ASEE PEER - Search Results

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PRESENTATION: Transforming Engineering Culture to Advance Inclusion and Diversity (TECAID) Project

Conference Session: Faculty Track - Technical Session III
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Gretalyn (Gretal) Leibnitz, Women in Engineering ProActive Network (WEPAN)
Tagged Topics: Faculty

Mean for YOUR Work? • Teams & Time • Education & Engagement • Community & Commitment • Assessment & Awareness • Individual & Inimitable • Desire & DevelopmentResources: Toolkit &Worksheet Resources:TECAID Model & Graphic Resources: Case Studies Working as a team on DEI Issues Gathering strategic information for planning DEI change Effectively navigating conflict while engaging in DEI change efforts Think-Pair-Share: What’s Your Motivation?• Why does having a diverse, equitable, and inclusive engineering department culture matter to you? Discussion: Ground Work• Where are you already gaining ground in your desire to create DEI-related change? (can

Relevance Score: 0.030829445

Transitioning from WISE to WISER–Life After an NSF ADVANCE Grant

Conference Session: Track: Faculty - Technical Session 5
Collection: 2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity
Authors: Leanne DeVreugd, Oakland University; Laila Guessous, Oakland University; Julie Walters, Oakland University; Bradley John Roth; Sanela Martic
Tagged Topics: Diversity, Faculty

planning based on the analysis. The second prong focused onrecruitment and hiring practices at OU with training for all search and departmentchairs, implicit bias training for Deans, and the dissemination of family-friendlyinformation. The third prong of the project involved faculty retention and professionaldevelopment initiatives including new faculty orientation, a mentoring program, andprofessional development workshops. The fourth and final prong of the proposalincluded initiatives surrounding dissemination, especially to the region’s 4-year and 2-year institutions.The WISE@OU program was housed with the Dean’s office of College of Arts andSciences, and worked closely with the School of Engineering and Computer Science.In 2016, after a no

Relevance Score: 0.019498253

Advancing the College of Engineering Strategic Goal of Becoming a National Model of Inclusivity and Collaboration

Conference Session: Faculty Track - Technical Session I
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Michelle Kay Bothwell, Oregon State University; Padma Akkaraju, Oregon State University; Joseph McGuire, Oregon State University; Thuy T. Tran, Oregon State University; Andrea Zigler, Oregon State University
Tagged Topics: Diversity, Faculty

assembled in AY17 and empowered to work with collegeleadership to envision, develop, and resource infrastructure and communication needs to engageall college employees in our culture change process. The work of the Change Team has emergedas essential to advancing our goals in relation to community. We will discuss inception andevolution of the Change Team, profile five projects launched in AY18, and summarize some ofthe challenges that still remain.BackgroundThe efforts described in this paper are enabled to a great extent by the broader university-levelcontext. The most important initiatives supporting work within the College of Engineering(COE) are highlighted below. We also provide a brief overview of the college’s strategic plan,which for the

Relevance Score: 0.01791029

Improving Institutional Commitment for the Success of Academic Women of Color Through Focused Conferences

Conference Session: Faculty Track - Technical Session II
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Nicole N. Aljoe, Northeastern University; Stacy Blake-Beard, Simmons College; Michele C. Deramo, Virginia Tech; Barbara J. Guthrie, Northeastern University; Kathleen Kenney, Northeastern University; Carol B. Muller, Stanford University; Jan Rinehart, Northeastern University; Rania Sanford, Stanford University; Shawna Vican, University of Delaware
Tagged Topics: Faculty

, building coalitions, and fosteringwell-being. Approximately 300 women attended the first conference, with participant numbersgrowing incrementally each year.In 2016 Dr. Menah Pratt Clarke, one of the founders of the FWCA conference, assumed theposition of Vice President for Strategic Affairs and Vice Provost for Inclusion and Diversity atVirginia Tech. With her move, the FWCA conference transitioned to Virginia Tech inBlacksburg, Virginia. The sixth annual FWCA Conference is planned for April 5-6, 2018.Conference highlights include keynote speakers Maria Hinojosa, Senior Correspondent for theEmmy Award-winning broadcast news magazine NOW on PBS. Hinojosa is also the anchor andmanaging editor of NPR's "Latino USA," and Brittney Cooper, Associate

Relevance Score: 0.017659783

Diversity and Inclusion and Research Partnership Development: Can Seed Investments Really Help Promote Trans-institutional Collaborations?

