Conference Session

Women in Engineering Division Technical Session - Pre-college Programs for Women

Collection

2016 ASEE Annual Conference & Exposition

Authors

Paula Ann Monaco, Texas Tech University; Aimee Cloutier, Texas Tech University; Guo Zheng Yew, Texas Tech University; Maeghan Marie Brundrett, Texas Tech University; Dylan Christenson, Texas Tech University; Audra N. Morse, Texas Tech University

Tagged Topics

Diversity

Tagged Divisions

Pre-College Engineering Education Division, Women in Engineering

support for the belief that high schoolcontext is a crucial factor in determining future plans to pursue STEM.6,9 Currently, only 13% ofhigh school females express interest in STEM,16 and only 1%-4% express interest inengineering,8 but the gender gap can be reduced by 25% or more in schools which support girls’interests in STEM.9 Further, it has been shown that outreach programs targeting certain factorshave been effective for the recruitment of women to STEM.7 In literature, attempts to identify factors influencing recruitment and retention of women inSTEM have converged to several themes. The first major issue is that of actual versus perceivedability in STEM. Although mathematical abilities are now roughly equal for male and femalestudents

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Yang Lydia Yang Ph.D., Kansas State University; Bette Grauer Ph.D., P.E., Kansas State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

during their time at KansasState University would be paid off after graduation with an engineering degree. Students in thecontrol group were not told about the program. The initial grade point averages (GPAs), the finalGPA, graduation status, and demographic information were collected from all participants.Multiple statistical methods were used including independent t-test, repeated-measure analysis ofvariance, and chi-square test.We found that (1) while the experimental group and the control group as a whole were verysimilar in terms of their initial average GPAs, participants in the control group who successfullygraduated with an Engineering degree had statistically significantly higher baseline GPAs thanthose who did not graduate; by contrast

Conference Session

Women in Engineering Division Technical Session - Understanding and Improving Female Faculty Experiences in STEM

Collection

2016 ASEE Annual Conference & Exposition

Authors

Yang Lydia Yang, Ph.D., Kansas State University; Doris Wright Carroll Ph.D., Kansas State University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Women in Engineering

included three aspects/factors of gendered microaggressions: (1) SexualObjectification, (2) Silenced and Marginalized, and (3) Assumptions of Inferiority. Participantswere asked to identify their position title, position track, age, and ethnicity.The scores on three aspects/factors of gendered microaggressions were calculated by averagingacross items that loaded on each factor with the range of 1~7, with higher scores indicatinghigher frequency of the experience being asked. On Sexual Objectification, 25% of theparticipants who responded agreed they either experienced stereotypes of women or wereobjectified on their physical appearance. On Silenced and Marginalized, 40% of those whoresponded agreed they were either ignored in a professional

Conference Session

Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jenni Buckley, University of Delaware; Amy Trauth, University of Delaware; Manuela Restrepo Parra; Laura Meszaros Dearolf, The Perry Initiative ; Lisa L Lattanza MD

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

physics, mathematics, andmechanical and electrical engineering, while simultaneously equally or even overrepresented infields such as biosciences, environmental science, and biomedical engineering [1]. This unequaldistribution of female talent persists, despite increased awareness and achievement in STEMamongst high school age women [2]. In many respects, this situation is similar to the medicalprofession, where women are entering and completing medical school at equal rates to their malecolleagues, but they are concentrated in specific specialties, such as pediatrics and familymedicine, while sparse in others [3-7]. Orthopaedic Surgery is one of the least gender diversemedical specialties, with 4% women in practice and 14% in residency [5

