind and expand the knowledge base in their chosen field. Utilizing a developmentaladvising model has the potential to produce the same scenario in the area of life skills.Effective Teaching Methods Set the Stage for Developmental

Conference Session

Women in Engineering Division Poster Session

Collection

2009 Annual Conference & Exposition

Authors

Jessica Rohlfing, Arizona State University; Erin Kube, Arizona State University; Brandon Yabko, Arizona State University; Erika Murguia, Arizona State University; Jennifer Bekki, Arizona State University Polytechnic; Bianca Bernstein, Arizona State University

Tagged Divisions

Women in Engineering

give feedback to your advisor about what is helpful to you) and the “don’ts” (e.g., wait for your advisor to initiate contact with you) of working with one’s advisor. 3. What Do You Want in a Mentor? This informational brief is intended to help STEM woman learn how a mentor can provide additional support in their personal, academic, and professional development. The two-page brief explains the definition and purpose of a mentor and also asks women to reflect upon what they are looking for in a mentor. Suggestions are included about how to get the most from a mentor and how to find a mentor (e.g., contacting professionals who have received awards in the past for their mentoring

Conference Session

Focus on Faculty

Collection

2009 Annual Conference & Exposition

Authors

Kristen Constant, Iowa State University; Sharon Bird, Iowa State University

Tagged Divisions

Women in Engineering

that the committee reconvenes after the search is over to reflect on the processand the successes and failures of the search. For that reason, all the inefficiencies and errors aswell as successes are lost but in the memory of the committee members – who may or may notuse them to improve the next search. With regard to the searches discussed here, more thanonce it was stated, “How could the search process be considered faulty? We got a great newfaculty member”. This faulty logic does not acknowledge the opportunities lost.Minimizing the impact of cognitive errors and the factors that contribute to them:A number of excellent web-based resources exist for improving the recruitment process that aresummarized on the national ADVANCE Portal.12

Conference Session

Women in Engineering Division Technical Session 6

Collection

2018 ASEE Annual Conference & Exposition

Authors

Vemitra M White, Mississippi State University; Sarah B. Lee, Mississippi State University; Litany H Lineberry, Mississippi State University; Jessica Ivy, Mississippi State Universitt; C. Danielle Grimes, Mississippi State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

undergraduate engineering- or science-based computing major? Analysis isexpected to reveal the experiences and stakeholders that impact their decisions to enroll in acomputing major and persist into the workforce.BackgroundWith global competitiveness and homeland security driving the need to increase United Statesparticipation in the science, technology, engineering and mathematics (STEM) workforce [4].In 2013, the National Center for Women and Information Technology (NCWIT) reported thatonly 26% of jobs in computing were held by women; African American women represented only3% of the computing workforce [5]. This reflects the need for accessible co-curricularprogramming in the southern region of the United States (US), particularly for females and

Conference Session

Women in Engineering Division Technical Session - Understanding and Changing Engineering Culture

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lisa Abrams, Ohio State University; Suzanne Grassel Shoger, The Ohio State University; Lauren Corrigan, Ohio State University; Steven Y. Nozaki, Ohio State University; Mitsu Narui, The Ohio State University Multicultural Center; Adithya Jayakumar, The Ohio State University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

make meaning of thetraining, reflecting on how it impacted them personally, as well as on how it could impact theirpeers in the College. The meaning-making stage allowed cohort members to understand theapplicability of social justice work in STEM fields and the roles they play in creating systemicchange. Throughout the semester, AWE members attended training sessions on presentationskills, including how to manage an audience, how to speak in front of large groups, and how tofacilitate sensitive discussions. They also worked on building cohesiveness as a group as theystarted to examine possible locations and audiences for outreach in the university community.The time spent on AWE-related activities by cohort members ranged from one to five

Conference Session

Perceptions of Women's Success in STEM

Collection

2007 Annual Conference & Exposition

Authors

Maria Brunette, University of Massachusetts-Lowell; paula rayman, University of Massachusetts-Lowell; meg bond, University of Massachusetts-Lowell; Lu Yuan, University of Massachusetts-Lowell

