Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Elizabeth T. Cady, National Academy of Engineering; Norman L. Fortenberry, American Society for Engineering Education; Catherine Didion, National Academy of Engineering

Tagged Divisions

Women in Engineering

AC 2011-335: USING AN EXTENSION SERVICES MODEL TO INCREASEGENDER EQUITY IN ENGINEERINGElizabeth T. Cady, National Academy of Engineering Elizabeth T. Cady is a Program Officer at the Center for the Advancement of Scholarship on Engineering Education of the National Academy of Engineering in Washington, DC.Norman L. Fortenberry, National Academy of Engineering (Washington) Dr. Norman L. Fortenberry is the founding Director of the Center for the Advancement of Scholarship on Engineering Education (CASEE) at the National Academy of Engineering (NAE). CASEE facilitates research on and deployment of, innovative policies, practices, and tools designed to enhance the effective- ness and efficiency of systems for the formal

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

entering the School of ComputerScience went from 7% to 42% in five years, after a two-year (extended to four year) combinationproject and program made a series of institutional changes. A few of the Carnegie Melloninterventions included adding real-world examples to computer science curriculum, offering pre-entry summer bridge courses, creating four alternative paths into the program, professionaldevelopment for faculty, and creating support networks between female undergraduates,graduate students, and faculty5. New Mexico State University concentrated on one strategy—offering retention training to STEM faculty—which helped to improve both retention rates andgrades of female students6. The downside to this integrative and institutional-change

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Mara R. London, Gonzaga University; Jillian Rae Cadwell, Gonzaga University; Alexander Maxwell, Clarkson University

Tagged Divisions

Women in Engineering

engineeringIntroductionMultiple studies have documented that women value career paths that incorporate a clear socialpurpose and provide opportunities to help others1,2. Furthermore, studies have shown that thegeneral public does not view engineering as a discipline that plays a viable role in solving theproblems of society2,3.Currently, recruitment and retention of women pursing engineering degrees at GonzagaUniversity is in accord with the national average. Described here are efforts to recruit, retain, andattract additional female students through the on-going development of an independentengineering study abroad program in Africa that integrates engineering and social justiceprojects. The motivation to focus on a study abroad program as a recruitment and retention

Conference Session

Engaging Students in Engineering (ENGAGE)

Collection

2011 ASEE Annual Conference & Exposition

Authors

Susan Staffin Metz, Stevens Institute of Technology; Sheryl A. Sorby, Michigan Technological University; Tricia S. Berry, University of Texas, Austin; Carolyn Conner Seepersad, University of Texas, Austin; Ana Maria Dison, University of Texas, Austin; Yosef S. Allam, The Ohio State University; John A. Merrill, Ohio State University; Wally Peters, University of South Carolina, Department of Mechanical Engineering; Erica Pfister-Altschul, University of South Carolina; Sarah C. Baxter, University of South Carolina; Guangming Zhang, University of Maryland, College Park, Department of Mechanical Engineering; James A. Leach, University of Louisville

Tagged Divisions

Women in Engineering

Society for Engineering Education, 2011 engineering education include spatial visualization, the use of learning management systems for large- sample educational research studies, curriculum development, and fulfilling the needs of an integrated, multi-disciplinary first-year engineering environment through the use of collaborative learning, problem- based learning (including design-build projects), classroom interaction, and multiple representations of concepts. He has his Ph.D. in Engineering Education from The Ohio State University and he earlier re- ceived an M.S. degree in Industrial and Systems Engineering with a specialization in Operations Research also from The Ohio State University. Address: Engineering

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

John J. Duffy, University of Massachusetts, Lowell; Linda Barrington, University of Massachusetts, Lowell; Manuel A Heredia, University of Massachusetts, Lowell

Tagged Divisions

Women in Engineering

, integrating it with their sense of themselves in their livedworld (Belenky, Clinchy, Goldberger, & Tarule, 1997). Along with all students, women werealso found to benefit from faculty and advisors who are aware of their needs and from programsthat teach and support life management and study skills (Blaisdell, Middleton, & Anderson-Rowland, 1996).For minority engineering students, two particular findings out of Howard University warrantattention as well. The first is the negative impact of merit-based scholarships in the retention ofqualified engineering students: students who struggle in their first year drop out of engineeringmajors to protect their GPAs and maintain their scholarships, rather than pursue an engineeringcareer (Fleming

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Kristen P. Constant, Iowa State University

Tagged Divisions

Women in Engineering

significantly in variouscampus climate surveys and other studies to better understand faculty satisfaction and the factorsthat differentially impact women and minorities.3 Indeed, the demonstration of an environmentconducive to change was one of the factors influencing the National Science Foundation’sdecision to award ISU the ADVANCE grant in late 2006 and an I3 (Innovation throughInstitutional Integration) grant in 2010.General Program DescriptionISU is in the final year of a 5-year NSF-funded ADVANCE Institutional Transformation Grant.A more complete program description has been previously reported, and a comprehensiveprogram description and evaluation is planned after the completion of the funded grant.4,5 Theintent of the present paper is to

Conference Session

Recruitment & Retention of Women I

Collection

2011 ASEE Annual Conference & Exposition

Authors

Lois Calian Trautvetter, Northwestern University; Rose M. Marra, University of Missouri, Columbia; Lisa R. Lattuca, Pennsylvania State University, University Park; Katie L. Piacentini, University of Missouri - Columbia; David B. Knight, Pennsylvania State University, University Park

