Conference Session

Managing Dual-Career Issues

Collection

2011 ASEE Annual Conference & Exposition

Authors

Adrienne R. Minerick, Michigan Technological University; Beena Sukumaran, Rowan University; Jacqueline A. El-Sayed, Kettering University; Donna Reese, Mississippi State University; Brian P. Kirkmeyer, Miami University

Tagged Divisions

Women in Engineering

AC 2011-2792: DUAL CAREER PANELAdrienne R. Minerick, Michigan Technological University Adrienne Minerick is an Associate Professor of Chemical Engineering at Michigan Tech having moved from Mississippi State University in Jan 2010, where she was a tenured Associate Professor. She received her M.S. and Ph.D. from the University of Notre Dame in 2003 and B.S. from Michigan Technological University in 1998. Adrienne’s research interests include electrokinetics and the development of biomedi- cal microdevices. She earned a 2007 NSF CAREER award; her group has published in the Proceedings of the National Academy of Science, Lab on a Chip, and had an AIChE Journal cover. She is an active men- tor of undergraduate

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Peggy Layne, Virginia Tech

Tagged Divisions

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

Committee. Page 22.1456.1 c American Society for Engineering Education, 2011 Myths of Race and Gender: The Engineering “Pipeline” Metaphor and the Careers of Female Deans of EngineeringIntroductionWho does engineering is important, since engineers are key contributors to the design oftechnologies that shape our world.1 While women have made significant gains in their proportionof degrees earned and their representation in the professoriate in the past 30 years, they remainsignificantly underrepresented in engineering.2 In 2009, women earned just 17.8% of the 74,387bachelor’s degrees awarded in

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

AC 2011-1956: INSTITUTIONAL ETHNOGRAPHY AS A METHOD TOUNDERSTAND THE CAREER AND PARENTAL LEAVE EXPERIENCESOF STEM FACULTY MEMBERSMarisol Mercado Santiago, Purdue University Marisol Mercado Santiago is a doctoral student in the School of Engineering Education, Purdue Univer- sity, and a research assistant in the Research in Feminist Engineering (RIFE) group. She has a M. E. in Computer Engineering and a B. S. in Computer Science (with honors). Among her research interests are (1) culturally responsive education, (2) engineering studies, and (3) art and engineering education. Address: School of Engineering Education, Armstrong Hall, 701 W. Stadium Ave., West Lafayette, IN 47907. mercado@purdue.edu.Alice L. Pawley

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Suzanne Zurn-Birkhimer, Purdue University, West Lafayette; Susan Ruth Geier, Purdue University; Chris Sahley, Purdue University, West Lafayette

Tagged Divisions

Women in Engineering

ADVANCE-Purdue, focuses on developing programming andimplementing activities for the success of all faculty designed around three goals: 1) to increasethe number of women of color in STEM faculty positions, 2) to improve the success of allwomen STEM faculty, and 3) to engage all faculty in transforming the institution. ADVANCE-Purdue continually provides the campus leadership with evidence of program effectiveness thatwill offer a basis for campus-wide changes to policy and practice.Ultimately, PCFS seeks to support all women faculty in their career paths and hence developedthe Leadership Institute (LI). The goal of the LI is to provide leadership developmentopportunities and enhance the success for post-tenure faculty, with a focus on STEM

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Cassandra Groen, South Dakota School of Mines and Technology; Jennifer Karlin, South Dakota School of Mines and Technology; Andrea E. Surovek, South Dakota School of Mines and Technology

Tagged Divisions

Women in Engineering

Improvement and Mentoring ProgramsAbstractIn Greek Mythology, Mentor was Odysseus’s trusted counselor and served as a guardian andteacher to Telemachos. It is from this story that the term Mentoring originated. Mentoring isoften defined as a way to coach and guide individuals to a successful career path and is used as apositive organizational tool. The organizations usually implement mentoring programs topromote a healthy work life and create a better outcome for organizational goals. But whathappens when the traditional and stereotypical methods of mentoring are haphazardly applied toorganizations and academic institutions? How do these group constructs deal with regressive,rather than progressive, mentors? How does

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 II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Mary R. Anderson-Rowland, Arizona State University; Armando A. Rodriguez, Arizona State University; Anita Grierson, Arizona State University

