Conference Session

Issues of Persistence in Engineering

Collection

2009 Annual Conference & Exposition

Authors

Rose Mary Cordova-Wentling, University of Illinois, Urbana-Champaign; Cristina Camacho, University of Illinois, Urbana-Champaign

Tagged Divisions

Women in Engineering

engineering. However, there aresome young female students who complete their engineering education despite the presence ofobstacles throughout their college years. This study addressed the university and personal factorsthat have hindered, motivated, and assisted women who were graduating with a degree inengineering. By studying and understanding the barriers that hinder women in completing adegree in engineering, as well as the factors that assist and encourage them, we can learn how tobreak down the barriers and how to facilitate the educational journey of female engineeringstudents.IntroductionIn the U.S. Technical occupations increase almost 5 percent per year, whereas the rest of thelabor force is growing at just over 1 percent per year

Conference Session

Women in Engineering Division Poster Session

Collection

2009 Annual Conference & Exposition

Authors

Elizabeth Creamer, Virginia Tech

Tagged Divisions

Women in Engineering

of the behaviorsassociated with low representation of women, including sexist behavior and sexual harassment.Across institutions, responses to questionnaires items indicated that faculty from the group ofinstitutions categorized as low enrolling were significantly less likely to perceive that theirenvironment was supportive of women than those from institutions with a somewhat largerproportional enrollment of women. There was a similar pattern of responses on questionsregarding the handling and/or accountability for sexual harassment and sexist behavior.Numbers of respondents were too small to break these data down and analyze it by engineeringdiscipline.Table 1 demonstrates that a significantly greater percentage of faculty members at high

Conference Session

Panel: Effecting Change in Higher Education

Collection

2009 Annual Conference & Exposition

Authors

Priscilla Nelson, New Jersey Institute of Technology; Theresa Hunt, New Jersey Institute of Technology; Cherrice Traver, Union College; Pamela Eibeck, Texas Tech; Zulma Toro-Ramos, Wichita State University; Cheryl Schrader, Boise State University; Mary Roth, Lafayette College; delcie durham, University of South Florida

Tagged Divisions

Women in Engineering

topic segments, each with two focused panels (Table 1). Thepanel topics are identified and developed in material presented as Appendix B to this report.Each workshop attendee was assigned to a panel and invited to pre-prepare a white paper thatwould served as a personal statement about both her experiences and perspectives on the issuesrelated to her assigned panel. Each panel lasted two hours, and began with an overview by anassigned moderator, followed by a statement of personal views by the other panel discussants.The subject was then opened up for input and discussions from other attendees, furthergenerating varied perspectives on the single-issue focus. Lunch, dinners, receptions andconcluding activities provided opportunities for informal

Conference Session

Issues of Persistence in Engineering

Collection

2009 Annual Conference & Exposition

Authors

Peggy Meszaros, Virginia Tech; Catherine Amelink, Virginia Tech

Tagged Divisions

Women in Engineering

Factors Promoting or Discouraging the Intent to Remain in EngineeringIntroductionInterest in the declining numbers of U.S. students choosing careers in science,mathematics and engineering (SME) emerged as a topic for discussion in the 1980’s.Numerous reports documented this early decline and called attention to the need tounderstand reasons for and to prevent migration out of SME fields. 1, 2 Gender losses wereobserved by Astin and Astin1 to be greater among men, but given the greater proportionalloss of women, their under-representation was magnified during the undergraduate years.Confounding this overall decline was the observation that SME losses came from a poolof disproportionately able undergraduates. 3, 4, 5 Efforts to identify the

Conference Session

Women in Engineering Division Poster Session

Collection

2009 Annual Conference & Exposition

Authors

Elizabeth Cady, National Academy of Engineering; Norman Fortenberry, National Academy of Engineering; Catherine Didion, National Academy of Engineering; Karen Peterman, Goodman Research Group, Inc.

