Conference Session

Potpourri

Collection

2009 Annual Conference & Exposition

Authors

Rachelle Reisberg, Northeastern University; Amanda Funai, University of Michigan; Bala Maheswaran, Northeastern University

Tagged Divisions

Women in Engineering

of the LLC (Learning Living Community) programs. These funding sources make it asustainable program for the foreseeable future.All review sessions are held in the Living Learning Center, in a classroom located within thefreshman housing complex. Holding these in close proximity to where the freshmen live greatlyincreases the number of students who attend each week. Because the location is so close,students “tag along” with their friends, even if they had no original intention to attend. Pizza isalso provided each week. Although almost all of the students have a meal plan, this also seemsto increase the number of students attending. At the end of the year, a survey is given toparticipants in the program and 60% indicated that having pizza at

Conference Session

Women in Engineering Division Technical Session 2

Collection

2017 ASEE Annual Conference & Exposition

Authors

Eugene Judson, Arizona State University; Lydia Ross, Arizona State University; Keith D. Hjelmstad, Arizona State University; Stephen J Krause, Arizona State University; Casey Jane Ankeny, Arizona State University; Robert J Culbertson, Department of Physics, Arizona State University; James A Middleton, Arizona State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

to hear back. He has a strong publication record focused on automation in the manufacturing process, and he co-authors with colleagues at other universities. He helped develop the Engineering Sciences minor for non-engineering students, focusing on the societal role of engineering.Cathy – has been an Associate Professor for three years. She is well liked by students and her student evaluations are above departmental average. She has an active research lab and is PI of a 5-year NSF research grant (now in year 3). In addition to a PhD, she also holds an MS in human systems engineering. She additionally worked at Ford on manufacturing process planning for 6 years.David - has been an Associate Professor for six years. His

Conference Session

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

Collection

2015 ASEE Annual Conference & Exposition

Authors

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

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Chair of the ASEE Long Range Planning Committee.Dr. D. Patrick O’Neal, Louisiana Tech University D. Patrick O’Neal is an associate professor in the Biomedical Engineering program which is part of the College of Engineering and Science at Louisiana Tech University. Prior to moving to academia in 2005, he served as PI on industrial nanomedicine-based development projects supported by NSF, NIH, and NIST funding. Given a research focus in biomedical optics, he has published peer-reviewed articles in basic and clinical cancer research, nanomedicine, and applied electro-optic instrumentation. Based on experiences instructing courses like Biomedical Engineering Senior Design and his ongoing involvement with the medical

Conference Session

Women in Engineering Division Technical Session 1

Collection

2017 ASEE Annual Conference & Exposition

Authors

Chrysanthe Demetry, Worcester Polytechnic Institute; Suzanne Sontgerath, Worcester Polytechnic Institute

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

programs to families at all socioeconomic levels typically demands substantialfundraising. Given the considerable effort and resources required to plan and deliver high qualityprogramming, perhaps the most salient metrics of success from an institutional and donorperspective would be evidence that middle school programs attract more women into STEMmajors, benefiting higher education and society in general, or that programs provide direct valueto the institution in terms of recruitment.Based on the many social psychological factors that inhibit women from entering STEMdisciplines, recruitment strategies targeting women are critical to increasing diversity attechnological institutions or within schools of science or engineering at larger

Conference Session

Women in Engineering Division Technical Session 2

Collection

2019 ASEE Annual Conference & Exposition

Authors

Ona Egbue, University of South Carolina Upstate; Arshia Khan, University of Minnesota Duluth; Rania Al-Hammoud P.Eng., University of Waterloo

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

foster growth is a critical element for the female and faculty fromminority backgrounds to flourish.Clarity in policies and follow through in the implementation of these policies has beenidentified as one of the elements to aid the success of retention and hiring of female and facultyof color. Hence for female faculty of color to succeed, it is essential to carve out a plan thatstrives to meet their needs.Workshops, training sessions, personal development opportunities, teaching training, researchmaximizing training and opportunities to network and create collaborations can help assist inthis endeavor. Besides work support, it is also important to ensure work-life balance,adjustments to teaching schedules, encourage new and creative teaching and