Tagged Divisions

Women in Engineering

teacher for 2009-2010. She received the WEPAN Engineering Educator Award 2009, ASEE Minorities Award 2006, the SHPE Educator of the Year 2005, and the National En- gineering Award in 2003, the highest honor given by AAES. In 2002 she was named the Distinguished Engineering Educator by the Society of Women Engineers. Her awards are based on her mentoring of students, especially women and underrepresented minority students, and her research in the areas of re- cruitment and retention. A SWE and ASEE Fellow, she is a frequent speaker on career opportunities and diversity in engineering.Ms. Anita Grierson, Arizona State University Anita Grierson, AZ State University ANITA E. GRIERSON is the Director of the METS Center in

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Peggy Layne, Virginia Polytechnic Institute and State University; Molly R. Hall, Virginia Polytechnic Institute and State University

Tagged Divisions

Women in Engineering

, engineering andmathematics (STEM) careers. Virginia Tech has used its ADVANCE funding to take acomprehensive approach to institutional transformation, incorporating activities to increase thepipeline of women preparing for academic science and engineering careers, improve recruitmentand retention of women, develop women leaders, update work-life policies, and warmdepartment climate. Prior to the conclusion of the grant, the university reviewed all activities forimpact and potential sustainability. Assessment activities included tracking numbers of women atvarious levels across the university, individual activity evaluations, campus-wide facultysurveys, tracking of policy utilization, interviews, and focus groups. Such a mixed-methodsapproach combines

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Alice L. Pawley, Purdue University, West Lafayette; Jordana Hoegh, Purdue University

Tagged Divisions

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

Engineering (RIFE) group, whose projects are described at the group’s website, http://feministengineering.org/. She is interested in creating new models for thinking about gender and race in the context of engineering education. She was recently awarded a CAREER grant for the project, ”Learning from Small Numbers: Using personal narratives by underrepresented undergraduate students to promote institutional change in engineering education.”Jordana Hoegh, Purdue University Jordana Hoegh, M.S., is a doctoral student in the Department of Sociology at Purdue University. Her research interests include early adult life course and transitions, self and identity, sociology of the family, work and organizations, and social networks

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

committed to increasing the number of young women pursuing science, technology, engineering and math (STEM) careers. Paige has 18 years of experience recruiting and retaining diverse populations in engineering. She earned her B.S. in Engineering Science and Mechanics (1992) and her M.S. (1998) and Ph.D. (2004) in Industrial and Systems Engineering from Virginia Tech.Bevlee A. Watford, Virginia Tech Bevlee A. Watford is the interim department head of Engineering Education at Virginia Tech. She is also director of the Center for the Enhancement of Engineering Diversity. She is a fellow of ASEE.Gregory M. Wilkins, Ph.D., Morgan State University Dr. Gregory M. Wilkins is a member of the faculty of the Department of

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

women in engineering. • Do women express a loss of interest during their program? • Is there a chilly climate for women in the college? • Do women’s self-efficacy levels change during the program? • Do academic performance levels play a role in women’s retention in engineering? • Do women have adequate support structures in the college? • Does the structure of the academic program support career awareness in the first year?The first five research questions were initially investigated by a pilot women’s survey of thewomen currently enrolled in the College of Engineering at CU-Boulder.4 The present studyexpands on the previous study in the following directions. First, we obtained a larger moredemographically

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

in sociology at UC San Diego. Her research examines individual-level, cultural mechanisms that reproduce inequality, especially those pertaining to sex segregation in science and engineering fields. Her dissertation investigates the self-expressive edge of inequality, analyzing how gender schemas and self-conceptions influence career decisions of college students over time. She also studies the role of professional culture in wage inequality, cross-national beliefs about work time for mothers (with Maria Charles), and, in a Social Problems article, perceptions of inequality among high-level professional women (with Mary Blair-Loy). She earned Electrical Engineering and Sociology degrees from Montana State

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

girls enjoy studying ICT, most of them refuse to consider ICT as a career choice9-11.Earlier research12, 13 emphasizes that family connections in the field of science, technology,engineering and math (STEM) have a positive influence on women‟s career choice. Theimportance of role models is commonly noted as another positive factor in recruiting process6.It should be noted, that the countries covered in our background comparison are limited todeveloped nations, thus leaving wider cultural considerations out of the scope of this paper.In this study, we examine the pathways on which the female students land into some of themost male-dominated programs in our university. The approach for our study was toinvestigate the statistics covering the past