Tagged Divisions

Women in Engineering

encourage their interest in engineering, while others focused on providingfaculty training in gender equitable teaching. Other projects focused on developing curricular orrecruiting materials attractive to women and men. This paper will discuss the results and lessonslearned in the various programs.IntroductionDespite some progress toward equality in engineering, women remain underrepresented [1],especially in mechanical and electrical engineering, which are two of the largest disciplines. Onereason for the lack of women in these fields is that more women than men change their major toa non-engineering field after beginning college [1], and many students hold inaccurate views ofengineers and engineering [2] that discourage them from entering the

Conference Session

Issues of Persistence in Engineering

Collection

2009 Annual Conference & Exposition

Authors

Catherine Amelink, Virginia Tech; Elizabeth Creamer, Virginia Tech

Tagged Divisions

Women in Engineering

journal articles and scholarly book chapters. Page 14.645.1© American Society for Engineering Education, 2009Gender Differences in In-Class and Out-of Class Experiences that Influence the Intent to Complete an Engineering Degree and to Pursue Engineering as a Career Page 14.645.2 Engineers contribute to national interests in business and industry, allowing the U.S. tomaintain economic competitiveness 1. Due to the contributions made by the engineeringworkforce to the national economy, undergraduates’ career goals as

Conference Session

Women & New Faculty Development

Collection

2006 Annual Conference & Exposition

Authors

Julie Jessop, University of Iowa

Tagged Divisions

Women in Engineering

ticking, and you’re getting antsy. You’ve delayed starting a family because youwanted to get settled into your academic position; however, that doesn’t seem such a good ideanow that you’re approaching your mid-30’s. What factors should you consider in making thedecision to start your family? Once you’ve decided to take the plunge into family life, what arestrategies you can use to strike a balance between your family and career? Here, personalexperiences of several female engineering faculty members from the University of Iowa will beshared, along with tips from other resources. Topics include: (1) Negotiating with your supervisor [how will baby’s arrival affect your contributions to the department/college?]; (2

Conference Session

K-12 Programs for Recruiting Women

Collection

2006 Annual Conference & Exposition

Authors

Karen White, Purdue University; Mara Wasburn, Purdue University

Tagged Divisions

Women in Engineering

building in the United States — a crisis that could jeopardize the nation’s pre-eminence and well-being. The crisis has been mounting gradually, but inexorably over several decades. If permitted to continue unmitigated, it could reverse the global leadership Americans currently enjoy.1 (Jackson, 2004).This excerpt is from the Building Engineering and Science Talent (BEST) initiative2, a reportissued in September 2001 by the Council on Competitiveness, a group of industrial, university,and labor leaders whose mission is elevating national competitiveness to the forefront of nationalconsciousness. The Council on Competitiveness is a public-private partnership “to identify themost effective strategies for building a more diverse

Conference Session

K-12 Programs for Recruiting Women

Collection

2006 Annual Conference & Exposition

Authors

Emma Seiler, Mississippi State University

Tagged Divisions

Women in Engineering

. Salariesfor the counselors vary from $300 for counselors who do not stay in the dorm to $400 for thosewho do. The coordinator is paid $500. Participants are required to pay a registration fee of$100. A total summary of costs can be found in Figure 1. Item Total Cost Housing $2,400.00 Food $3,000.00 Banquet $1,500.00 Salaries $2,200.00 T-shirts, lanyards, etc. $600.00 Supplies $1,000.00

Conference Session

International and Sustainability Perspectives and Women in Engineering

Collection

2006 Annual Conference & Exposition

Authors

Alicia Abadie, Louisiana State University; Ann Christy, Ohio State University; Marybeth Lima, Louisiana State University-Baton Rouge

Tagged Divisions

Women in Engineering

experiences as womenfaculty were remarkably similar, we wondered about the experiences of others in the discipline.This led to an original survey that Lima and Christy developed and administered (withundergraduate researcher Cauble) to female faculty in BAE in 1998. Our objectives were (1) tosurvey this group on their motivations for choosing engineering, their personal and professionalexperiences, and their reflections on women in engineering, and (2) to make recommendations tobetter integrate women into all engineering disciplines. The work was presented at the 1999ASEE meeting (Cauble et al., 1999) and the full study was published in 2000 (Cauble et al.,2000).In 2005, we decided to re-survey the same population with a largely similar instrument

Conference Session

Women Faculty Issues and NSF's ADVANCE program

Collection

2006 Annual Conference & Exposition

Authors

Jana Renner Martinez, University of Texas-El Paso; Evelyn Posey, University of Texas-El Paso