Conference Session

Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Allie Copeland, Texas A&M University; Malini Natarajarathinam, Texas A&M University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

completed the entire survey and remained in the data set. Respondents could be removedfrom the data set if 1) they chose not to disclose their gender or 2) were not members of theindustrial distribution industry.3.2 Materials & DesignThe questions were adapted from the Society for Human Resource Management’s DiversityClimate Survey Templates and questions developed by DiBartola et. al. 2011. Our surveyinstrument asked men and women different questions using skip logic. Women were asked toelaborate on any experiences they have had regarding gender stereotypes. Additionallyrespondents were permitted to decline answering any of the survey questions. The resultsindicated that while we had a survey completion of rate of 282, many respondents chose

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Theresa M. Vitolo, Gannon University; Karinna M Vernaza, Gannon University; Lori D. Lindley, Gannon University; Elisa M. Konieczko, Gannon University; Weslene Tallmadge, Gannon University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

Faculty forOrganizational Retention and Management. TRANSFORM initiatives aimed to increase therecruitment, retention, advancement, and leadership development of female faculty in STEMdisciplines at a Master’s L institution by adapting strategies proven successful at researchuniversities. The grant has been operationalized through three strategies: (1) Dual CareerServices aiming to provide employment opportunities to accompanying partners via the creationof a consortium and a website; (2) Research Initiation Awards supporting advancement andtenure needs by providing release time and funds to early-career female STEM faculty; and (3)Leadership Developments increasing education opportunities in the areas of leadership forfaculty and

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Rachel Lauren Shapiro, Northeastern University; Emily Olina Wisniewski, Johns Hopkins University; Emma Kaeli, Northeastern University; Tyler Byrne Cole, Northeastern University; Paul A. DiMilla, Northeastern University; Rachelle Reisberg, Northeastern University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

improved term and overall GPAs while in college. [1] Further, evidence suggests that theway students start their college career often indicates how they will finish. [2] At NortheasternUniversity, General Chemistry for Engineers is the first challenging course a student entering theengineering program takes that serves as model for subsequent coursework in the fullengineering curriculum. Among engineering students, where historically males are the majority,females often have been seen as the primary seekers of SI. Retaining female students inengineering and enabling their overall academic success has been a subject of great importancefor engineering programs.The first portion of this study focused on the grade progression of the students enrolled

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

disabilities) 1,2,3,4 .This statement should be alarming to anyone, because it means that nearly 70%—women, ethnicminorities and persons with disabilities—of the American workforce is not fully engaged in thetechnology sector.As can be seen from figure 1, in the nineteen eighties, more than 30% of all graduatinguniversities CS majors were women. By 2010, that number was less than 20%. Two folk theorieshave been historically offered to explain this phenomenon. The first states that women are notgood at maths, while the second states that maths is a strong indicator of CS aptitude. These twofolk theories are tied together to explain the low participation rates of women in CS. Nevertheless,from figure 2, we see that intended CS majors do not have the

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jason Bazylak, University of Toronto; Ruth A Childs, University of Toronto; Aimy Bazylak, University of Toronto

Tagged Divisions

Women in Engineering

disciplines, the typical engineering skill set, and self-evaluation against this skill set partially explain the under-representation and non-uniformdiscipline subscription. This focus of this work, which is the first stage of this multi-stageproject, was to design and validate a survey tool to test our hypothesis.IntroductionFemales are severely underrepresented within the engineering profession both in Canada and inthe United States [1-3]. Unfortunately, since females are also underrepresented in engineeringeducation programs [4, 5] (see Figures 1 and 2), the professional underrepresentation is likely tocontinue in the near future. Even worse, after decades of programs focusing on increasing femaleenrollment, we are actually seeing a decrease in

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Kylie Denise Stoup, James Madison University; Olga Pierrakos, James Madison University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

areinterrelated. The purpose of this study is to investigate cross-group differences (male vs female)among freshmen and senior engineering students in order to better understand how engineeringstudents perceive their personality and authenticity across engineering and non-engineeringcontexts. The research questions guiding this effort are: (1) What personality profiles are engineering students displaying as freshmen and seniors in engineering environments? (2) What variations in personality profiles and authenticity are present among engineering students’ different roles in engineering and non-engineering environments?MethodologyQuantitative methods and cross-sectional research are used to complete this study. Quantitativedata was