Conference Session

ADVANCE Grants and Institutional Transformation

Collection

2010 Annual Conference & Exposition

Authors

Kristen Constant, Iowa State University

Tagged Divisions

Women in Engineering

monitorthese numbers.Independent surveys:Three independent sets of survey data have been collected that serve as abaseline set and will continue to provide evidence of impact in the future. A member of theADVANCE PI team is also the Associate Director of the Office of Institutional Research, whichgreatly facilitates the tracking and reporting of indicator data. The first data set is an ISUgenerated survey on University life – assessing a 2005 strategic plan goal of ‘Making ISU agreat place to learn and work.”19 This survey was administered in 2007 and 2009. This survey islimited in scope, but specifically seeks to determine to what extent faculty are satisfied with thework environment at ISU. The second data set is the AAUDE (Association of

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Donna Milgram, National Institute for Women in Trades, Technology & Sciences (IWITTS)

Tagged Divisions

Women in Engineering

school(s)The leadership team and all program instructors receive WomenTech training on recruitment andretention and participate in development of a strategic plan, which is updated annually. The keyleader, co-leader, and sometime other members of the leadership team meet with IWITTS on thephone once a month for an hour—for coaching and assistance on strategic plan implementation.Between calls, assistance is offered by IWITTS to the colleges via in-kind support—and rangesfrom development of marketing collateral such as posters to additional follow up sessions onretention training to instructors on-site. Annually all of the colleges come together for a one-dayProject Partner Meeting to share their successes and strategies with one another. In the

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Aura Tuulia Paloheimo, Aalto University, School of Science and Engineering; Kaisa Pohjonen, Aalto University; Pirjo Helena Putila

Tagged Divisions

Women in Engineering

] …”At some point of the senior year in high school, I simply decided that I will become a medical doctor or an engineer. I didn‟t know which I‟d like better or did I like either actually, but a decision had to be done and I applied for both.”…It is also interesting that there can be seen a tendency that majority of male students decidetheir preliminary plans for future earlier than female peers. Over a half of the sample groupwomen, who covered the issue in their narratives, wrote that they had started the decisionmaking process concerning their future earliest during earliest the last two years beforematriculation: females appear to keep other options open until they are either forced to decideor drift into the field of

Conference Session

Retention of Women Students II

Collection

2012 ASEE Annual Conference & Exposition

Authors

Heidi M. Steinhauer, Embry-Riddle Aeronautical University, Daytona Beach

Tagged Divisions

Women in Engineering

gap between astandard engineering curriculum and the engineering workforce, however recent researchindicates that there are still significant gaps in the skills required to be a successful professionalengineer and what skills are gained through the undergraduate curriculum and co-ops12. Severalof the skills not addressed by co-ops are –  applying interpersonal skills in managing people  gaining leadership skills  managing the planning and organization of project tasks  conveying ideas o verbally o in formal presentations.Thoughtful integration of the Collegiate Design Series can provide an opportunity for women todevelop these skills critical to success in engineering academically and

Conference Session

ADVANCE and Related Faculty Issues

Collection

2012 ASEE Annual Conference & Exposition

Authors

Karen Chang Yan, College of New Jersey; Lisa Grega, College of New Jersey; Suriza VanderSandt, College of New Jersey; Diane C. Bates, College of New Jersey; Elizabeth Borland, College of New Jersey; Karen Elizabeth Clark, College of New Jersey; Amanda Norvell, College of New Jersey

Tagged Divisions

Women in Engineering

conclusion of each brown bag lunch attendees were requested to complete anevaluation survey that was used to inform the nature/composition and topics of future brown baglunches. In response to suggestions in the evaluations we have rotated the day of the week thatthe lunches are held, so that more faculty are able to coordinate with their teaching schedules.Professional Development Workshops Two workshops are held every semester. The format for the workshops and many of thetopics were adapted from the format and topics of Hunter College’s faculty workshops whichwere developed under their Gender Equity Project (GEP). Dr. Annemarie Nicols-Grinenko,GEP director, was consulted during the planning of the workshop and participated in it bypresenting