Tagged Divisions

Women in Engineering

develop mentoring relationships. Summerbridge programs can provide an effective method to reduce college readiness gap betweenincoming students9, while another study10 reports that institutions that were high producers offemale and underrepresented degree recipients also offered summer bridge programs. Since the dimension of organizational context can be integral to the learning, recruitment,and retention of female and underrepresented students and to the recruitment and retention offemale and underrepresented faculty members in engineering, it is the main focus of this researchpaper. The guiding questions for this inquiry are: Page 22.1185.4

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

, Arizona State University Melissa is a doctoral candidate in Curriculum Studies, at Arizona State University. Her research interests are methodological approaches to educational research and her specific interests are in teacher education and issues of equity. She is a member of the CareerWISE research and content teams at Arizona State University.Mary Lee Smith, Arizona State University Ph.D., University of Colorado, Boulder. Professor, University of Colorado. Regents Professor, Arizona State University. Widely published in social science research methodology (e.g., multiple methods, meta- analysis, and qualitative research) and social policy. Currently Regents Professor Emeritus and Senior Consultant, Integrated

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Jenna P. Carpenter, Louisiana Tech University; D. Patrick O'Neal, Louisiana Tech University; Lori L. Bakken, University of Wisconsin-Madison

Tagged Divisions

Women in Engineering

Grand Challenge Scholars Program and is also active in development of integrated and innovative STEM curricula, issues related to the success of women in STEM and innovative use of technology in STEM education.Dr. D. Patrick O’Neal, Louisiana Tech UniversityLori L Bakken, University of Wisconsin-Madison Dr. Bakken is an associate professor in the Department of Interdisciplinary Studies, School of Human Ecology and an affiliate faculty member in the School of Education. She has developed, implemented and evaluated research education programs in the medical field for the past 15 years. Her research focuses on the role of learning experiences in career development. Dr. Bakken most notable for her work in clinical

Conference Session

Recruitment & Retention of Women I

Collection

2011 ASEE Annual Conference & Exposition

Authors

Daniel Knight, University of Colorado, Boulder; Beverly Louie, University of Colorado, Boulder; Lauren Marie Glogiewicz, University of Colorado, Boulder

Tagged Divisions

Women in Engineering

AC 2011-332: FIRST YEAR WOMEN ON THE ENGINEERING PATH-WAY: RESEARCH STRATEGIES TO SUPPORT RETENTIONDaniel Knight, University of Colorado, Boulder DANIEL W. KNIGHT is the engineering assessment specialist at the Integrated Teaching and Learning Program (ITLL) and the Broadening Opportunity through Leadership and Diversity (BOLD) Center in CU’s College of Engineering and Applied Science. He holds a B.A. in psychology from the Louisiana State University, and an M.S. degree in industrial/organizational psychology and a Ph.D. degree in coun- seling psychology, both from the University of Tennessee. Dr. Knight’s research interests are in the areas of retention, program evaluation and teamwork practices in engineering

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Sarah Hug, University of Colorado, Boulder; Susan Jurow, University of Colorado at Boulder; Wendy C. Chi, University of Colorado, Boulder

Tagged Divisions

Women in Engineering

people with whom a person iscentrally learning a practice, constrains and affords different trajectories, or pathways, towardsand away from more expert practice. For example, in Margolis and Fisher‘s study of computerscience at Carnegie Mellon University, the authors found professors, who were predominantlymale, had a myopic view of what a ―good computer scientist‖ said and did.11 These stereotypicalimages of qualified, talented students have real consequences for students, as they shape whobecome identified by peers, professors, and staff as ―strong engineers.‖Therefore, we consider how an institutional context of a computing department, its programleaders‘ views on the gender problem in science, and the program‘s curriculum are key

Conference Session

Recruitment & Retention of Women I

Collection

2011 ASEE Annual Conference & Exposition

Authors

Matthew J Miller, University of Maryland; Robert Lent, University of Maryland, College Park; Paige E Smith, University of Maryland, College Park; Bevlee A. Watford, Virginia Tech; Gregory M. Wilkins, Morgan State University; Matthew M. Jezzi, University of Maryland; Kayi Hui, University of Maryland, College Park; Robert H Lim, University of Maryland, College Park; Nicole A Bryan, University of Maryland, College Park; Helena Mimi Martin, University of Maryland, College Park

Tagged Divisions

Women in Engineering

AC 2011-1766: RACIALLY DIVERSE WOMEN’S AND MEN’S ADJUST-MENT TO STEM MAJORS: IMPLICATIONS FOR RECRUITMENT ANDRETENTIONMatthew J Miller, University of Maryland Dr. Miller received his Ph.D. in counseling psychology from Loyola University Chicago and is currently an assistant professor at the University of Maryland. His research interests span four related areas: mul- ticulturalism, vocational psychology, social justice engagement, and applied psychological measurement. He is currently on the Editorial Boards of the Journal of Counseling Psychology, Measurement and Eval- uation in Counseling and Development, and the Asian American Journal of Psychology.Robert Lent, University of Maryland, College ParkPaige E Smith

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Amy E. Slaton, Drexel University

Tagged Divisions

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

AC 2011-1548: METRICS OF MARGINALITY: HOW STUDIES OF MI-NORITY SELF-EFFICACY HIDE STRUCTURAL INEQUITIESAmy E. Slaton, Drexel University (Eng.) Amy E. Slaton is an associate professor of history at Drexel University and a visiting associate professor at Haverford College. She received her PhD in the History and Sociology of Science from the Univer- sity of Pennsylvania and has written on the history of standards and instrumentation in materials science, engineering and the building trades. Her most recent book , Race, Rigor, and Selectivity in U.S. Engineer- ing: The History of an Occupational Color Line (Harvard University Press, 2010), traces American ideas about race and technical aptitude since 1940. Current