Conference Session: Track: Faculty - Technical Session 4
Collection: 2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity
Authors: Yousef Jalali, Virginia Tech; Christine Tysor, Virginia Tech; Vinod K. Lohani, Virginia Tech; Christian Matheis, Guilford College
Tagged Topics: Diversity, Faculty

programs offered. The research instituteinitiated a Diversity and Inclusion Seed Investment funding program. Starting in fiscal year2017, $203,480 was invested in 20 faculty to assist them with establishing and solidifyingHBCU-MSI partnerships. Feedback has been continually collected to improve the program, nowin its third year. In this paper, we first describe the original intent of the funding opportunity,how the opportunity has changed since its inception and how impactful this investment modelhas been. Preliminary findings will be presented, major criteria for funding will be explained,and outcome measures will be explored to assess the effectiveness of the program. Lastly, wepresent our plan for a more comprehensive assessment strategy, which

Relevance Score: 0.015103282

PEER: Professional Development Experiences for Education Researchers

Conference Session: Faculty Track - Technical Session IV
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Scott Franklin, Rochester Institute of Technology; Eleanor C. Sayre, Kansas State University; Mary Bridget Kustusch, DePaul University
Tagged Topics: Faculty

should be responsive to the needs of the participants andthat this responsiveness should be reflected in both the preparation and enactment. Thus, we workwith participants and local organizers to understand and anticipate needs ahead of each fieldschool to plan a schedule and topics that would be most appropriate for each environment andgroup. Then, during each field school, we make space for discussions and topics that reflect theemerging needs of participants as they engage with the research.Second, not only do we believe that our field school should be responsive, but that research itselfis and should be responsive. We address this fluid and generative nature of research by framingresearch as “play”: an enjoyable process by which we generate

Relevance Score: 0.01462369

Collaborating with Faculty on Broader Impacts Portions of the NSF Grant Proposal Process Regarding K-12 Outreach

Conference Session: Track: Faculty - Technical Session 2
Collection: 2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity
Authors: Christine Newman, Johns Hopkins University
Tagged Topics: Diversity, Faculty

and salary for non‐administrative functions of center staff (training mentors or conducting evaluations for example). Our center manages compliance with our child safety policy including child safety training and fingerprinting and background checks. Our center coordinates outreach scheduling based on both K‐12 and lab schedules. We check‐in annually with the PI, or more frequently depending on the outreach plan and budget, if the outreach is not going as planned, or we are not seeing expenses against the internal accounts as expected. Program evaluation—we’ll conduct pre and post surveys or other evaluation methods as planned in proposal and share with faculty for their annual NSF reports

Relevance Score: 0.013349541

Empowering Faculty and Administrators to Reimagine a Socially Just Institution through Use of Critical Pedagogies

Conference Session: Faculty Track - Technical Session III
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Michelle Kay Bothwell, Oregon State University; Kali Furman, Oregon State University; Qwo-Li Driskill, Oregon State University; Rebecca L. Warner, Oregon State University; Susan M. Shaw, Oregon State University; H. Tuba Ozkan-Haller, Oregon State University
Tagged Topics: Faculty

transformation, participants completethe seminar with an Action Plan that applies their new knowledge to practices within their sphereof influence. The OREGON STATE ADVANCE leadership team follows up with participantsthrough quarterly all-cohort gatherings, and connects individuals across colleges who proposesimilar actions.The power of the seminar for institutional transformation comes in large part from its“sensemaking” of personal experiences of discrimination within institutions. Literature ongeneral institutional transformation suggests that sensemaking is an important factor insuccessful transformation. Researchers have found a number of effective strategies forinstitutional change in higher education: solid administrative leadership

Relevance Score: 0.012235057

Recruiting a Critically Diverse and Inclusively Excellent Faculty through STRIDE Peer Education