Conference Session

Focus on Faculty

Collection

2010 Annual Conference & Exposition

Authors

Daniel Knight, University of Colorado, Boulder; Katie Corner, University of Colorado, Boulder; Beverly Louie, University of Colorado, Boulder; Amber Shoals, University of Colorado, Boulder; Cindy Cabrales, University of Colorado, Boulder

Tagged Divisions

Women in Engineering

the director for teaching and learning initiatives in the Broadening Opportunities through Leadership and Diversity (BOLD) Center in CU’s College of Engineering and Applied Science. She holds B.S. and M.S. degrees in chemical engineering from CU, and a D.Phil. in mechanical engineering from the University of Oxford, England. Dr. Louie’s research interests are in the areas of engineering student retention and performance, teaching effectiveness and collaborative learning.Amber Shoals, University of Colorado, Boulder AMBER SHOALS is a senior in the CU College of Engineering and Applied Science majoring in architectural engineering. She plans to attend graduate school after graduation.Cindy

Conference Session

Women in Engineering Division: Student Issues as Related to Culture

Collection

2015 ASEE Annual Conference & Exposition

Authors

Ronald Brandt, Seton Hall University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Engineering, Smith College, and UMass – Amherst). Their research analyzedpersistence in engineering and related STEM majors as well as career interests. The studytested the hypothesis that the primary causes of underrepresentation of women in STEMincluded women having a lower self-assessment in STEM skills compared to males, aswell as family planning and work – life balance issues. Cech et al. also established a newcategory of a self-assessed “Professional Role Confidence,” which they defined asmeasuring the personal comfort level that a qualified female feels with fitting intoengineering as a career. Men reported a significantly higher comfort level compared towomen with respect to Professional Role Confidence.The prospect that gender influences

Conference Session

Women in Engineering Division Technical Session - Retention Programs for Diverse Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jennifer L. Groh, Purdue University, West Lafayette

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

for a personaldevelopment plan; development programs for women leaders, framing said leadershipdevelopment as identity work9; emphasis on factors which contribute to work engagement (e.g.,opportunity for ongoing challenges, novel experiences and continuous learning as well as workmatched to women’s interests and background); and supporting relationships (e.g., mentors andsponsors).Fewer programs and studies appear to be available which specifically address how to preparefemale engineering students for the transition beyond the bachelor’s degree with regard to thepsychological and systemic barriers they will face. Such studies and programs for thispreparation to enter either the workforce or engineering-related graduate programs comprise

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

femaleengineering students were randomly selected from the following departments: Electrical andComputer Engineering 5 (17%); General Engineering, 5 (17%); Computer Science, 5 (17%);Civil and Environmental Engineering, 5 (17%); Mechanical and Industrial Engineering, 5 (17%);and Aerospace Engineering, 5 (17%).An interview guide was developed to use for the focus groups. The interview guide consisted ofthree sections. The first section of the guide consisted of opening questions, such as theparticipants’ names, majors, and what they plan to do after they graduate with their degree inengineering. The second section of the guide focused on questions that provided the participantsthe opportunity to reflect on their past experiences that hindered and assisted

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

ranging from classroom utilization to student success. Dr. Rincon received her B.S. in Civil Engineering from The University of Texas at Austin, an MBA and an M.S. in Information Management from Arizona State University, and a Ph.D. in Educational Policy and Planning from The University of Texas at Austin. c American Society for Engineering Education, 2017 Minority women in the workplace: Aspirations, roadblocks and success strategiesAbstractApproximately one in four women leave the engineering profession within the first five years, arate much higher than their male counterparts[7]. Studies of STEM professionals have found thatwomen encounter numerous challenges

Conference Session

Women in Engineering Division Technical Session 1

Collection

2017 ASEE Annual Conference & Exposition

Authors

Jennifer S Gurski, Drexel University; Penny Louise Hammrich, Drexel Univeristy

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Conference Session

Research on Diversification & Inclusion

Collection

2015 ASEE Annual Conference & Exposition

Authors

Michael Brewer, University of Georgia; Nicola Sochacka, University of Georgia; Joachim Walther, University of Georgia

