Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Susanna Maria Bairoh, Academic Engineers & Architects in Finland TEK; Johanna Naukkarinen, Lappeenranta-Lahti University of Technology LUT

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Diversity

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Women in Engineering Division (WIED)

differences in age-based discrimination at Finnish technology workplacesIntroductionMany engineering/technology workplaces are (still) characterized by masculine cultures,connected to various forms of discrimination (e.g., [1]). Discrimination has been suggested asone explanation for the persistent gender gap in engineering/technology [1], [2]. A recentmeta-reanalysis of audit experiments [3] finds that women are discriminated against in hiringto relatively better paying male-dominated occupations, while women applicants are favoredin the (relatively lower paying) occupations dominated by women. The authors conclude thatgender-based employment discrimination thus preserves the status quo of gender distributionsand

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Lily Skau, Austin Peay State University; Emmabeth Parrish Vaughn, Austin Peay State University; Bobette Bouton; Steven Blake Warth, Austin Peay State University

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Diversity

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Women in Engineering Division (WIED)

education a more socially just and safe space for all and uses writing, speaking, and research to address each of these important aspects of her academic career.Steven Blake Warth, Austin Peay State University ©American Society for Engineering Education, 2025 Retrospective Insights in Choosing a Career in Engineering Abstract Women have historically been underrepresented in science, technology, engineering, and mathematics (STEM) fields [1]. The gender gap in participation in engineering remains especially large, and the cause of this gap is the question of many researchers [2],[3],[4]. Research teams have found that perceptions of the

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Andrea Ramirez-Salgado, University of Florida; Pavlo Antonenko; Swarup Bhunia; Christine Wusylko, University of Florida; Woorin Hwang, University of Florida; Yessy Eka Ambarwati, University of Florida

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Diversity

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Women in Engineering Division (WIED)

change, it is clear that we need to develop a deeper understanding of the experiences andsupport systems that enable women to thrive in CE.This study sought to address the ongoing gender gap in CE by examining the essence of the livedexperiences of four women during their first year in a CE program, with a focus on the sourcesof their self-efficacy. Self-efficacy is an essential construct in understanding women’s success inCE, as it directly affects their motivation, resilience, and performance. Drawing from Bandura’stheory [1], self-efficacy is shaped by four main sources: a) mastery experiences that buildconfidence through achievements, b) vicarious experiences that strengthen confidence byobserving others' success, c) social persuasion, such

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Elodie Billionniere, Miami Dade College; Lawrence Eric Meyer Jr, Miami Dade College; Yangting Wang, Independent Evaluation Consultant; Eduardo Medina, Independent Evaluation Data Analyst; Jeremiah Pina, Independent Evaluation Consultant

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Diversity

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Women in Engineering Division (WIED)

, with potential for broaderapplication across institutions.IntroductionComputing and technology occupations are predicted to rise by 7.3% in the next decade,outpacing the national average grow rate of 4.8% [1]. Along with a skilled workforce, theindustry needs to maintain a diverse workforce reflecting the community. Currently only 25.8%of computer and mathematical occupations employees are women. Among those, only 23.1% areAsian, 8.7% are Black/African American, and 7.8% are Hispanic/Latinx [2].Black women alone comprise 7% of the U.S. population [3] and yet make up only 0.5% ofcomputer science degrees awarded [4] and just 3% of computing professionals [5]. Black womenalso face specific barriers from just being black and a woman. [6], [7], [8

Conference Session

First-Year and Experiential Learning for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jiahui Song, Wentworth Institute of Technology; Gloria Guohua Ma, Wentworth Institute of Technology; Federica Aveta; Douglas Eric Dow, Wentworth Institute of Technology; Mary Machado; Xiu Zhai, Wentworth Institute of Technology

