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

this attrition. ≠ Reexamination of promotion and tenure process needs to occur. Women’s paths may be non-traditional and include a greater incidence of collaborative or interdisciplinary research. These, along with activities like mentoring and committee memberships, should be factored into the promotion and tenure process to better reflect the contributions of women faculty and their career advancement.Participant notes revealed a need for metrics explaining “where women with PhDs are going.”Questions of how to find retention data on hiring cohorts with regard to gender and ethnicity,how to track or chart the willingness of faculty (both male and female) to take advantage ofwork-life balance policies and the impact

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

leader.” – Asian American EngineerA few participants indicated that they had worked as interns or during college for certaincompanies. They reflected on the importance of the support that they had received from theircoworkers, as well as the value of having that work experience when it came time to look for a jobafter graduation. “As I was going to school, I was also working full-time at the CAD designers. I worked in the industry another four years prior to working as an engineer. My coworkers were willing to help me with homework. My employer was very acceptable and very supportive of me going to school, so they allowed me to work out hours to make up those hours.” – Asian American Engineer “I started off

Conference Session

Women in Engineering Division Technical Session 1

Collection

2017 ASEE Annual Conference & Exposition

Authors

Jessica J. Lofton, University of Evansville

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

began as a week-long residentialexperience, with counselors and mentors leading more of the workshops than faculty. Theworkshops are less technical than those offered at the high school level, but reflect the broadintroduction to multiple engineering disciplines and computer science. The program also advisesparticipants how to prepare for future studies in STEM. Middle school is a critical age for youngwomen where self-confidence and perceptions of others have a big impact on actions anddecisions. A well-known study has shown that young girls have gendered perceptions of STEMeven as middle school students [8]. By reaching the girls at a younger age, the program aims toincrease the STEM pipeline and encourage more young women to explore and

Conference Session

Women in Engineering Division Technical Session 4

Collection

2019 ASEE Annual Conference & Exposition

Authors

Andrea Nana Ofori-Boadu, North Carolina A&T State University; Dongyang Deng, North Carolina A&T State University; Cheryl Monique Stevens, North Carolina A&T State University; Kayla Gore; Iyshea Borders-Taylor, North Carolina A&T State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

regarding theinstructional process. One girl appreciated the neat and detailed power point lecture notes, whileanother girl wished that hand outs had been given out. This would have been beneficial as the girlscould write notes for further reflection. It would have been a great addition to the lecture notes thatthe girls already had online access through the HBCU’s Blackboard Education Suite.Mixing of Cement Pastes: Four themes emerged from data analysis.Doing: Sixty-two percent (62%) of the girls made ‘doing’ statements to include calculating,measuring, timing, mixing, and ramming. One girl noted that ‘…mixing and ramming the cementpaste was really fun, and exciting but also pretty messy at the same time…’Comprehending: Fifty-two percent (52%) of

Conference Session

Women in Engineering Division: Student Issues as Related to Culture

Collection

2015 ASEE Annual Conference & Exposition

Authors

Jennifer J. VanAntwerp, Calvin College; Denise Wilson, University of Washington

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

before thesetendencies turn into actual departures. Such early career studies require looking at motivation,because motivation is a critical determinant of future behavior.Although all motivation theories share the common goal of connecting people’s behaviors tospecific motivations, self-determination theory (SDT) is particularly useful because it drawsimportant distinctions among the types of motivations that people experience.15,16 SDT identifiesa continuum of motivation types, ranging from controlled to autonomous. Autonomousmotivations are distinguished from more controlled motivations in that they are driven byinternal rewards rather than external and reflect that an individual is self-directing his or herbehaviors, resulting in greater

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

country, but it is a major barrier at my institution.I otherwise believe that advocacy needs to be a formalized institution-level mission and goal, andit must be genuine. If it is not for the right reasons (such as public relations), then thoseindividuals within the institution will see through it and potentially lose confidence and morale.It cannot simply be words or data; there has to be action, and institutions cannot fake this. I alsobelieve that it is a barrier if the leaders of the institution do not speak and act consistentlybetween their public and internal personas. These leaders cannot speak of how important equityis and then internally emphasize efforts that do not reflect this

Conference Session

WIED: Faculty and Gender Issues

Collection

2014 ASEE Annual Conference & Exposition

Authors

Sharon Patricia Mason, Rochester Institute of Technology; Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Margaret B. Bailey, Rochester Institute of Technology (COE); Stefi Alison Baum, Chester F. Carlson Center for Imaging Science, Rochester Institute of Technology