Tagged Divisions

K-12 & Pre-College Engineering, Liberal Education/Engineering & Society, New Engineering Educators, Student, Women in Engineering

theconclusion that engineers well deserve our “significantly higher” salaries? As I’m strugglingwith these thoughts the administrator answers my question for me: “Engineers are very important to our economy. Engineers create new companies, they create wealth, they create new jobs.”The “economic hero” rhetoric doesn’t land with me, and my reaction is personal. If engineersare very important because they create companies and “wealth”, then what is an engineerwhose primary concern isn’t economic growth? This is more than a philosophical point for me.My personal career plans not only take me away from service to “our economy” but put mesquarely in opposition to the values I’m hearing described by the one of the highest leveladministrators

Conference Session

Women in Engineering Division Technical Session 8

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Robin O. Andreasen, University of Delaware; Shawna Vican, University of Delaware; Yvette A Jackson, University of Massachusetts Dartmouth

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Analysis and FindingsMuch of the literature on faculty retention relies on turnover intentions (i.e., plans or desires toleave) as a proxy for actual turnover [2], [5], [8], [12], [18], [20]. Very little of this workexamines faculty retention directly. Of those that do, samples are often constructed from collegecatalogues and online resources [1], [10]. Our study differs from previous research by examiningactual faculty departures and retention cases with the use of a comprehensive data set providedby UX’s Office of Institutional Research. In contrast to catalog data and online resources,institutional data sets are more reliable and allow for removal of retired faculty. In the first stage of our quantitative analysis, we examined faculty

Conference Session

Perspectives for Women Faculty

Collection

2007 Annual Conference & Exposition

Authors

Nicole Hawkes, WiSE / University of Southern California; Jean Morrison, University of Southern California; Cauligi Raghavendra, University of Southern California

Tagged Divisions

Women in Engineering

the equivalent of 8weeks of full-time work ($4,500). Students must confer regularly with their faculty sponsorsand, upon the sponsor’s recommendation, participate in safety training, meetings, seminars,journal clubs, discussion groups, and other scholarly activities of the host laboratory,department or research group.3. Support for Activities (informal growth over five years)WiSE maintains discretionary funds for the support of activities that serve to increase theinvolvement of women in S&E at USC. Applicants send a brief proposal outlining the scopeand participants of the activity and an estimated budget. Activities may include: sponsoringa lecture, hosting a conference, attending a conference or event, or planning a field visit

Conference Session

MentorNet

Collection

2007 Annual Conference & Exposition

Authors

Mary Jo Wellenstein, Milwaukee School of Engineering; Sandra Courter, University of Wisconsin-Madison; Susannah Sandrin, University of Wisconsin-Oshkosh; Karen Showers, Wisconsin Technical College System; Leslie Wilkins, Maui Economic Development Board; Jennifer Chou-Green, MentorNet; Carol Muller, MentorNet; Laurie Mayberry, University of Wisconsin-Madison; Ann Bloor, Milwaukee School of Engineering; Isla Yap, Maui Economic Development Board

Tagged Divisions

Women in Engineering

of the members in advancing it’s mission toadvance women especially and people of color into the opportunities that STEM careers offer;thereby, making a difference in their own lives and that of others. This partnership broughttogether a diverse group of institutions, positions and geographic regions. Public and privateuniversities, technical and community colleges, and nonprofit organizations worked toward a Page 12.1060.4common goal. This included one CEO, one vice-president, three STEM faculty members, andfour program directors that planned and organized the structure of the initiative via phoneconferences and e-mail over the summer of

Conference Session

Women Faculty Issues and NSF's ADVANCE program

Collection

2006 Annual Conference & Exposition

Authors

Barb Silver, University of Rhode Island; G. Boudreaux-Bartels, University of Rhode Island; Helen Mederer, University of Rhode Island; Lynn Pasquerella, University of Rhode Island; Joan Peckham, University of Rhode Island; Mercedes River-Hudec, University of Rhode Island; Karen Wishner, University of Rhode Island