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Diversity

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Women in Engineering Division (WIED)

skills [1]. The US government initiated the “Educate toInnovate” program to increase student participation in all STEM-related activities. The long-termobjective of these activities is to encourage more young women to choose an education in STEMin the future [2].Attracting more female students into the STEM fields is a challenge. Statistics show that there isa big gender gap in the STEM fields in workplaces. It has been found that the women make up46% of the workforce, but women have only 24% of jobs in STEM fields [3]. More women inSTEM careers have at least two primary benefits. First, STEM careers typically have higher salary,benefits, and career stability in the workforce [14]. Secondly, a more diverse workforce in STEMjobs will lead to more

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Melissa Renee Casner, Purdue University at West Lafayette (PPI); Nancy L Lollar, Purdue University University at West Lafayette (PPI)

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Diversity

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Women in Engineering Division (WIED)

Columbus, Indiana casnerm@purdue.edu nlollar@purdue.eduAbstract—As engineering technology educators at Purdue Polytechnic Institute inColumbus, we are reinventing recruitment events to attract local high school students andindustry partners, with a special emphasis on increasing attendance by women. Whiletraditional events have their place, today's students expect individualized approachesamidst a plethora of in-person, hybrid, and online post-secondary delivery options. Thispaper explores nontraditional and specialized recruitment strategies, differentiating themfrom common events. Additionally, we will highlight insights from the 2024 State of HigherEducation report discussed at a recent webinar. [1]Higher

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Juliette Sweeney, University of Toronto

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Diversity

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Women in Engineering Division (WIED)

frame results. Suchman’s model of institutionallegitimacy, which holds that institutions strive to maintain three types of legitimacy: cognitive,moral, and pragmatic, to justify their existence and support their reputation, was used to examineorganizational actions and culture. Bourdieu's concept of habitus was used to investigateparticipants' sense of belonging in GEPs. Recommendations included increasing the visibility ofsenior leadership on EDI initiatives and addressing the existence of internal systemic problems.IntroductionMany professional schools in Canada began to graduate equal numbers of men and women in the1990s, such as medicine [1], dentistry [2], and veterinarian [3] schools. However, the number ofwomen graduating from GEPs in

Conference Session

Women in Engineering Division (WIED) Poster Session

Collection

2025 ASEE Annual Conference & Exposition

Authors

Gloria Appiah Nsiah, Arizona State University

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Diversity

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Women in Engineering Division (WIED)

educators on innovative pedagogical strategies andcurriculum developments aimed at fostering better academic integration and career equitabilityand inspiring a more diverse and resilient workforce globally.INTRODUCTIONCollege-level engineering programs in Ghana have existed since 1952 when the first college forscience education was established [1]. The availability of engineering programs and the pursuitof engineering in terms of staffing, quality of education, and educational reforms is on a moredeveloped scale than in several other African countries [2], with thousands of students from otherparts of the continent studying engineering programs in Ghana [3]. However, there remains thechallenge of under-representation of females as in other parts of

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jessica Baldis, University of California, San Diego; Alex M. Phan, University of California, San Diego; Jaclyn Duerr, California Polytechnic State University, San Luis Obispo

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Diversity

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Women in Engineering Division (WIED)

prolific student-centered resource hub at the Jacobs School that serves as a model for student success units across the country.Ms. Jaclyn Duerr, California Polytechnic State University, San Luis Obispo ©American Society for Engineering Education, 2025 Aligning Student Interest with Program Design in Engineering Education1. Introduction and BackgroundWhile women are making gains in some STEM fields, they continue to lag behind inengineering, where only 16% of engineers in the college-educated STEM workforce are women.In comparison, 61% of social scientists are women [1]. For women who chose to pursue anengineering degree, it can be a highly rewarding but also

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Mollie Petersen, University of Nebraska - Lincoln; Emily Fitzpatrick, University of Nebraska-Lincoln; Jessica Deters, University of Nebraska - Lincoln

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Diversity

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Women in Engineering Division (WIED)

