Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Kelsey Morgan Irvin, Washington University in St. Louis; Elizabeth Hiteshue, University of Pennsylvania; Mary Yvonne Lanzerotti, Air Force Institute of Technology; Michael Geselowitz, Stevens Institute of Technology

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

finalized. The questions were personalized for each interviewee andreviewed by the IEEE Historian. Following changes, the participating students sent the oralhistory questions to the interviewee prior to the interview.A standard set of interview components included the following sections: Introduction, EarlyLife/Education, Career, Awards/Honors, Gender-Related Questions, Reflection/Advice, andConclusion. Table I (shown on the next page) shows the structure of a typical oral historyinterview. Excluding an introduction and conclusion, the five general sections covered in theinterview are Early Life/Education, Career, Awards/Honors, Gender, and Reflection/Advice.Questions are personalized for each interviewee. Questions in the Early Life/Education

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Deborah Ilana Karpman, University of California San Diego

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Women in Engineering

programs, etc.) haveimpacted the success of these women, it was important to have distinct research sites so that Icould examine the effects of various policies and procedures on the careers of the researchparticipants within the context of each institution’s programs and policies.Population and Sample I interviewed women faculty who have their primary appointment in the engineeringschool each campus (since some faculty have dual appointments). The objective for each site  was to interview at least fifty percent of the faculty so that my sample would reflect the variedexperience of tenured women faculty at each site. Table 1-1 describes the population and sampleat each research site and Table 1-2 provides employment and demographic

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

for our programming efforts. First, we modeled the long-term effect ofour programming efforts on the percentage of females in the incoming residency class assumingthat we maintain our current level of programming indefinitely. We then adjusted selectparameters in the model to reflect “worst-case” assumptions for recruiting and retention inorthopaedic residency (see Table 2). This analysis is particularly important because our currentprogram evaluation data – on which the model parameters are based – reflect intermediaterecruitment and retention outcomes, e.g., intention to pursue orthopaedic surgery for high schoolparticipants rather than actual matriculation rates into residency. Our worst-case assumptionswere as follows: (1) 10% 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

collected in the form of an online survey (via Qualtrics), a version of which was firstdeveloped and implemented by Casto et al.11. The survey used for this study consisted ofquestion topics ranging from identity and personality to authenticity and persistence. The BigFive Personality model was the main framework used to measure personality. More specifically,students were asked to reflect on their personality during two different contexts or situations -“non-academic settings” and “engineering academic settings”.The adjective checklist approach was used in the development of the survey, previouslygenerated and used by Casto et al., Table 111. This approach uses personality traits, words, orphrases for self-description and is stated to be simple

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

together resulted in acollaborative solution, and only two meetings were required. It is important that all stakeholdersare represented for this process to be successful.ACKNOWLEDGEMENTSThis material is based upon work supported by the National Science Foundation under Grants0811076 and #1209115. The researchers wish to express their gratitude for the support of thisproject. Any opinions, findings, and conclusions or recommendations expressed in this materialare those of the authors and do not necessarily reflect the views of the National ScienceFoundation.REFERENCES[1] Margaret Bailey, S. B., Elizabeth DeBartolo, Carol Marchetti, Sharon Mason, Jacqueline Mozrall, Maureen Valentine (2012). “EFFORT - Establishing the Foundation for Future

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

to empower the students and to provide skills to navigate theirexperiences in an engineering workforce. Peer coaching is introduced and implemented throughexamples, training on key coaching skills, and five opportunities for the students to practice theseskills with one another.Mixed methods design is employed to identify emerging themes which can form the basis offuture theories and research as well as to assess the effectiveness of integrating peer coachinginto the classroom. Data analysis includes reflective journals from the perspective of servingboth as the coach and coachee, pre- and post-course surveys, as well as weekly post-classsurveys. While qualitative analysis aids in identifying theoretical frameworks for future studies,results

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

implementationactivities.Dialogues was grounded in an institutional strategic planning process and occurred as part of arange of gender equity activities implemented during an NSF funded ADVANCE project. TheADVANCE program provides significant funding to institutional change efforts that recruit,retain and promote women faculty in science, technology, engineering and math fields. TheDialogues process consisted of a series of sessions (ranging from three to eight) that engageddepartmental faculty in a total of eight hours of facilitated reflection activities and discussionsabout implementing the university’s strategic plan to meet the vision of the respectivedepartment. At each meeting, facilitators guided faculty through a series of activities aimed atdefining the

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

make meaning of thetraining, reflecting on how it impacted them personally, as well as on how it could impact theirpeers in the College. The meaning-making stage allowed cohort members to understand theapplicability of social justice work in STEM fields and the roles they play in creating systemicchange. Throughout the semester, AWE members attended training sessions on presentationskills, including how to manage an audience, how to speak in front of large groups, and how tofacilitate sensitive discussions. They also worked on building cohesiveness as a group as theystarted to examine possible locations and audiences for outreach in the university community.The time spent on AWE-related activities by cohort members ranged from one to five