Tagged Divisions

Women in Engineering

career success. Examining awardrecipients is one method of ensuring that evolving university values reflect the diverse facultycomposition and the university’s dedication to that diversity. 4This paper examines the faculty award structure at a large private university as an indicator ofevolving university values that esteem the achievements of faculty and support them in theircareer advancement.1 Data on university awards for faculty since the 1964-65 academic yearwere examined with regard to recipient gender. For the academic years 2007-08 through 2011-12, the percentage of awards received by female faculty is compared to a weighted percentage offemales in the faculty population (based on the number and type of awards and data provided

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Natalie Fabert, Arizona State University; Marilyn Cabay, Ph.D., Argosy University, Phoenix; Melissa B Rivers, Arizona State University; Mary Lee Smith, Arizona State University; Bianca L. Bernstein, Arizona State University

Tagged Divisions

Women in Engineering

experiences. Explanations of isolation and other aspects of the “chilly climate” have todate been highly abstract and theoretical.Over the past several years, researchers with the CareerWISE program, supported by theNational Science Foundation, have worked to understand and develop interventions to helpmitigate common discouragers for women enrolled in doctoral programs in STEM. CareerWISEfocus groups of graduate student women 33 and interviews with non-completers reflecting ontheir graduate student experiences 34 revealed that dissatisfaction with the departmental climate(such as experiences with isolation) was one of several major discouragers reported by the

Conference Session

Effective Methods for Recruiting Women to Engineering

Collection

2010 Annual Conference & Exposition

Authors

Eleanor M. Jaffee, Smith College; Donna Riley, Smith College

Tagged Divisions

Women in Engineering

descriptive reports of the sample.Data Analysis. Analysis began with structural coding, or segmenting interviews based on thestructure of the interview protocol itself. This allowed us to focus our efforts on portions of theinterviews relevant to particular topics. Following this initial step, we began the thematic codingprocess using a codebook reflecting the study‟s central theoretical themes17. According toMacQueen et al., “the codebook functions as a frame or boundary that the analyst constructs inorder to systematically map the informational terrain of the text” (p. 32).18 For the purpose ofintercoder reliability when working as a team, the authors recommend that codebooks include sixbasic components for each code: the code itself, a brief

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Carroll Suzanne Seron, University of California, Irvine; Erin A. Cech, University of California, San Diego; Susan S. Silbey, Massachusetts Institute of Technology; Brian Rubineau, Cornell University

Tagged Divisions

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

informants begin with “lay” myths about engineering. Asthey progress through their engineering programs, their experiences raise questions about thecore values of engineering. For some, these questions lead to critiques of engineering and itsorganizing values. Through their diary entries we learn that many question whether engineeringis in fact committed to meaningful social change and humanitarian work; in their experiences atwork sites during internships, they reflect on whether engineering tasks are often too mundanewhere one only has the opportunity to focus on a small, technical problem of a larger and oftenuninteresting project; others describe a workplace dominated by men who display a tendency tobe dismissive toward (particularly young

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Marisol Mercado Santiago, Purdue University; Alice L. Pawley, Purdue University, West Lafayette; Jordana Hoegh, Purdue University; Dina Banerjee, Purdue University, West Lafayette

Tagged Divisions

Women in Engineering

system comprised of these structures: ―And, if enoughpeople or even a few people who are powerful enough act in innovative ways, their action mayhave the consequence of transforming the very structures that gave them the capacity to act‖ (p.4).17The research question we focus in this paper is: how do institutionally generated texts shapeSTEM faculty and staff members’ experiences in ways that prescribe their ways of being? Theparental leave policy is our main social system, situated along with the other systems that worktogether with it (such as FMLA, sick leave, unpaid leave, etc.). These systems seem to be rigid,but actually they reflect a series of processes in a state of change.As an example, Kirby and Krone11 conducted a discursive study of

Conference Session

Women in Engineering Division Technical Session 8

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Gretchen A. Dietz, University of Florida; Kayla Julianna Kummerlen, The University of Florida; Elliot P. Douglas, University of Florida

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

, similar to Martin and Garza [39]. This approach allows us to centerKayla’s experiences, and dismantle the “researcher-participant hierarchy” [37, p.1]. As Kaylajourneyed through her undergraduate career, she journaled her experiences in a shared document.Gretchen went through the entries probing for deeper reflections, finding underlying themes, andraising new questions. Over the course of a year, Kayla and Gretchen met bi-weekly to go overKayla’s experiences and discuss things such as the impact of gender, impacts on her engineeringexperience, interactions with classmates, and interactions within work settings.Specific to this paper, we focused on Kayla’s experiences with her internship over the summer of2020. Kayla journaled her experiences and