Tagged Divisions

Women in Engineering

colleagues; lack of support from peers and administration;3,6,7,11 and dual careersituations where the spouse did not find work.7 Family issues also derail women, as they try totime additions to the family and tenure. In Sue Rosser’s study of academic women’s struggles,over 60 percent of women interviewed reported that balancing their career and family was aconcern.11The National Science Foundation funds the ADVANCE Institutional Transformation for FacultyDiversity program with the goal of increasing the representation of women in academic scienceand engineering careers. At the University of Texas at El Paso (UTEP), the ADVANCE missionis twofold: 1) to value a talented, diverse faculty and recognize that a collegial, productiveenvironment can be

Conference Session

Women Faculty Issues and NSF's ADVANCE program

Collection

2006 Annual Conference & Exposition

Authors

Catherine Pieronek, University of Notre Dame

Tagged Divisions

Women in Engineering

in, be denied the benefits of, or be subjectedto discrimination under any education program or activity receiving Federal financial assistance .. . .”1 As legislation enacted pursuant to congressional authority granted by the Spending Clauseof the United States Constitution,2 the statute forms a contract between the federal governmentand the federal funding recipient. The terms of that contract condition the grant of federal funds Page 11.1066.2on the funding recipient’s promise not to discriminate on the basis of gender. Thus, unlike otheranti-discrimination laws such as the Fifteenth Amendment to the U.S. Constitution, which bansoutright

Conference Session

Using Teams, Seminars & Research Opportunities for Retention

Collection

2006 Annual Conference & Exposition

Authors

Christine Hailey, Utah State University

Tagged Divisions

Women in Engineering

presented.IntroductionSeveral engineering programs offer a seminar for female students as a retention strategy.Typically there are two goals for the seminar: inform female students about the many careeropportunities available with a degree in engineering, and develop an encouraging, supportivecommunity for the students.1-3 The first goal is accomplished by providing a variety of speakerswho share their experiences and offer advice about the many areas and career paths available inengineering. The second goal is accomplished through small group discussions where topicssuch as “how to get academic help,” “homesickness,” and “what to do and where to go in town:fun things to do” are discussed.4 In some programs, field trips to local companies that employengineers are also

Conference Session

Women & New Faculty Development

Collection

2006 Annual Conference & Exposition

Authors

Eve Riskin, University of Washington; Kate Quinn, University of Washington; Joyce Yen, University of Washington

Tagged Divisions

Women in Engineering

Society for Engineering Education, 2006 DEMYSTIFYING FAMILY-FRIENDLY POLICIES FOR FACULTY: RESOURCES FOR DEPARTMENT CHAIRSIntroductionFamily-friendly policies for faculty are no longer the exception, but rather are becoming thenorm on many campuses. Yet, the existence of such policies is not enough to bring about acultural change. In addition to changes in policies, institutional transformation requires asignificant amount of change in attitudes and practices throughout the university community. Atop-down policy change can rarely transform an institution. Rather, the success of institutionalchange hinges largely on the extent to which (attitudinal and practical) change occurs at theacademic department level.1, 2 Department

Conference Session

K-12 Programs for Recruiting Women

Collection

2006 Annual Conference & Exposition

Authors

Pat Pyke, Boise State University; Leandra Aburusa-Lete, Boise State University; Christa Budinoff, Visioneering LLC; Janet Callahan; Michael Luque, Boise School District; Cheryl Schrader, Boise State University; Michelle Taylor, Micron Technology, Inc.