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

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

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

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

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Elizabeth Dell, Rochester Institute of Technology (COE); Margaret B. Bailey P.E., Rochester Institute of Technology (COE); Maureen S. Valentine, Rochester Institute of Technology (CAST); Sharon Patricia Mason, Rochester Institute of Technology; Carol Elizabeth Marchetti, Rochester Institute of Technology (COS); DeLois Kijana Crawford, Rochester Institute of Technology; Wendy A. Dannels, Rochester Institute of Technology (NTID)

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

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

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Omoju Miller, UC Berkeley

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

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

Conference Session

Listening and Negotiation

Collection

2016 ASEE Annual Conference & Exposition

Authors

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

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

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

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

Conference Session

Women in Engineering Division Technical Session - 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

374*Numbers in demographic table reflect surveys with complete demographic data for 752 respondents. Thereare missing demographics for 54 respondents and they were excluded from the comparison analyses.MeasuresWe included the following measures in our survey instrument:Intrinsic motivation/excitement about major/career. To measure excitement and intrinsicinterest in the subject matter and major we asked students to rate the importance of the followingfour items in their choice of a major on a 7 point Likert scale: 1) Doing something that I aminterested in; 2) It is fun being able to discuss difficult technological matters. 3) I am interestedin the methods, theories and insights of the discipline; 4) I am interested in the subject

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

to 5-pt Likert Scale. Whiskers represent ±1 standard deviation.Table 1: College majors for program alumnae and controls for both high school (intended major)and college (actual major). Students were permitted multiple responses to reflect dual majors andinterdisciplinary areas of study. Choice of college major was compared between alumnae andcontrols using chi-square test for independence (df=1, N=627 for high school, N=324 forcollege). High School CollegeCollge Major Program Control p value Program Control p valuePhysics, Chemistry, Math 29.4% 30.8% 0.68 7.3% 8.3% 0.86Biology or Biosciences 80.8

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

is that the individual feels isolated and is able to identify potential sources of those feelings.• Mysterious Pathways: covers feelings of being stalled, stuck, or unable to move forward in a career. Originally classified as a result of not knowing the pathways to promotion or advancement, this category was expanded slightly to also reflect those career pathways that are stagnant or stalled for both men and women.• Diving Catch: refers to a tendency of some workplaces to put those who are risk averse at a disadvantage. In a diving catch work environment, the individual who feels less comfortable with risk feels more at a disadvantage with regard to advancement or performance because he or she is penalized by not

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

members.Upon review several modifications to the website were communicated to the HR specialist, whoalso acted as liaison between any and all constituents. A major modification reflected howmedium-to-large institutions receive and process applications. Through various communicationand performance difficulties on the part of the webmaster required that, the HR specialistworked closely with the webmaster over the next18 months in order for a majority of therequested changes to be implemented. Unfortunately, these changes were not completed tospecification or functioning.To address these technical limitations and frustrations, a local technology group was hired toexamine and to correct the architecture and functioning of the website. After six months

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

more relevant to societal needs.It is not just about gender equity — it is about doing better engineering for us all.”References [1] National Society of Professional Engineers. http://www.nspe.org/resources/ethics/code-ethics/engineers-creed, 1954. [2] IEEE. IEEE Mission Statement. http://www.ieee.org/about/vision mission.html. [3] James A. Stieb. Understanding Engineering Professionalism: A Reflection on the Rights of Engineers. Science and Engineering Ethics, 17(1):149–169, 2011. [4] A. Kirn and L. Benson. Quantitative assessment of student motivation to characterize difference between engineering majors. Frontiers in Education Conference, 2013. [5] M. F. Fox, G. Sonnert, and I. Nikiforova. Programs for Undergraduate Women in

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

requirements.ConclusionIn conclusion, public educational institutions are responsible for educating students in a safe andeffective environment. Across the US, the number of female students engaging in PLTW doesnot reflect the population as a whole. Therefore, women will continue to be underrepresented inthese programs unless measures are taken. Offering all-female PLTW cohorts have proven theirsuccess to attract and retain more female students. Though the evidence is clear, all-femalePLTW cohorts are slow to be adopted. There is a fear that single-sex education in a mixedsetting gives preferential treatment and an unfair advantage to some students. However, withoutthese interventions, the representation of women in PLTW and engineering programs willincrease

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

approximately 50 students spread across two classes, grade 12advanced placement physics at an elite private school with close affiliations to a local university.The response rate was over 50%, with a respondent sample of 27 students. There was anunderrepresentation of female students in the population, approximately 20%, but over 50% ofthe respondents in the sample were female (14 female and 13 male respondents). This was idealfor studying gendered perceptions, but in itself may reflect some gendered perceptions of theimportance of this area of research. If male students were not inclined to take the survey asseriously as female students, that could affect their answers. This was indicated in at least acouple of the responses. One male student with low

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

pursue engineering. Figure 4 details the responses students provided. Somestudents selected multiple categories, and Figure 4 depicts the percentage each category wasselected by 37 participants. Here, it is again clear that altruistic tendencies are a majorcontributing factor to the female students’ desire to pursue engineering, in agreement withprevious literature. It also appears that students’ interests played a major role in their decision topursue engineering. This finding may reflect students’ desire to choose careers that arepersonally meaningful, which has also been demonstrated in literature as a relevant factor infemale students’ career decisions.14 Figure 4: Percentage of participants’ motivation to become

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