Tagged Divisions

Women in Engineering

describing mentoring relationships. Participants discussed their experiencesand expectations, which were compared to research findings on mentoring, and generated manysuggestions.Several grant-related workshops have also been held. ADVANCE collaborated with the URIResearch Office in sponsoring a series of Grant Development Workshops geared toward juniorfaculty; these included sessions on Securing Funding, Collaborative Proposals, and GrantFunding. A Post-Award Grant Management Workshop is planned in the near future to provideconcrete advice for navigating the university bureaucracy once a grant is received.Monthly Writing Workshops, facilitated by a member of the ADVANCE leadership team, arealso being held. These provide a defined time set aside for

Conference Session

The Impact of Curriculum on the Retention of Women Students

Collection

2007 Annual Conference & Exposition

Authors

Patricia Backer, San Jose State University

Tagged Divisions

Women in Engineering

the same issues and they wrote a 1000-word paperanalyzing their sources. In order to meet this learning objective, a student had to get a Cor better on his/her research exercise. The students also completed a multimedia classactivity related to this learning objective related to technology-related stereotypes of menand women.Since the assessment data for Fall 2006 still indicates that this course did not fully meet thisstudent learning objective, the course will be revised in Fall 2007 to increase its coverage of this Page 12.1377.7student learning objective. I plan on redesigning my course materials related to learningobjective 3 to give the

Conference Session

ADVANCE and Related Faculty Issues

Collection

2012 ASEE Annual Conference & Exposition

Authors

Corey Schimpf, Purdue University, West Lafayette; Marisol Mercado Santiago, Purdue University, West Lafayette; Alice L. Pawley, Purdue University

Tagged Divisions

Women in Engineering

impossible to do. There was-- this was a very visible policy Page 25.124.8 when it came out. There were people waiting for it to come. It was delayed in coming out from when it was originally promised. [A8/ Policy Administrator 1]Given the high profile nature of the parental leave policy at the university and the time sensitivityof its implementation (some cutoff date had to be given for when the policy went into effect, sothose who were pregnant or had a pregnant partner were anticipating its implementation)systematic training became too cumbersome to coordinate. There are plans for more systematictraining to come, but at least

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

assessmentconstructing methodologies learning environments communicationcurriculum/course design problem-based learning facilitationstudent engagement constructive interventions planning designing performance measuresLohmann: The Journal of Engineering Education (JEE) is the world’s oldest journal inengineering education; it will celebrate its centennial year in 2011. JEE is a peer-reviewedinternational journal published quarterly in print and online by the American Society forEngineering Education (ASEE) in partnership with the Asociación Nacional de Facultades yEscuelas de Ingeniería (ANFEI) in Mexico, Australasian Association for Engineering

Conference Session

ADVANCE Grants and Institutional Transformation

Collection

2010 Annual Conference & Exposition

Authors

Christine Grant, North Carolina State University; Jessica Decuir-Gunby, North Carolina State University; Barbara Smith, North Carolina State University

Tagged Divisions

Women in Engineering

from Full Professor, attended. The senior women focused on identifying bestpractices in cross-cultural mentoring, leading in the academy, professional developmentactivities (e.g., NSF program director, AAAS Fellows) and developing a collective voice in theacademy for issues that go beyond diversity and mentoring, and laid the groundwork for the finalsummit.The final summit for 60 women of all ranks, was co-sponsored by California Institute ofTechnology (Caltech); the culmination of the summit series included a strategic planningmeeting to plan to move the connecting activities out to the disciplines through professionalsocieties, and more broadly, NSF, NIH and other governmental funding agencies. This paperwill provide insights into the unique

Conference Session

WIED: Strategies Beyond the Classroom

Collection

2014 ASEE Annual Conference & Exposition

Authors

Cate Samuelson, University of Washington; Elizabeth Litzler, University of Washington; Candice L. Staples, University of Maryland; Paige E. Smith, University of Maryland, College Park; Catherine T. Amelink, Virginia Tech