Tagged Divisions

Women in Engineering

Education. She taught in several schools before starting employment with Page 11.1448.1 Micron Technology as a Training Specialist and is now in the K-12 outreach.© American Society for Engineering Education, 2006 Where the Girls Are: Applying an Integrated Marketing Approach to Attract Girls into Engineering ProgramsAbstractThe steady national decline in women engineering students persists despite a plethora ofprograms and camps at engineering colleges around the country aimed at attracting girls intoengineering and technical fields.1 Discussions about this decline often suggest that influentialcultural

Conference Session

International and Sustainability Perspectives and Women in Engineering

Collection

2006 Annual Conference & Exposition

Authors

Angela Bielefeldt, University of Colorado-Boulder

Tagged Divisions

Women in Engineering

servesociety were made known more women might enter engineering as a major in college andeventually as a profession.BackgroundAfter gains in the representation of women graduating with engineering degrees from around1990 to 2000, more recently these numbers have been declining in the US and Canada1(http://www.ccpe.ca/e/prog_women_1.cfm). Based on U.S. data from a variety of sources, thepercentage of bachelor’s degrees in engineering that were awarded to women has been fairlyconstant at about 20-21% from 1999 through 2004 (see Figure 1)2,3,4,5. The representation ofwomen in engineering varies significantly by major, with 40.6, 36.5, 23.1, and 13.7% ofenvironmental, chemical, civil, and mechanical engineering bachelor’s degrees awarded towomen in 20043

Conference Session

K-12 Programs for Recruiting Women

Collection

2006 Annual Conference & Exposition

Authors

Ann Beheler, Collin County Community College

Tagged Divisions

Women in Engineering

represented in information technology (IT) careers. The researcher for this paper isthe Primary Investigator (PI) for the grant and is ultimately held responsible for achieving the Page 11.666.2goals set forth in the grant objectives. This paper focuses on the details of a recruitment eventfor girls to attract them into the convergence technology field. The design of the event is basedon current scholarly literature regarding best practices, and the goal of this paper is to assist otherprograms these types of recruitment events.Rationale for The Event Based on the work of Durkheim6, Toffler9, and Belenky et al.1, it seems reasonable thatsociety

Conference Session

Climate Issues for Women Students

Collection

2006 Annual Conference & Exposition

Authors

Heidi Steinhauer, Embry-Riddle Aeronautical University-Daytona Beach; Lisa Davids, Embry-Riddle Aeronautical University-Daytona Beach; Darris White, Embry Riddle Aeronautical University

Tagged Divisions

Women in Engineering

. Since the MechanicalEngineering program is new, accepting students for the first time in Fall 2005, an Page 11.50.2opportunity exists to create an inviting culture for women within the program from theonset. The women’s mini-baja team is one of hopefully many initiatives that will beimplemented over the next few years to attract women and minorities to the engineeringfield.Each year the Society of Automotive Engineers (SAE) sponsors several studentcompetitions including the SAE mini-baja series which students design and build an off-road car, shown in figure 1. The SAE Mini-Baja project was chosen as the basis for thisdiversity study for several

Conference Session

Climate Issues for Women Students

Collection

2006 Annual Conference & Exposition

Authors

Rose Mary Cordova-Wentling, University of Illinois-Urbana Champaign; Cristina Camacho, University of Illinois-Urbana Champaign

Tagged Divisions

Women in Engineering

Enterprise Systems Engineering at the University of Illinois. Her research interests relate to the career development of women in engineering and human behavior in engineering. Page 11.1454.1© American Society for Engineering Education, 2006 1 Women Engineers: Factors and Obstacles Related to the Pursuit of a Degree in Engineering AbstractResearch on women in engineering confirms the presence of gender barriers that affect therecruitment and retention of women

Conference Session

Climate Issues for Women Students

Collection

2006 Annual Conference & Exposition

Authors

Elizabeth Creamer, Virginia Tech; Soyoung Lee, Virginia Tech; Peggy Meszaros

Tagged Divisions

Women in Engineering

in the final statistical analysis were: (a) parents’opinions or views about the importance of a career and how to pursue information about careeroptions, (b) information orientation features (decision orientation, receptivity, informationsources, and information credibility), (c) stereotypical and positive attitudes about the attributesof toward IT workers (such as that they are hardworking, smart, and creative, or anti-socialloners, geeks, and males), (d) frequency and type of computer use, and (e) IT career interest andchoice. Response options were: disagree (1), slightly disagree (2), slightly agree (3), and agree(4). All measures were coded such that the higher the value, the more positive the interpretation.Items about general

Conference Session

Environmental Engineering Technical Session 4: Environmental Issues and the Impacts of Intersectionality

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Shannon Katherine Gilmartin, Stanford University; Angela Harris, North Carolina State University; Christina Martin-Ebosele, Stanford University; Sheri Sheppard, Stanford University