, and ethos behind the structure. Lastly, this paper presents preliminary datafrom the first year of SWME, including both quantitative attendance and retention counts andqualitative focus group data. The authors intend for this paper to enable others at differentuniversities to create their own chapters of SWME and to spark conversation about the need fordiscipline-specific organizations to support women in engineering within universities.IntroductionIn recent years, the need to recruit and retain more women in engineering has becomeincreasingly apparent [1]. Women bring diverse perspectives and innovative solutions to the fieldthat are essential for advancing engineering as a whole [1]. Despite this need, specificdisciplines, such as

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Laura Bottomley, North Carolina State University at Raleigh; Leah Granger, North Carolina State University at Raleigh

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Diversity

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Women in Engineering Division (WIED)

the STEM pipeline as the programs defined as STEM at colleges anduniversities do not always align with occupations classified as STEM in national databases.These inconsistencies add difficulty in tracking the retention of STEM graduates in STEMcareers, and consequently, hinders studies on the challenges and barriers faced byunderrepresented populations throughout their educational and professional careers.Examination of the literatureThe literature reveals some scattered efforts to look at data through different lenses. Byrd, et al.[1] in 2013 looked at national data in the Integrated Postsecondary Education Data System(IPEDS) dataset. They argued that forcing non-US students into a group category ignored theirrace/ethnicity, which might

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Abiola Olayinka Ajala, Morgan State University; Blessing Isoyiza ADEIKA, Morgan State University; Opeyemi Taiwo Adeniran, Morgan State University; Raymond Deji Olamijulo, Morgan State University; Sarah Halleluyah Adeyemi, Morgan State University; Blessing Omomola, Morgan State University; Ayobami Christianah Dunmoye, Morgan State University; Pelumi Olaitan Abiodun, Morgan State University; Oludare Adegbola Owolabi P.E., Morgan State University

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Diversity

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Women in Engineering Division (WIED)

education and leadership opportunities for marginalized communities,empowering underrepresented groups to break barriers and drive progress [1], [2]. For women inengineering at HBCUs, this mission holds profound personal and professional implications. Thesewomen navigate a dual identity - pioneering as trailblazers in engineering while contending withsystemic challenges tied to gender and cultural identity in predominantly male-dominated spaces.This study investigates the motivations, challenges, and future aspirations of self-identified womenin engineering at one of the nation’s oldest HBCUs. By examining their lived experiences, thisresearch seeks to uncover the factors driving their pursuit of engineering, the hurdles they face,and the ambitions

Conference Session

Messaging, Motivations and Supports for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Sandra Laursen, University of Colorado Boulder; Ann E. Austin, Michigan State University; Kris De Welde, College of Charleston; Diana Ribas Rodrigues Roque, University of Colorado Boulder

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Diversity

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Women in Engineering Division (WIED)

inclusion for faculty and students in STEM fields.Prof. Ann E. Austin, Michigan State UniversityKris De Welde, College of CharlestonDiana Ribas Rodrigues Roque, University of Colorado Boulder ©American Society for Engineering Education, 2025 Knitting the knitters: Building and sustaining leadership teams for equity-oriented institutional change Sandra Laursen, Ann E. Austin, Kris De Welde, & Diana RoqueIn recent decades, there has been increasing interest in systems change as a means to accomplishimportant improvements in the quality, inclusiveness, and equity of outcomes in science andengineering higher education [1]-[3]. This emphasis on systems change

Conference Session

Informal Education and Outreach Programs for Women Engineering Students

Collection

2025 ASEE Annual Conference & Exposition

Authors

Bahareh Goodarzi, Concordia University; Navid Sharifi, Concordia University; Sara Jameel, Concordia University; Anjali Agarwal, Concordia University

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Diversity

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Women in Engineering Division (WIED)

%. Similarly,in the United States, women made up only 27% of the STEM workforce [1]. This disparityhighlights the urgency of fostering early interest and sustained engagement in STEM among younggirls, particularly through initiatives that emphasize hands-on learning and mentorshipopportunities. Moreover, women are vastly underrepresented specifically in engineering andcomputer science sectors. Percentage of newly licensed professional engineers who are women is20.2% nationally in Canada in 2023 [2]. The 30 by 30 initiative, conceived by the Association ofProfessional Engineers and Geoscientists of Alberta and adopted by Engineers Canada in 2010,aims to increase the number of women engineers in the workforce to 30% by 2030 [3]. Specialefforts are to be