Tagged Divisions

Women in Engineering

academic experience, they have total autonomywith their social activities. A student-elected executive board plans monthly community-buildingevents. The events range from study breaks to tailgates. Recently, an effort has been made by the Page 24.872.3executive board to formalize a mentoring relationship between the first and second year students.The participation of Maryland in the Project to Assess Climate in Engineering (PACE) offers aunique opportunity to combine quantitative and qualitative data to understand the effectivenessof a LLC intervention. Taking a mixed methods approach, this paper delves into the kinds ofimpacts Flexus has had on

Conference Session

Panel: Opportunities & Methods to Encourage More Women Toward Research Commercialization

Collection

2013 ASEE Annual Conference & Exposition

Authors

Adrienne Minerick, Michigan Technological University; Babs Carryer, National Collegiate Inventors & Innovators Alliance (NCIIA); Mary Raber, Michigan Technological University; Abby Thompson, Mississippi State University ; Louise C. Dunlap, DunlapBrowder

Tagged Divisions

Entrepreneurship & Engineering Innovation, Women in Engineering

and innovation among faculty, staff, and students. Thomp- son assists faculty and student start-up companies with developing strategic business and marketing plans. Thompson manages the MSU Business Incubator and the MSU Entrepreneurship Center. Thompson also manages the Jack Hatcher Engineering Entrepreneurship Certificate program in the Bagley College of En- Page 23.955.1 gineering at MSU to enhance business skills in engineering students. Thompson received her Bachelors Degree in Industrial & Systems Engineering and a M.B.A. from Mississippi State University.Ms. Louise C. Dunlap, DunlapBrowder

Conference Session

Issues of Outreach and Interest in Engineering

Collection

2013 ASEE Annual Conference & Exposition

Authors

Susannah Sandrin, Arizona State University; Connie M Borror, Arizona State University West

Tagged Divisions

Women in Engineering

to major in physicalsciences and computer sciences at these campuses, but they could not major in engineeringwithout planning to transfer to a different university later in their college career. This populationhad a larger percentage of female students (57% female, 34% male and 9% unspecified). Thispopulation skew by gender is consistent with enrollment trends at these institutions (overallenrollment was 58% female and 42% male, and 59% female versus 41% male for the twoinstitutions in 2012, according to College Portrait of Undergraduate Education,http://www.collegeportraits.org/). During the second phase of survey administration, more than 6,000 middle and highschool students were surveyed from November 2007 to January of 2008. This

Conference Session

Undergraduate Student Issues: Persistence

Collection

2013 ASEE Annual Conference & Exposition

Authors

Jennifer A. Skaggs, American University in Cairo

Tagged Divisions

Women in Engineering

Formulas. This iswhen students believe they should follow the plans that have been laid out for them by externalvoices of authority. They allow others to define who they are, including parents, teachers, socialnorms and expectations, peers, etc. The second phase is Crossroads. This is when studentsrealize that following the plans others have set before them may not necessarily match their owninterests and desires and they become discontented with allowing others to define who they are,and they begin to create their own sense of self that is preferably more authentic. Yet, whilestudents want to become more true to themselves, at this phase, they are exceedingly concernedwith how others will react to their decisions and the effects on their

Conference Session

Women in Engineering Division Technical Session 10

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Nolgie O. Oquendo-Colón, University of Puerto Rico, Mayagüez Campus; Lourdes A. Medina, University of Puerto Rico, Mayagüez Campus; Maria Angelica Velazquez, Montana State University; David Claudio, Montana State University; Aidsa I. Santiago-Roman, University of Puerto Rico, Mayagüez Campus

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

, they lack control.[19] A high score in this index means that people feelthreatened by ambiguous or unknown conditions, while a low score shows that people do not getaltered by uncertainty and are not averse to taking risks. VSM comprehensive scores for the USMainland and PR are 46 and 38, respectively, with a mean score of 91.67.[19] Therefore, bothcountries show tendencies of pragmatic societies, where people can make their plans but do notget altered or anxious if their plans change. Furthermore, community members do not averse totake risks and embrace change and new ideas without problems.Our study showed a score of 43.09 for MSU versus a score of 0.17 for UPRM. Therefore, bothstudent populations are very pragmatic; thus, they can embrace