Tagged Topics

Diversity

Tagged Divisions

Environmental Engineering, Women in Engineering

absolute number of URM women pursuingenvironmental engineering degrees is small. Graduates enter the workforce against the backdropof environmental attitudes, actions, and career pathways that are neither gender nor race neutral.The severity of environmental decline intersects with gender and race, in addition to geographicregion, socioeconomic resources, and other markers of social location. In light of these factors,we consider how diverse groups of women majoring in environmental engineering are positionedfor leadership in the field.Our research questions are: What are environmental engineering students’ graduate school andjob intentions during college? What are their graduate school and job destinations 1-3 yearspost-graduation? How do

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

recognize that STEM is a path that is open to them if they want to take it. c American Society for Engineering Education, 2017 Ten Years Later – Where Are They Now?AbstractThis paper explores the educational and career trajectories of the alumnae of an outreach activityfor girls. The outreach activity was originally developed using an integrated marketing approachto attract girls into engineering programs.1 The program, a two day, overnight experience forrising 9th, 10th and 11th grade girls, focuses on showcasing engineering as an exciting, creativeactivity, including activities developed from that perspective. Started in 2005 and held annuallysince then, a total of over 500 girls have

Conference Session

Women in Engineering Division Technical Session 4

Collection

2017 ASEE Annual Conference & Exposition

Authors

Heather Lysbeth Henderson, West Virginia University; Karen E Rambo-Hernandez, West Virginia University ; Christina Paguyo, Colorado State University; Rebecca A Atadero, Colorado State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

“personal identification with the duties, responsibilities,and knowledge associated with a professional role” (Eliot and Turns, 2011, p. 631).Development of an engineering identity thus requires students to (Stevens, O'Connor, Garrison,Jocuns & Amos, 2008 ; Trede, Macklin and Bridges2011): (1) understand the roles of engineersand acquire the necessary disciplinary content through doing; (2) interact with others in theprofession and be recognized as an engineer (identities are inherently social), and (3) engage insensemaking to reconcile the beliefs and identities the student brings with them to engineeringwith the expectations placed on them by the profession. The process of developing a professionalidentity is impacted by the socialization

Conference Session

Listening and Negotiation

Collection

2017 ASEE Annual Conference & Exposition

Authors

Adjo A Amekudzi-Kennedy, Georgia Institute of Technology; Kevin D. Hall, University of Arkansas; Trevor Scott Harding, California Polytechnic State University, San Luis Obispo; Amy J Moll, Boise State University; Janet Callahan, Boise State University

Tagged Divisions

Minorities in Engineering, Women in Engineering

students for several years while the faculty securesexternal funding. It might contain details surrounding reimbursements associated with movingcosts. It might describe a certain square-footage laboratory. Such start-ups can run to hundreds ofthousands of dollars of support at research-intensive institutions, and future faculty membersshould be careful to understand what the “going rate” for a start-up might be at the institutionsthey are interviewing with. (Tactic #1: Do your homework – ground your request in facts.)1BackgroundAs described in “Getting to Yes: Negotiating Agreement Without Giving In,”2 which uses“Harvard Principled Negotiation,”2,3 any method of negotiation may be evaluated based on threecriteria: first, it should produce a “wise

Conference Session

Women in Engineering Division Technical Session 4

Collection

2017 ASEE Annual Conference & Exposition

Authors

Audra N. Morse, Texas Tech University; Kayleigh Millerick, Texas Tech University; Kay J. Tindle, Texas Tech University; Lesley Cremeans, Texas Tech University; Stephanie J. Jones, Texas Tech University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

issues.Despite these statistics and the national focus on diversity, work to improve diversity of facultyin institutions of higher learning, particularly in STEM, is questioned. Justifications for the needfor faculty diversity in STEM is usually justified by because (1) it is the right thing to do, (2)females represent at least 50% or more of the college population but the percentage is notreflected in STEM, (3) including females in the process of design adds dimensions to the design,improving the solutions ability to serve society, just to name a few. However, these reasons donot resonate with all members of an academic community and other theory based and evidencebased approaches need to be made to justify the need for diversity of faculty in STEM