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Eddie L Jacobs, University of Memphis; Amy L de Jongh Curry, University of Memphis; Russell J. Deaton, University of Memphis; Carmen Astorne-Figari, University of Memphis; Douglas Clark Strohmer, University of Memphis

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Rehabilitation Counseling Bulletin. He also served as team leader for theUniversity of Memphis Professional Identity Research Team, which investigated the interplay betweenprofessional identity and work environment in the area of rehabilitation counseling. c American Society for Engineering Education, 2016 Empathy and Gender Inequity in Engineering Disciplines Eddie L. Jacobs ∗1 , Amy L. DeJongh Curry2 , Russell Deaton1 , Carmen Astorne-Figari3 and Douglas Clark Strohmer 4 1 Department of Electrical and Computer Engineering, The University of Memphis 2 Department of Biomedical Engineering, The University of

Conference Session

Women in Engineering Division Technical Session - Understanding and Improving Female Faculty Experiences in STEM

Collection

2016 ASEE Annual Conference & Exposition

Authors

Rachel Yonemura, University of Washington ; Denise Wilson, University of Washington

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Women in Engineering

professionals.1 This studyfocuses primarily on the engineering workplace which, for this study and paper, encompassesboth traditional engineering fields as well as computer science. The engineering workforce inparticular, while critical to global competitiveness, faces potentially significant shortages.2 Theconsistently low unemployment rates associated with engineers as compared to other professionsand overall national unemployment rates in the United States3 confirm that such a shortage doesindeed exist. In response to unmet needs for talent in engineering, the National Academies4 haveissued a broad and urgent call to increase recruitment and retention in engineering. Shortages ofengineers and other workers trained in related science and technology

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jinhui Wang, North Dakota State University; Na Gong, North Dakota State University

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Minorities in Engineering, Women in Engineering

conferences. Dr. Gong received 2014 NDSU Development Board of Trustee Endowment award and 2014 NDSU Centennial Endowment award. c American Society for Engineering Education, 2016 WIECE: Women Undergraduates in Electrical and Computer Engineering Summer Research ProgramThe Women Undergraduates in Electrical and Computer Engineering (WIECE) SummerResearch Program was an intensive eight-week research program for women undergraduates inElectrical and Computer Engineering (ECE). Our goal was to build distinctive experiences thatcan propel female undergraduate students to enter graduate school.1. Motivation.ECE is one of the largest engineering disciplines and it is also one of the oldest

Conference Session

Women in Engineering Division Technical Session - Pre-college Programs for Women

Collection

2016 ASEE Annual Conference & Exposition

Authors

Na Gong, North Dakota State University; Jinhui Wang, North Dakota State University

Tagged Topics

Diversity

Tagged Divisions

Pre-College Engineering Education Division, Women in Engineering

-core Systems-on-Chip 2016 (MCSoC16), 2015 (MCSoC15), and IEEE 11th International Conference on ASIC (ASICON2015). c American Society for Engineering Education, 2016 ECE-GIRLS: High School Girls Explore Electrical and Computer Engineering ProgramThe Girls Explore Electrical and Computer Engineering (ECE-GIRLS) was a three-day programwhich aimed to introduce high school female students to the attractive fields of Electrical andComputer Engineering (ECE), instill girls’ interest in ECE, and to increase the number of femalehigh school graduates majoring in this field.1. IntroductionScience, technology, engineering, and mathematics (STEM) programs have seen a steep

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jamie J Newman, Louisiana Tech University; Mary E Caldorera-Moore, Louisiana Tech University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

Seminar Seriesb c d Figure 1. Flyer and brochures from the first four years of the Seminar Series. (a) 2012- 2013 was a simple word document flyer, (b) 2013-2014 had an image of DNA generated by a faculty member and student, (c) 2014-2015 was a purchased image, (d) 2015-2016 was illustrated by an art professor at the University who will oversee future covers created by students and faculty.supportive climate, enhancing promotion and leadership, and increasing retention of womenfaculty in STEM. Support for a seminar series that would increase faculties’ networkingopportunities and allow a young female to take on a leadership role in the organization of theseries was in