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Bill Williams, TUDublin, Ireland; Shannon Chance, University College London

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

, especially in areas like engineering and technology. Education had beendenied to most citizens for decades; data from the 1950s show that, at that time, around42% of the Portuguese population was illiterate (the percentage among women was evenhigher), and only 0.04% of the Portuguese population had completed a university degree[1].A broadening of access to higher education has occurred over the past 50 years, fueledby the creation of new universities and a complementary network of polytechnicinstitutes dispersed across the country, particularly in rural areas. By 2020, 33% ofwomen in Portugal had post-secondary/higher education degrees, compared to 28% ofmen.Although more young women than men have entered higher education in Portugal since1990 [2

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Jennifer Glenn, School of Industrial Engineering and Management, Oklahoma State University; Lenna Abouzahr, Oklahoma State University

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Diversity

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Women in Engineering Division (WIED)

and the Role of Student OrganizationsAbstractThe key factors that motivate young women to pursue engineering careers should be recognizedand integrated across the educational system, from K-12 through graduate-level programs.Focusing on motivating factors highlights a fundamental shift from focusing on the obstacles thatyoung women face to emphasizing the positive influences that foster interest and confidence inchoosing to study engineering and enter engineering career fields. Current research in this areahighlights seven specific factors which are positive influences that can be developed throughinformal learning experiences, such as clubs or enrichment activities. Research shows that youngwomen who choose and stay in engineering [1, 2

Conference Session

Systemic and Policy Issues affecting Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Angela R Bielefeldt, University of Colorado Boulder

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Diversity

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Women in Engineering Division (WIED)

andenvironment that is respectful, rejects exploitation, exposes ‘hidden truths’, fosters collaborationrather than competition, and advocates for others.IntroductionWhile conducting interviews associated with a larger study, the stories shared by many of thewomen scholars in STEM fields were very troubling. In deference to their courage in sharingtheir experiences and in some cases facing re-traumatization, it is important to amplify theirvoices. Like other researchers, we felt a “stewardship responsibility … that respects… the storiesthe participants entrusted to us” [1, p. 1].The negative experiences of women in academia have been extensively documented. The 2018National Academies report on sexual harassment noted, “women are often bullied or harassed

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

hongyan miao, Union College; Elsie Mae Lewin Paxton, Union College; Jaqueline Nicole Anderson, Union College; Maia Chapin, Union College; Leza Sorn, Union College

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Diversity

Tagged Divisions

Women in Engineering Division (WIED)

diversity, innovation, and the long-term sustainability of STEM fields. Despitegradual progress, mechanical engineering continues to be one of the most male-dominateddisciplines, with women comprising only 8.8% of professionals in the field [1]. This genderdisparity begins early in the educational pipeline, where women account for just 18% of first-year engineering students in the United States, despite demonstrating comparable orsuperior performance in mathematics and science compared to their male peers [2].Two primary factors influence female participation in engineering: recruitment andretention. Recruitment challenges stem from societal stereotypes, limited early exposure toengineering careers, and fewer opportunities for hands-on STEM

Conference Session

Programmatic Design and Resiliency Among Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Hilda Cecilia Contreras Aguirre, New Mexico State University; Ginger Scarbrough, WERC Environmental Design Contest, New Mexico State University

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Diversity

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Women in Engineering Division (WIED)

further developed their teamwork and leadership skills. Lastly, the multiple benefits thatengineering students reported on leadership development by participating in these types ofprojects could help change the current engineering curricula, benefiting students in their role asfuture professionals.Background The first hint of an engineering contest dates to the 19th century when the Army Corps ofEngineers improved inland river navigation by considering suggestions from the public [1].Later, in 1932, the Accreditation Board of Engineering and Technology (ABET) was created tooversee the education, accreditation, regulation, and professional development of engineeringprofessionals and students in the United States [2]. With the creation of