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Margaret B. Bailey, Rochester Institute of Technology; Carol Elizabeth Marchetti, Rochester Institute of Technology; Elizabeth A. DeBartolo, Rochester Institute of Technology; Jacqueline R. Mozrall, Rochester Institute of Technology; Gina M. Williams, Rochester Institute of Technology; Sharon Patricia Mason, Rochester Institute of Technology; Maureen S. Valentine P.E., Rochester Institute of Technology; Stefi Baum, Rochester Institute of Technology; Steven LaLonde, Rochester Institute of Technology

Tagged Divisions

Women in Engineering

AC 2011-2271: ESTABLISHING THE FOUNDATION FOR FUTURE OR-GANIZATIONAL REFORM AND TRANSFORMATION AT A LARGE PRI-VATE UNIVERSITY TO EXPAND THE REPRESENTATION OF WOMENFACULTYMargaret B. Bailey, Rochester Institute of Technology (COE) Margaret Bailey is Professor of Mechanical Engineering within the Kate Gleason College of Engineer- ing at RIT and is the Founding Executive Director for the nationally recognized women in engineering program called WE@RIT. She recently accepted the role as Faculty Associate to the Provost for Female Faculty and serves as the co-chair on the President’s Commission on Women. She began her academic career as an Assistant Professor at the U. S. Military Academy at West Point, being the first woman

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Elaine R. Millam, University of Saint Thomas; Ronald J. Bennett, Univeristy of Saint Thomas

Tagged Divisions

Women in Engineering

. Page 22.460.1 c American Society for Engineering Education, 2011 1 Developing Leadership Capacity in Working Adult Women Technical Graduate Students Research Interview Results with AlumniAbstract While women continue to make progress in their overall representation in the business sector, there are many challenges that keep women from making advances in their careers as science and engineering leaders. Those professions that have long been male dominated are making the slowest gains. Even though female representation in the engineering profession is

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Jan Rinehart, Rice University; Eden B. King, George Mason University; Mikki Hebl, Rice University

Tagged Divisions

Women in Engineering

. Page 22.117.2 1Research on the value of mentoring reports those who have mentors often have more jobsatisfaction, career satisfaction, promotion, better compensation, and are awarded more grantsthan those who are not mentored. 3,4 Mentoring can particularly buffer women from the setbacks to them personally and to their career from the negative effects of gender bias.5,6 Peoplewho have been protégés find it easier to find mentoring relationships than those people who havenever been a protégé.1 These mentored individuals recognize the value of mentoring and havethe skills to initiate and maintain mentoring relationships. They proactively look for

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Emiko Hirose Horton, Shibaura Institute of Technology; Kumiko Miki, Nihon University

Tagged Divisions

Women in Engineering

Page 22.860.5  Career designing project for female students Facility improvement  Renovation of cafeteria / dormitory / toilet  Building girls’ dormitory  Girls’ parlor/lounge Others  Hiring of female faculty ( e.g. “At-least-one-female-faculty per department”) Most institutions in our survey have started to implement some strategies to increasefemale students in the last few years, but there were no answers indicating how much of aincrease. One of the universities has been implementing multiple strategies since 5 years ago:leaflets with female engineer role models, delivery of lectures at high schools, explanatorymeetings about the university, and so on, and the increase of females is said to be up 0.6% in3 years

Conference Session

Recruitment & Retention of Women I

Collection

2011 ASEE Annual Conference & Exposition

Authors

Mary Ayre, University of South Australia; Julie E. Mills, University of South Australia; Judith Gill, University of South Australia

Tagged Divisions

Women in Engineering

: REFLECTIONS ON A COHORT OF ‘STAYERS’ IN CIVIL ENGINEERINGAbstractSeveral reports of the disappointing numbers of women who leave the engineering professionwithin 10 or so years after graduation in a range of western economies have been released inrecent years. This paper reports on a recent study of the careers of all female graduates from civilengineering at an Australian technical university which found that a much higher proportion ofthem had remained in the profession than would be expected from these reports. It found thatdespite the cohort reporting higher rates of parental and other care responsibilities than typicallyfound in engineering women, the group were more satisfied with their workplaces and jobs as awhole than the