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Nora Madjar, University of Connecticut; Bryan Douglas Huey, University of Connecticut; Leslie M. Shor, University of Connecticut

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

engineering as a major for women. They werenot a significant influence for male students. The result did not depend on the profession orqualification of the parents. We argue that these findings demonstrates that women still needmore support and acceptance than men to choose engineering as a career and they need this inaddition to their own intrinsic interest in the field. Implications of these findings for practice willbe discussed.IntroductionDespite the preponderance of women in bioscience, chemistry and medicine, engineering isstagnant or losing ground in the proportion of women majors.1 According to the NSF, Bachelor’sdegrees awarded by sex and field were flat at approximately 50% women for all of science &engineering from 2002-2012 but

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

employing quantitative methods are likely of most interest to practitioners who wouldwant to evaluate the effectiveness of this pedagogical approach before implementation in theclassroom. As a means of identifying future possible frameworks for further investigation on theimpact of peer coaching on female engineering students, this study explores the followingresearch questions: (1) How does student opinion about coaching transform through this class?(2) What new or revised perspectives do students gain, as both coach and coachee? (3) How doescoaching equip engineering women for the transition to the workforce? Findings indicate thatstudents’ initial apprehension about coaching progresses into recognition and experience ofbroad potential impact

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Abbie B Liel P.E., University of Colorado, Boulder; Eva Leong

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

Subdisciplines: Challenges and OpportunitiesIntroductionThere are many benefits to a diverse workforce of civil engineers. In particular, work-placeinnovation, creativity, knowledge and productivity have been shown to be enhanced when manyperspectives and experiences are represented.1 As the civil engineering profession tackles someof big challenges facing society in the 21st century, it is critical that we are able to recruit andretain the most talented students, regardless of gender or race/ethnic background. Unfortunately,engineering schools continue to be challenged by student retention, and, for example, only about70% of entering engineering freshman at our large public university graduate with anengineering degree within six years. Although

Conference Session

Women in Engineering Division Technical Session - Understanding and Improving Female Faculty Experiences in STEM

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lydia Ross, Arizona State University; Eugene Judson, Arizona State University; Stephen J Krause, Arizona State University; James A Middleton, Arizona State University; Casey Jane Ankeny, Arizona State University; Ying-Chih Chen, Arizona State University; Robert J Culbertson, Arizona State University; Keith D. Hjelmstad, Arizona State University; Yong Seok Park, Arizona State University; Bethany B Smith, Arizona State University

Tagged Topics

ASEE Diversity Committee, Engineering Deans Council

Tagged Divisions

Women in Engineering

differences exist between male and female students regarding preferences forvarious pedagogical practices, such as collaborative learning. Additionally, we know thatstudents may construe an instructor’s gender as influencing their capacity to be role models,teach effectively, and produce scholarship. Less well known is how male and female instructorsview specific classroom strategies, as well as how often they use those strategies. To aidunderstanding, the newly developed Value, Expectancy, and Cost of Testing EducationalReforms Survey (VECTERS) was applied. VECTERS was based on expectancy theory,implying instructor decisions to integrate, or not integrate, classroom strategies are based on (1)perceived value for both students and self, (2

Conference Session

Women in Engineering Division Technical Session - Retaining and Developing Women Faculty

Collection

2016 ASEE Annual Conference & Exposition

Authors

Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Margaret B. Bailey P.E., Rochester Institute of Technology (COE)