Conference Session: Faculty Track - Technical Session IV
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Autumn Marie Reed, University of Maryland, Baltimore County; Nilanjan Banerjee, University of Maryland, Baltimore County; Elsa D. Garcin, University of Maryland, Baltimore County; Wayne G. Lutters, University of Maryland, Baltimore County; Susan McDonough, University of Maryland, Baltimore County; Christopher Murphy, University of Maryland, Baltimore County; Kevin Erling Omland, University of Maryland, Baltimore County
Tagged Topics: Faculty

underrepresentedbackgrounds for the STEM workforce. Like most institutions, however, we struggle to recruit amore diverse faculty, especially those from underrepresented minority (URM) groups. Indeed, asof fall 2017, Black faculty represent only 7%, and Hispanic faculty only 5%, of our tenure-trackfaculty, while our student body is 17% Black and 7% Hispanic. We have made significantprogress, however, in promoting gender diversity in STEM. In 2003, we received a $3.2-millionNational Science Foundation (NSF) ADVANCE Institutional Transformation (IT) grant torecruit, retain, and advance women tenure-track faculty in STEM. Under our ADVANCEprogram, we developed and implemented such policy and programmatic initiatives as acomprehensive Family Support Plan, the Eminent

Relevance Score: 0.012235057

Exploring Faculty Perceptions of Students' Characteristics at Hispanic-serving Institutions

Conference Session: Track: Faculty - Technical Session I
Collection: 2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity
Authors: Meagan R. Kendall, University of Texas, El Paso; Alexandra Coso Strong, Florida International University; Ines Basalo, University of Miami; Gemma Henderson, University of Miami
Tagged Topics: Diversity, Faculty

- versity of Miami. Prior to joining the University of Miami in 2014, she worked as an adjunct professor at Columbia University and the Cooper Union in New York City. She received her PhD from Columbia University in 2006. Since 2015 Dr. Basalo has been actively involved in the University of Miami College of Engineering’s ”Redefining Engineering Education” strategic plan on educational innovation.Gemma Henderson, University of Miami Gemma Henderson is a Senior Instructional Designer for the LIFE (Learning, Innovation and Faculty En- gagement) team in Academic Technologies at the University of Miami (UM). Gemma partners with fac- ulty members, academic units, and other university stakeholders to create innovative, effective

Relevance Score: 0.008009725

Professional Preparation of Underrepresented Minority Ph.D.'s and Postdocs for a Career in Engineering Academia

Conference Session: Faculty Track - Technical Session V
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Teresa J. Cutright, University of Akron; Rebecca Kuntz Willits, University of Akron; Linda T. Coats, Mississippi State University; Lakiesha N. Williams, Mississippi State University; Debora F. Rodrigues, University of Houston
Tagged Topics: Faculty

first survey statements. The full assessment of activitiesand the control cohort's post assessment will be completed by June 2018.Results and DiscussionLessons learned from recruitingThe project was officially awarded July 1 2017, and the first summer professional developmenttraining was offered July 24 through August 3, 2017. Although PI team starting advertising atthe beginning of June when they heard from the program director that the project was beingrecommended for funding, the turn-around was still too quick. Several potential participantswho were interested indicated that the short notice kept them from applying as they already hadprior travel plans or scheduled experiments. Similarly, some potential students could notparticipate as his

Relevance Score: 0.0076298984

Social Enterprise Model for a Multi-Institutional Mentoring Network for Women in STEM

Conference Session: Faculty Track - Technical Session I
Collection: 2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference
Authors: Sara A. Atwood, Elizabethtown College; Robin McCann, Shippensburg University; Alice Armstrong, Shippensburg University; Bilita S. Mattes, Harrisburg University of Science and Technology
Tagged Topics: Diversity, Faculty

are conducted by phone and the committee meets in person once a year to pairthe next cohort of mentors and mentees and to plan the year’s orientation and core workshopevents. The approximate time commitment to serve on the Executive Committee is 25 hoursannually for members and about 50 hours annually for the Chair.Matching Mentoring PairsOne of the primary duties of the Executive Committee is to match the mentoring pairs. Afterlearning from several cohorts, it has worked best to gather applications using SurveyMonkeyduring the month of May, as faculty have some breathing room after finishing their springsemester. The application process has evolved from a lengthy multi-page pencil and papersolicitation to a simple 20-minute online survey