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

, anddemonstrated deeper understanding of subject matter. They found that service-learning is moreeffective over four years and that the messiness inherent in helping solve real community-basedproblems enhances the positive effects  (Eyler & Giles, 1999).Astin et al. found with longitudinal data of 22,000 students that service-learning had significantpositive effects on 11 outcome measures: academic performance (GPA, writing skills, criticalthinking skills), values (commitment to activism and to promoting racial understanding), self-efficacy, leadership (leadership activities, self-rated leadership ability, interpersonal skills),choice of a service career, and plans to participate in service after college. In all measures exceptself-efficacy

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

Research Design. Research Design and Analysis Consultation, CareerWISE.Bianca L. Bernstein, Arizona State University Professor, Counseling Psychology, Women and Gender Studies Principal Investigator, CareerWISE re- search program Page 22.660.1 c American Society for Engineering Education, 2011 Exaggerating the typical and stereotyping the differences: Isolation experienced by women in STEM doctoral programsAbstractThis paper describes the initial results of a qualitative, longitudinal study designed to understandhow career and educational choices unfold for women in

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Maria M. Larrondo-Petrie, Florida Atlantic University; Martha Elicia Beltran-Martinez, Organization of American States, Office of Science, Technology, and Innovation

Tagged Divisions

Women in Engineering

Massachusetts Institute of Technology (MIT) where women make up 51% of its science undergraduates and 35% of its engineering undergraduates. For women to participate to their full potential across all science and engineering fields, they must see a career path that allows them to reach their full intellectual potential. Much remains to be done to achieve that goal.”6In 2004, the Board of the InterAcademy Council formed an Advisory Panel on Women for Science. In 2007,the study Women for Science: An Advisory Report7, funded by L’Oreal Paris, the Netherlands Ministry ofEducation, the Alfred P. Sloan Foundation and an anonymous donor, was prepared by the InterAcademyCouncil.It shows the concern is global, stating: “The low representation of women

Conference Session

Panel on Recruiting and Retaining Women and Underrepresented Minority Students

Collection

2011 ASEE Annual Conference & Exposition

Authors

Hyun Kyoung Ro, Pennsylvania State University; Rose M. Marra, University of Missouri, Columbia; Ardie D. Walser, City College of the City University of New York, Grove School of Engineering; Patrick T. Terenzini, Pennsylvania State University, University Park; Lois Calian Trautvetter, Northwestern University; Susan M. Lord, University of San Diego

Tagged Divisions

Minorities in Engineering, Women in Engineering

and research, motivation, and new and junior faculty development. She also studies gender issues in the STEM disciplines.Dr. Susan M. Lord, University of San Diego Susan M. Lord received a B.S. from Cornell University and the M.S. and Ph.D. from Stanford Univer- sity. She is currently Professor and Coordinator of Electrical Engineering at the University of San Diego. Her teaching and research interests include electronics, optoelectronics, materials science, first year engi- neering courses, feminist and liberative pedagogies, and student autonomy. Dr. Lord served as General Co-Chair of the 2006 Frontiers in Education Conference. She has been awarded NSF CAREER and ILI grants. She is currently working on a

Conference Session

Myths About Gender and Race

Collection

2011 ASEE Annual Conference & Exposition

Authors

Donna M Riley, Smith College; Alice L. Pawley, Purdue University

Tagged Divisions

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

Purdue University’s ADVANCE program, and PI on the Assessing Sustainability Knowledge project. She runs the Research in Feminist Engineering (RIFE) group, whose projects are described at the group’s website, http://feministengineering.org/. She is interested in creating new models for thinking about gender and race in the context of engineering education. She was recently awarded a CAREER grant for the project, ”Learning from Small Numbers: Using personal narratives by underrepresented undergraduate students to promote institutional change in engineering education.” Page 22.356.1

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

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

the same time, knowing whatactions and individual characteristics lead to acceptance in a graduate program and an eventualacademic career assists students in navigating their engineering careers towards academia. Inother words, a program participant who begins to be viewed by professors and peers as aresearcher, as ―graduate school bound;‖ who talks about what she will do as a professor; whogoes to academic conferences and studies for the GRE could be seen as accepting the pathwaytowards the professoriate.Individuals‘ learning pathways in a community arise from multiple factors related to thecommunity‘s routine practices and the individual‘s historically-developed dispositions andambitions.18 The local community, or the specific group of

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Anna M. Zajicek, University of Arkansas; Shauna A. Morimoto, University of Arkansas; Aparna S. Terdalkar, University of Arkansas; Valerie H. Hunt, University of Arkansas; Joseph J. Rencis, University of Arkansas; Rodica Lisnic, University of Arkansas