Tagged Topics

ASEE Diversity Committee, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

hard-of-hearing women faculty. Project objectives include: 1) Refine and strengthen targeted institutional structures, and install practices that promote representation and advancement of women faculty. 2) Improve the quality of women faculty work life, professional development, and incentive/reward structures. 3) Align institutional, administrative, and informal systems of power and resources to support and sustain progress by shaping the political frameworks that impact representation and advancement of women. 4) Enhance the working environment and support career advancement for women faculty using symbolic measures that emphasize issues of meaning within the organization.Other concurrent

Conference Session

Women in Engineering Division Technical Session - Understanding and Improving Female Faculty Experiences in STEM

Collection

2016 ASEE Annual Conference & Exposition

Authors

J. Kasi Jackson, West Virginia University ; Joel Alejandro Mejia, Angelo State University; Maja Husar Holmes, West Virginia University; Rachel R. Stoiko, West Virginia University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Women in Engineering

published in Journal of Public Administration Research and Theory, International Journal of Public Administration, and Energy Policy.Dr. Rachel R. Stoiko, West Virginia University Dr. Rachel Stoiko is a postdoctoral fellow at West Virginia University. She is interested in the intersections of gender, work, and family. Specifically, she works on projects related to career decision-making and development, institutional diversity and inclusivity, and student success in STEM. c American Society for Engineering Education, 2016 1 Dialogues toward Gender Equity: Engaging Engineering

Conference Session

Women in Engineering Division Technical Session - Pre-college Programs for Women

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jenni Buckley, University of Delaware; Amy Trauth, University of Delaware; Laura Meszaros Dearolf, The Perry Initiative ; Amy C Bucha, The Perry Initiative; Lisa L Lattanza MD, University of California San Francisco

Tagged Topics

Diversity

Tagged Divisions

Pre-College Engineering Education Division, Women in Engineering

or 12th)in high school (53%) and underclassmen (Freshmen, Sophomore) in a 4-year college (32%), withten (10) alumnae post-college (6 in medical school, 3 in the workforce, and 1 in college). Thecontrol respondents were skewed towards younger students who were recently waitlisted orrejected due to program capacity. 30% of the controls were underclassmen in high school; 58%were high school upperclassmen; and 12% were in college. Alumnae reported that the program had a positive effect on their interest in medicine,self-confidence in hands-on tasks, and perception of women in engineering and medicine (Figure1). There was no difference in these outcomes between alumnae who have matriculated tocollege and those still in high school (p>

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

focuses on the topic ofnegotiation, with an emphasis on providing practical ideas and strategies relevant to academicprofessionals at both entry-level and mid-career who find that they need to negotiate a careeropportunity. The paper will review negotiation basics, as well as discuss what can be negotiated,how one might proceed to discuss these, and how listening is critical to negotiation. By viewingnegotiation as a “wise agreement”1 that seeks to meet the needs of both parties to the extentpossible, this paper presents several common cases or scenarios that illustrate the importance ofunderstanding the elements involved both from the faculty member’s perspective as well as fromthe perspective of their department head, dean or

Conference Session

Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Joanna Wolfe, Carnegie Mellon University; Elizabeth A. Powell, Tennessee Technological University; Seth Schlisserman; Alexandra Kirshon

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

). We do note, however, that thissituation did not emerge as a theme in our interviews, probably because—as Meadows andSekaquaptewa argue—students saw their assignment to non-technical work as self-determined,and therefore not an issue they thought to complain about.Part I ResultsStudents routinely encounter problems in their teamsConsistent with the EC2000 criteria, 98% of students (n=664) reported participating on at leastone team, with the average student participating in three teams in the most recent year.Table 1 shows that team problems are very common: 85% of engineering students reported atleast one team problem in their STEM classes in the most recent year. Moreover, many of theseissues appear to have limited students’ opportunities to