Tagged Divisions

Women in Engineering

followed the same coding technique to the end of each of the source documents.The descriptions of the major nodes were later modified to reflect the participants’ ideasmore accurately and comprehensively when coding the rest of the source documents.Additionally, new sub nodes were added whenever the analyst felt that the contents of thedocument did not match the existing sub nodes.Step 3: Node Structure Modification: After finishing coding all of the documents, theanalyst browsed the node and subnode categories and paid more attention to thosesubnodes that had few passages (In other words, the subnodes that were very infrequentlycoded.) The analyst reread the contents more carefully and tried to recategorize them byshaping and merging the subnodes

Conference Session

ADVANCE Grants and Institutional Transformation

Collection

2010 Annual Conference & Exposition

Authors

Canan Bilen-Green, North Dakota State University; Elizabeth Birmingham, North Dakota State University; Ann Burnett, North Dakota State University; Roger Green, North Dakota State University

Tagged Divisions

Women in Engineering

described by the American Council on Education16 — atransformation that: “(1) alters the culture of the institution by changing select, underlyingassumptions and institutional behaviors, processes, and products; (2) is deep and pervasive,affecting the whole institution; (3) is intentional; and (4) occurs over time.” Therefore, NorthDakota State University Advance FORWARD’s approach to such institutional transformationinvolves multiple interventions which take into account (1) the effects of institutional policies andpractices; (2) campus climate, reflecting attitudes and behaviors that diminish women’sadvancement; and (3) knowledge and skills for success in teaching, research, and leadership.Institutional ContextNorth Dakota State University, a

Conference Session

Institutional Transformations

Collection

2013 ASEE Annual Conference & Exposition

Authors

Jenna P. Carpenter, Louisiana Tech University; D. Patrick O'Neal, Louisiana Tech University

Tagged Divisions

Women in Engineering

in the faculty lunches, but in more depth and with moreopportunity for engagement and reflection. Others have been designed for administrators andother key (male) leaders in the college in an effort to educate them about gender and climateissues in a non-threatening environment. Topic selection is influenced by popular sessionsfrom the monthly luncheons, faculty requests, issues of interest that surface from evaluation ofother programs, as well as serendipitous opportunities.As suggested by the formative project assessment to date, this approach appears to haveencouraged changes in attitudes and behavior related to climate issues in both women andmen STEM faculty. For example, Dr. Scott Page delivered a lecture on diversity in October2012

Conference Session

Women in Engineering Poster Session

Collection

2010 Annual Conference & Exposition

Authors

Erika Murguia, Arizona State University; Erin Kube, Arizona State University; Jennifer Bekki, Arizona State University Polytechnic; Bianca Bernstein, Arizona State University

Tagged Divisions

Women in Engineering

the CareerWISE office. Page 15.263.5Participants completed a 12-item questionnaire about their experiences as part of the CW project.Participants reflected and described what they had gained as participants in a largeinterdisciplinary project as well as the challenges that they had faced. Participants responded toquestions about the changes in their knowledge and skills related to: interdisciplinary teams,disciplinary cultures, gender issues in educational and career settings (topic of the CW project),and the creation of instructional materials for online use (topic of CW project). They were askedhow they had used these skills in external

Conference Session

Undergraduate Student Issues: Culture

Collection

2013 ASEE Annual Conference & Exposition

Authors

Marie C Paretti, Virginia Tech; Courtney S Smith-Orr, Virginia Tech

Tagged Divisions

Women in Engineering

informal networks provide the interview participants with access to help on homework,experiences of older students that inform decision making, guidance on the relative importanceof various courses and topics, and a host of related support issues.Discussion and ConclusionsThe findings from these interviews suggest that while overt experiences of gender stereotypes orsexism may be decreasing, some biases persist. Participants in this study demonstrated some ofthe same reluctance to talk about these gender biases seen in the work of earlier scholars such asTonso1 and Dryburgh4. At the same time, the women who participated in these interviews allenacted multiple strategies for negotiating those biases, some of which reflect shifts from