Conference Session

Women in Engineering Division Technical Session 3

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Kaitlyn Anne Thomas, University of Nevada, Reno; Whitney Gaskins, University of Cincinnati; Kelly J. Cross, University of Nevada, Reno

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

. After the first read-through, we assigned one or more codes to specific lines of text in the transcripts andsupplemented the codes with comments. The comments included further detail explaining whythe codes were used, the feelings of the coder at the time of coding, or possible links to previousliterature or concepts. This thematic analysis led to the four emergent themes based on the datafrom the six interviews. These four themes reflected trends in the experiences of these women.The codes “Confidence/Pride and Empowerment” and “Moment of Pride” were present in theoriginal codebook, but their definitions leaned toward circumstances that did not match thesenew code definitions. Instead, lack of confidence or valuing one’s own achievement

Conference Session

Women in Engineering Division Technical Session 10

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Cristian Saavedra-Acuna, Universidad Andres Bello, Concepcion, Chile; Monica Quezada-Espinoza, Universidad Andres Bello, Santiago, Chile

Tagged Divisions

Women in Engineering

responsibilities, as reflected in a study carried out by the National Commission forScientific and Technological Research (CONICYT, for its acronym in Spanish), which identifiedthat, in engineering careers, women have 14.9% more difficulties in being able to combine bothaspects than do their male colleagues.Some institutions and governments have carried out various initiatives intending to reduce gendersegregation in STEM disciplines. Some of them, for example, are attributed to the UNESCOproject known as SAGA (STEM and Gender Advancement) [6], whose objective is to supportgovernments in developing and formulating policies that reduce the Gender Gap in education andresearch. In Chile's case, some initiatives developed by the government include 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

autoethnography.MethodsAutoethnography is a qualitative research method that aims to improve sociological understandingthrough drawing on personal experiences with social phenomena [7, 8, 9]. It looks at whatexisting literature says about these topics and relates it to one’s personal experiences throughrigorous self-reflection [10]. The researcher becomes the research subject. The process can besubjective and, as such, can only be properly experienced and understood by the self [7].This study originated when an informal discussion between two of the co-authors occurred aboutthe struggles female faculty face when teaching a predominantly male student population. Manyof the experiences articulated were found to be similar to those of individuals facing gender bias.Published

Conference Session

The Pipeline

Collection

2008 Annual Conference & Exposition

Authors

Tania Monterastelli, University of Maryland-Baltimore County; Taryn Bayles, University of Maryland-Baltimore County; Julia Ross, University of Maryland-Baltimore County

Tagged Divisions

Women in Engineering

finally testing a solution.As a result of the restructured program, attendance has steadily grown through the years.Comments attained from both students and parents have reflected that the introduction of theweekly hands-on activities to supplement the guest lecturers has provided an enjoyable additionto each seminar.3In order to gather enrollment, letters were sent to Science, Technology, Engineering andMathematics (STEM) high school coordinators from Anne Arundel, Howard, Harford, QueenAnne’s, Baltimore, and Carroll counties, as well as the City of Baltimore, inviting them tonominate students (teachers and parents are also welcome) for the program. To help keep allparticipants connected to the program, a website4 was created to provide updated

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

students’ labor market outcomes. Whether macro or microscale, however, these examples reflect educational practice firmly anchored to the experiences ofstudents journeying through the real problem spaces of our time.In this paper, we take the school-to-work pathways view one step further and place ourinvestigation in a specific real world context: the pathways of environmental engineeringundergraduate students within a time of environmental decline and climate crisis. We see thistime as a revealing societal moment in which beliefs, decisions, and leadership about ourenvironment move us towards sustainable solutions or away from them. We considerenvironmental engineering students as designers and agents of these sustainable solutions, aswell as

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

. Trevor Scott Harding, California Polytechnic State University, San Luis Obispo Dr. Trevor S. Harding is Professor of Materials Engineering at California Polytechnic State University where he teaches courses in materials design, sustainable materials, and polymeric materials. Dr. Harding is PI on several engineering education research projects including understanding the psychology of engi- neering ethical decision making and promoting the use of reflection in engineering education. He serves as Associate Editor of the journals Advances in Engineering Education and International Journal of Ser- vice Learning in Engineering. Dr. Harding has served in numerous leadership roles in ASEE including division chair of the