Conference Session

Women in Engineering Division Technical Session 5

Collection

2017 ASEE Annual Conference & Exposition

Authors

Robin Andreasen, University of Delaware; Heather Walling Doty, University of Delaware; L. Pamela Cook, University of Delaware

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

figurebelow (figure 1) indicates progress at UD in the area of recruitment and retention since the PAIDgrant. The PAID grant seeded opportunity to engage in more extensive efforts aroundinstitutional change and played an important role in the development of the current NSFInstitutional Transformation (IT) grant. Ag & Natural Resources CAS, Natural Sciences CAS, Social Sciences 2006 Earth, Ocean, Environment Engineering 2015 Health Sciences 0 10 20 30 40

Conference Session

Women in Engineering Division Technical Session 6

Collection

2017 ASEE Annual Conference & Exposition

Authors

Sreerenjini C. Nair, University of the Incarnate Word; Michael Frye, University of the Incarnate Word

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

educationalinstitutions in Texas. There has been numerous studies in education that emphasize theimportance of teaching and learning science in middle school classes.1 By having an earlyexposure to the fundamental aspects of science at the elementary or middle school levels, thestudents and their parents can make an informed decision about pursuing a university educationin STEM.2,3 The authors’ discussions with various funding agencies and many professionals inK-12 STEM education point to the fact that there needs to be more emphasis given to thestudents and their parents regarding the importance of studying science at the elementary andmiddle school levels .4,5,6 An additional motivation was the passing of State House Bill 5 (HB5). The bill

Conference Session

Women in Engineering Division Technical Session 5

Collection

2017 ASEE Annual Conference & Exposition

Authors

Nicole Yates, National Society of Black Engineers; Roberta Rincon, Society of Women Engineers

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

in hiring and reviews of performance due to implicitbias[12]. Women of minority backgrounds are held to stricter standards of competence than whitesand are less likely to be recognized for their skills[21].The purpose of this study, a joint venture between two professional engineering associations, istwofold: 1. Determine what challenges underrepresented minority female engineers have experienced early in their careers 2. Identify the strategies underrepresented minority female engineers employ to cope with those vocational challengesThe target population for this study is underrepresented minority women who are one to fiveyears into their engineering careers. We chose this population because women compriseapproximately half

Conference Session

Women in Engineering Division Technical Session 5

Collection

2017 ASEE Annual Conference & Exposition

Authors

Anne-Marie A Lerner, University of Wisconsin, Platteville; Christopher Frayer, University of Wisconsin - Platteville

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

balanceissues are discussed throughout the year, and several activities involve the families of the new facultyand staff, including a community parade and a dinner reception hosted by local business leaders. Thispaper discusses the logistics of building such a community, and best practices that have made itsuccessful on the UW-Platteville campus. Factors contributing to success include: gaining buy-in fromkey campus administrators, using mid-level faculty as NFLC coordinators, funding courserelease/overload compensation for each faculty coordinator, having campus administrators regularlyreaffirm the benefits of participating in the NFLC, and implementing changes based upon participantfeedback.1 IntroductionHiring a new faculty member is an

Conference Session

Women in Engineering Division Technical Session 5

Collection

2017 ASEE Annual Conference & Exposition

Authors

Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Elizabeth Dell, Rochester Institute of Technology (COE); Maureen S. Valentine, Rochester Institute of Technology (CAST); Sharon Patricia Mason, Rochester Institute of Technology; Margaret B. Bailey, Rochester Institute of Technology (COE); DeLois Kijana Crawford, Rochester Institute of Technology (GCCIS)

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

diversifying theuniversity population and to developing educational, structural, and policy measures to ensure itsongoing health and prosperity. In 1998, a University Diversity Action Plan was written; theposition of assistant provost for diversity was created to oversee the implementation of the actionplan; and a unique and highly successful African American, Latino American, and NativeAmerican (AALANA) faculty recruitment program was developed. As a result, the percentage ofAALANA tenured and tenure-track (T/TT) faculty grew to 9.8%[1]. In 2007, the university’s newpresident introduced two gender-related performance commitments to support strategic goalsfocused on increasing both the percentage of entering undergraduate women and the percentageof