Conference Session

Women in Engineering Division (WIED) Poster Session

Collection

2025 ASEE Annual Conference & Exposition

Authors

Abas Sabouni, Wilkes University; Mahsa Khamechi, Wilkes University

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Diversity

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Women in Engineering Division (WIED)

. Thefindings suggest that such targeted early interventions can positively shape engineeringidentity and motivation. While further longitudinal study is needed to assess long-termimpact, the short-term results provide valuable insights for inclusive engineering educationpractices.I. IntroductionEngineering plays a vital role in addressing real-world challenges; however, a significantgender imbalance persists in the field, particularly in disciplines such as electricalengineering. Nationally, women constitute only 15.5% of electrical engineering graduates, astark contrast to their representation in environmental (57.8%) and biomedical engineering(51.5%) programs [1][2]. Despite ongoing diversity initiatives, engineering remains one ofthe most gender

Conference Session

Engagement and Participation for Women Engineers

Collection

2025 ASEE Annual Conference & Exposition

Authors

Dustyn Roberts, University of Pennsylvania; Jessa Lingel, University of Pennsylvania

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Diversity

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Women in Engineering Division (WIED)

and tenure track (TT) and non-tenure track (NTT) positions. The number ofadjunct faculty in the United States has significantly increased in recent decades - the increasehas even led to coining the term "adjunctification" as a descriptor of the growing reliance onNTT faculty [1]. In 2021, two-thirds of all faculty members at U.S. universities held contingentappointments, a stark contrast to fewer than half in 1987 [2]. This trend has led to a decline inTT positions, with 24% of faculty members holding such positions in 2021, down from 39% in1987.The growing dependence on NTT faculty has not resulted in corresponding levels ofcompensation or institutional support. Research through the Harvard Collaborative onAcademic Careers in Higher

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Gail Baura, Loyola University Chicago; Matthew J Miller, Loyola University Chicago; Leanne Kallemeyn, Loyola University Chicago; Andrea Hércules, Loyola University Chicago; Erika Esmeralda de la Riva, Loyola University Chicago

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Diversity

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Women in Engineering Division (WIED)

BSengineering graduates for future national economic growth [1-7]. Obvious methods foraddressing this issue are increasing engineering persistence [2] and increasing the participationof underrepresented populations that enter the engineering student pathway [6-8]. Although theannual number of total BS engineering graduates did increase over the last two decades, from66,852 in 2002 to 139,482 in 2022 [9], an increase of 209%, this increase was primarily fueledby the expansion of existing programs and the creation of new programs [10]. Thus, there is anopportunity to solve the engineering pathway issue by recruiting and retaining women.Unfortunately, the push to increase BS engineering graduates over the last two decades hasmarginally affected the

Conference Session

Persistence, Outcomes and Barriers for Women in Engineering

Collection

2025 ASEE Annual Conference & Exposition

Authors

Margaret B. Bailey Ph.D., P.E., Rochester Institute of Technology (COE); Carol Elizabeth Marchetti, Rochester Institute of Technology (COE); Jessica C Bennett, Association of Public and Land-grant Universities; Iris V. Rivero Ph.D., University of Florida; Gloria L. Blackwell, American Association of University Women (AAUW)

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Diversity

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Women in Engineering Division (WIED)

develop theuniversity’s first list of benchmark institutions for salary comparison [1, Appendix C]. RIT’sNSF ADVANCE IT-Catalyst project (081107, 2008-2011) was a key motivator to furtherprogress. After a 2008 internal climate survey [2] revealed significant differences in perceptionregarding salary equity by gender, RIT Human Resources (HR) and Institutional Research (IR)launched annual salary equity studies for faculty. After controlling variables such as department,degree earned, years in rank, and terminal degree, gender-based gaps in average salary werefound at each faculty rank [3], [4]. Similarly, the American Association of University Professorsreports lower salaries for women at every faculty rank, a finding that is persistent over time