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Katherine G Nelson, Arizona State University; Susan Shapcott, University of Bath ; Jenefer Husman, Arizona State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

this study represent our participants’ shared experiences thatinfluenced their choice to pursue and remain in engineering.Introduction Policy makers and media have put a spotlight on STEM’s gender inequalities,1 yet,engineering’s public image suggests that the field has become more inclusive. The fact thatFacebook hired Sheryl Sandberg, and support her efforts towards women leadership intechnology is one example of the perceived change. Such high-profile female role-models shouldbe celebrated. However, the expected motivational effects of high-profile female role-models arenot yet translating to grass-roots female participation. In fact, the graduation rate of women fromengineering programs is declining,2 and women only make up 18% of

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

education. She can be contacted at cynthia.e.foor-1@ou.edu.Dr. Susan E. Walden, University of Oklahoma Dr. Susan E. Walden is the founding Director of the Research Institute for STEM Education (RISE) and an associate research professor in the Dean’s office of the College of Engineering (CoE). She is also a founding member of the Sooner Engineering Education (SEED) Center. c American Society for Engineering Education, 2016 Barriers to Broadening Participation in Engineering Competition TeamsIntroductionDespite years of efforts to increase diversity in STEM, engineering continues to be a white maledominated discipline. The low representation of female and minority

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

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

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

initialparticipants, a size optimal for large group training as well as small group work with the fourmentors. Professors, academic advisors, and academic support staff were solicited for studentnominations. Due to the timing of the program funding, the request for nominations was not sentuntil the last week of the semester, resulting in 15 nominations received. Nominees were askedto complete an application and were subsequently interviewed by at least two of the mentors. Ofthe 15 nominees, 13 were invited to join the program (one student didn’t respond for aninterview and one student was graduating). Table 1 shows the demographics of the male studentcohort. Once selected, these students were asked to come to campus prior to the start of theautumn semester

Conference Session

Women in Engineering Division Technical Session - Pre-college Programs for Women

Collection

2016 ASEE Annual Conference & Exposition

Authors

Shawna Fletcher, Texas A&M University

Tagged Topics

Diversity

Tagged Divisions

Pre-College Engineering Education Division, Women in Engineering

Sciences havemade strides to assess gender differences in science and engineering by examining thedistribution of federal research funds32. PCAST (President's Council of Advisors on Science andTechnology) called for more spending at every point of the Science and Engineering pipeline.Universities have been called to 1) increase retention rates among undergraduates who declare aninterest in science and engineering degrees and 2) improve the climate for women. Without theimplementation and enforcement of Title IX, institutions will continue to miss the mark forattracting and retaining women and underrepresented populations.Sevo’s 2009 Literature Overview provides much of the history and development of theapplication of Title IX to Science and

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

credibility or respect 13, 19; andlack of mentoring and/or sponsorship by a senior colleague. 11, 13, 18, 20These findings from the faculty climate survey, objective data review, and benchmarking laid theground work for the successful submission and subsequent funding of the National ScienceFoundation Institutional Transformation (IT) grant. The AdvanceRIT (NSF Award #1209115project was implemented in 2012. The objectives of this project are to: 1. Refine and strengthen targeted institutional structures, and install practices that promoting representation and advancement of women faculty. 2. Improve the quality of women faculty work life, professional development, and incentive/reward structures. 3. Align institutional

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lisa Carlson, South Dakota School of Mines and Technology; Shaobo Huang, South Dakota School of Mines and Technology; Cassandra M Birrenkott, South Dakota School of Mines and Technology; Sarah Folsland, Woment in Science and Engineering

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Minorities in Engineering, Women in Engineering

diversity, particularly the recruitment of womento that particular program. Aligning with the goal, the following objectives were developed.Objective 1: Increase the enrollment and retention of the female engineering students.Objective 2: Improve female students’ attitudes and perceptions toward careers in engineeringfields.Objective 3: Enhance female students’ self-efficacy in the learning of engineering.Objective 4: Increase the six-year graduation rate of female students (currently at 53% for theuniversity). The department placed an emphasis on increasing the general graduation rate of allwomen students as opposed to just women engineering students to be aligned with theuniversity's strategic goals.In alignment with these objectives, from 2011