Conference Session

Women in Engineering Division Technical Session 6

Collection

2019 ASEE Annual Conference & Exposition

Authors

Jessica Ohanian Perez, California State Polytechnic University, Pomona

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

engineering.Davies and Gannon define Feminist Poststructuralism as a third kind of Feminist theory afterradical and liberal feminism [34]. They continue “feminist post-structuralism troubles the binarycategories male and female, making visible the constitutive force of linguistic practices, anddismantling their apparent inevitability” [34 p. 321]. Without a frame that looks to gender toinform practice and reality, there is no way to uncover the dichotomy that exists within the fieldof engineering.Dual IdentityThe subjectivity espoused by Feminist Poststructuralism is reflected in the ideas of a dualidentity. People, in particular women in STEM, are subjected to factors outside of the “norm.”The notion of double consciousness is applied to women in

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

had this entire new experience together to explore the city.” SiliconValley peer community experiences seemed to vary slightly based on the size of the housingunit. In some of the smaller units, finding cohesion within the group was a challenge because“there weren’t necessarily always people home.” Notably, Silicon Valley respondentsemphasized the value of the “DTech Circles” sharing/reflection (roses and thorns) time infostering peer community within their living community. This activity was offered but seeminglynot heavily utilized in Chicago or RTP.5.2 (PE) Internship ExperienceParticipants’ summer internship experience, while not directly provided through the program,was integral to the students’ experience of the program and served as a

Conference Session

Women in Engineering Division Technical Session 5

Collection

2018 ASEE Annual Conference & Exposition

Authors

Jennifer A Gatz, Stony Brook University ; Angela M Kelly, Stony Brook University; Monica Bugallo, Stony Brook University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

the academic and socialengagement provided by peer mentoring aspects of the program may be positive predictors ofretention for first year female students in science and engineering.AcknowledgmentsThis material is based upon work supported by the National Science Foundation under Grant No.7686640. Any opinions, findings, and conclusions or recommendations expressed in this materialare those of the authors and do not necessarily reflect the views of the National ScienceFoundation.References[1] A. E. Bell, S. J. Spencer, E. Iserman, and C. E. R. Logel, "Stereotype threat and women's performance in engineering," Journal of Engineering Education, vol. 92, pp. 307-312, 2003.[2] N. M. Else-Quest, C. C. Mineo, and A. Higgins, "Math

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Rui (Celia) Pan, Toyota Financial Services; Randa L. Shehab, University of Oklahoma; Deborah A. Trytten, University of Oklahoma; Cindy E Foor, University of Oklahoma; Susan E. Walden, University of Oklahoma

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

, or reliance on the prospective member to take initiative toparticipate. Earlier work identified the fallacy of the open recruiting narrative.20 Formalrecruitment procedures are by-passed in favor of network friendships, excluding those who donot have high levels of cultural and social capital. Even though teams recruited at college ofengineering-wide events, they continued to be populated primarily by white male ME studentswith pre-existing friendships and other connections. Due to the effects of homophily andtransitivity (explained earlier), both team membership and leadership were limited to a cadre ofstudents with high social capital.19, 20 The survey results presented here reflect the samehomogenizing influences.Persistence barriers

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

NTIDcommunity and faculty’s professional development plans. The Connectivity series at RIT issupporting the goals of the AdvanceRIT project by removing barriers to resources that supportcareer success and creating new interventions and resources.AcknowledgementsThis material is based upon work supported by the National Science Foundation under Grants0811076 and #1209115. The researchers wishes to express their gratitude for the support of thisproject. Any opinions, findings, and conclusions or recommendations expressed in this materialare those of the authors and do not necessarily reflect the views of the National ScienceFoundation.References1. Hill, C.; Corbett, C.; Rose, A., Why so few. American Association of University Women: Washington D.C

Conference Session

Women in Engineering Division: Faculty and Gender Issues

Collection

2015 ASEE Annual Conference & Exposition

Authors

Laila Guessous, Oakland University; Kathleen Moore, Oakland University; Julie Walters, Oakland University; Bradley J. Roth, Oakland University; Leanne DeVreugd, Oakland University; Jo Reger, Oakland University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

competitiveworkforce in STEM fields (e.g., Presidential Awards for Excellence in Science, Mathematics,and Engineering Mentoring16). Linked with larger policy considerations reflecting civil rightsconcerns and the ability of the country to be competitive in a global economy, thesepolicymakers and agencies have specifically identified the importance of mentoring inconjunction with the career development of underrepresented groups in STEM fields, includingwomen in STEM fields.In this paper we report on the junior faculty cohort mentoring program developed by the Womenin Science and Engineering (WISE@OU) program at Oakland University, funded by an NSFADVANCE grant. We first begin by providing background information on the WISE@OUprogram and then discuss the