Tagged Divisions

Women in Engineering

explicitly targeted “recruitment” or “hiring” efforts.The initial selection of all recruitment initiatives was conducted by one of the team members, aformer graduate student, under the supervision of the first author. The final analysis ofrecruitment initiatives was conducted independently by three social science faculty. Each facultymember reviewed all initially selected recruitment initiatives and assigned them to one of thefollowing categories: Family-Friendly; Dual Career; Creating a Diverse Pool of Applicants;Training/Workshops for Search Committees; Workshops for Search Committees on Bias in theApplicant Review Processes; Networking/Collaborations; Facilitating Recruitment and CampusVisits; Mentoring; Start-up Funding; and the Development of

Conference Session

FPD V: Gender and Engineering Education: A Panel Discussion and Workshop

Collection

2011 ASEE Annual Conference & Exposition

Authors

Yevgeniya V. Zastavker, Franklin W. Olin College of Engineering; Debbie Chachra, Franklin W. Olin College of Engineering; Caitrin Lynch, Olin College of Engineering; Alisha L. Sarang-Sieminski, Franklin W. Olin College of Engineering; Lynn Andrea Stein, Franklin W. Olin College of Engineering

Tagged Divisions

First-Year Programs, Women in Engineering

faculty in 2003. Her current research interests are twofold: as well as her research in biological materials (cur- rently focused on bioderived plastics synthesized by bees), she also researches the engineering student experience, including persistence and migration, differences by gender, and the role of self-efficacy in project-based learning. In 2010, she received an NSF CAREER Award in support of her research on engineering education.Caitrin Lynch, Olin College of Engineering Caitrin Lynch is an Associate Professor of Anthropology at Franklin W. Olin College of Engineering. Her research concerns gender, work, aging, and globalization, with a focus the United States and Sri Lanka. She is the author of the book

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Suzanne Keilson, Loyola University, Maryland; Irah Modry-Caron, Loyola University, Maryland

Tagged Divisions

Women in Engineering

, progression, and eventual attainment of bachelor degrees. This paper focuses on whether or not there are significant differences between gender and racial groups across measures of academic performance, retention, and degree attainment at a four-year comprehensive university with a liberal arts focus. This was of interest because of an ongoing concern about the overall enrollments in STEM fields at Loyola University Maryland. With the exception of Biology, which is often seen as the pre-medical career path of choice, the university was seeing low enrollments especially in physics, computer science and engineering. Before outreach and marketing a Catholic comprehensive university with a strong Jesuit mission and core curriculum to prospective

Conference Session

Mini-Workshop on Bias in Faculty Searches

Collection

2011 ASEE Annual Conference & Exposition

Authors

Coleen Carrigan, University of Washington, ADVANCE Center for Institutional Change

Tagged Divisions

Women in Engineering

institution with two branchcampuses, almost 40,000 students and more than 3,000 tenure track faculty as of fall 2010.Thirty-one percent of the tenure track faculty is female and 14% is faculty of color. Theuniversity hires over 200 new faculty members per year. Diversity is considered a key priorityby the university’s Board of Regents and many initiatives are in place to aid in recruitment andretention of diverse students and faculty. In October 2001, the University of Washington was one of eight institutions to receive aNational Science Foundation ADVANCE Institutional Transformation award to advance womenfaculty careers in science, engineering, technology and mathematics (STEM). The five-yearcooperative agreement with NSF allowed UW to

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Natalie C.T. Van Tyne P.E., Colorado School of Mines; Chester J. Van Tyne, Colorado School of Mines; Kathryne Van Tyne, University of Chicago

Tagged Divisions

Women in Engineering

-efficacy is a person’s belief in their ability to do something(e.g. perform a task, or accomplish a goal).4,5 Self-efficacy has been linked to positive outcomesin the pursuit of careers in fields that are traditionally less populated by women than by men. Astudent’s belief in their ability to succeed in a field such as engineering is a major factor in theprobability of their success, because it has been demonstrated that students need to possess thewill, as well as the skills, to succeed in engineering.6Self-efficacy in engineering courses has been measured in several ways by using all-female ormixed-gender groups.4,6,7 Chemers et al.8 present evidence to support a theoretical model of thedirect and indirect effects of self-efficacy and optimism