Conference Session

Women in Engineering Division Poster Session

Collection

2015 ASEE Annual Conference & Exposition

Authors

Terri Christiansen Bateman, Brigham Young University ; Lisa C Barrager, Brigham Young University; Rebecca Peterson, Brigham Young University; Spencer P. Magleby, Brigham Young University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Page 26.606.5participants and has grown to 33 women students as of the 2014-15 school year. Evaluation dataand student and faculty input presented in this paper reflect the experiences of the study group    over the 5 years in which the program has been operating. Figure 1 shows the participants byyear and the mix of freshmen and sophomore students. Because of generous donations, theprogram has been able to increase the number of student mentees over the past five years. 1st-­‐year  Students   2nd-­‐year  Students   Faculty  Mentors

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Omoju Miller, UC Berkeley

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

the role of mentors inattracting underrepresented students, previously constructed instruments from 12 in theirattitudinal study of CS in the Level Playing Field’s Summer Math and Science Honors Academy(SMASH) were used. Additional instruments were developed by the researchers to measurecultural competency. The survey uses a 5-point Likert scale (where 1 = Not Really, 3 = Neutraland 5 = Absolutely).Along with the surveys, interviews were conducted to get a deeper sense of the effectiveness ofthe BJC curriculum in attracting historically underrepresented students. These audio-recordedinterviews were conducted at the university with participants that either attended CS10, CS61A,or both. Furthermore, participants were carefully chosen to reflect

Conference Session

Listening and Negotiation

Collection

2016 ASEE Annual Conference & Exposition

Authors

Janet Callahan, Boise State University; Mary E. Besterfield-Sacre, University of Pittsburgh; Jenna P. Carpenter, Campbell University; Kim LaScola Needy P.E., University of Arkansas; Cheryl B. Schrader, Missouri University of Science and Technology

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Continuing Professional Development, Engineering Leadership Development Division, New Engineering Educators, Student, Women in Engineering

few days later and included the two itemsshe had requested. The salary was not quite the level Sarai had hoped for, but given her interestin remaining in the region and her success in receiving funding for both of her requests, shedecided against negotiating for a higher salary. All in all, the negotiation workshop had, in hereyes, paid off. Without it, she reflected, she would have just accepted the verbal offer withoutarticulating what else she needed to help her succeed in this new position.Administrative Level NegotiationsCase 3: College level budget negotiationState U had just hired a new provost. He was a biologist and one of his platforms was to launch anew STEM program. The university had, however, been weathering budget crises for

Conference Session

Women in Engineering Division Technical Session 2

Collection

2019 ASEE Annual Conference & Exposition

Authors

H. Paige Brown, Purdue University-Main Campus, West Lafayette (College of Engineering); Allison Godwin, Purdue University-Main Campus, West Lafayette (College of Engineering)

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

developing newknowledge although this is possible” [9, p. 18]. The initial review of the articles consisted of ahigh-level examination of the articles in which the researcher noted the purpose, questions, andresults of each study. During this review, the first author reflected on what was read, noting keyfindings and making initial connections. The second review included an examination of themethodology, results, discussion, and any implications or limitations of the studies. During thesecond review of the data, themes common to the articles were extracted.ResultsThree themes emerged from the analysis of 11 articles collected in the systematized search. Thethemes describe the types of experiences women encounter in engineering industry. Most of

Conference Session

Women in Engineering Division Technical Session 1

Collection

2019 ASEE Annual Conference & Exposition

Authors

Sagit Betser, University of California, Davis; Lee Michael Martin, University of California, Davis; Rebecca Ambrose Ph.D., University of California-Davis

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

builders as an important experience they desired for themselves. For example,Batya, an 18 year old African-American girl who came to the program from a large city,explained that she took the time to reflect and think whether and how participation in theprogram would be beneficial to her. She described having conversations with her design teacherand several women in her family. Batya described that making and building was something thatshe was used to doing alongside her brothers: “Growing up I have all brothers. So being aroundgirls and doing stuff that I would normally do with boys, it, kind of I guess, not changes myperspective, but widens it. So, I might be more comfortable personally just working doing thingsthat I wouldn't normally do with

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

faculty. In 2017, ASEE surveyed 338 universities nationwide that have four-year degreegranting engineering programs and found that of the 27,412 tenured/tenure-track engineering facultymembers, only .52% were African American women [1]. Although this number depicts a dismalrepresentation, this number actually reflects an increase in the number of African American womenfaculty members in engineering over time [1].There are a variety of reasons why diversifying the engineering ranks adds value. Diversity has the abilityto either hinder or drive innovation [5,11]. Additionally, given the importance of role models inrecruiting and retaining underrepresented minorities, the lack of diversity in the academy influences therepresentation of