Conference Session

Action on Diversity - Institutional Change & Perspectives on Diversity

Collection

2017 ASEE Annual Conference & Exposition

Authors

Mayra S Artiles, Virginia Tech Department of Engineering Education; Raeven Carmelita Waters; Ashley R Taylor, Virginia Polytechnic Institute and State University; Karis Boyd-Sinkler, Virginia Tech; Sarah Anne Blackowski, Virginia Tech; Cynthia Hampton, Virginia Tech; Amy Hermundstad Nave, Virginia Tech; Benjamin David Lutz, Virginia Tech; Walter C. Lee, Virginia Tech

Tagged Topics

ASEE Diversity Committee, Diversity

. Specifically, our analysis focused on the following aspects: (1) ASEEdivision; (2) paper type (i.e., research, practice or theory); (3) study rationale; (4) demographic ofinterest; (5) organizational status of demographic of interest; (6) data source; (7) framework ortheory; (8) research questions; and (9) implications & recommendations. While some categoriesinclude child codes, through our initial refinement of the codebook we found that not all parentcodes could be sub-coded into specific codes. Therefore, we coded the phrase in the publicationsthat addressed the component we were looking for and subsequently summarized the generalfindings. Table 1. Codebook Category Operationalization

Conference Session

Understanding Diversity, Equity, and Inclusion from Students' Perspectives

Collection

2018 ASEE Annual Conference & Exposition

Authors

Susannah C. Davis, Oregon State University; Naeun Cheon, University of Washington; Elba Camila Moise, University of Washington; Susan Bobbitt Nolen, University of Washington

Tagged Topics

ASEE Diversity Committee, Diversity

, particularly women and people of color, enter engineering at lower ratesand leave at substantially higher rates [1]-[3]. Several studies found that perceptions of anunwelcoming institutional climate can be detrimental to students’ sense of belonging andpersistence [3], [4]-[7]. Researchers have referred to this as the “chilly climate” [8]-[9] or“climate of intimidation” [10] members of these groups encounter in engineering. In the broaderundergraduate population, individual perceptions of the campus climate, including interactionswith peers, have been related to persistence [11]-[14]. More research is needed to understand thefactors that contribute to students’ perceptions of unwelcoming campus and/or disciplinaryclimates, particularly as those

Conference Session

Perspectives on Diversity, Equity, and Inclusion Beyond the Undergraduate Years

Collection

2018 ASEE Annual Conference & Exposition

Authors

Francesca Dupuy, University of Florida; Elliot P. Douglas, University of Florida; Paul G. Richardson, Independent Consultant/Engineer

Tagged Topics

ASEE Diversity Committee, Diversity

engineering education: Climate for Asian, Latina and White women. Paper presented at the Frontiers in Education Conference, Rapid City, SD.Charmaz, K. (2006). Constructing grounded theory. Thousand Oaks, CA: Sage Publications.Chubin, D. E., May, G. S., & Babco, E. L. (2005). Diversifying the engineering workforce. Journal of Engineering Education, 94(1), 73-86.Dotson, G. A. (2008). No employee left behind: The lived workplace experiences of inclusion/exclusion of African American engineering professionals within the semiconductor industry. (PhD), Capella University.Doucet, A., & Mauthner, N. S. (2008). What can be known and how? Narrated subjects and the listening guide. Qualitative Research, 8(3

Conference Session

Perspectives on Diversity, Equity, and Inclusion Beyond the Undergraduate Years

Collection

2018 ASEE Annual Conference & Exposition

Authors

Thanh Truc Thi Nguyen, University of Hawai'i at Mānoa; Oceana Puananilei Francis, University of Hawai'i at Mānoa; Scott F. Miller, University of Hawai'i at Mānoa; Donna Kuehu, University of Hawai'i at Mānoa; Kapena McLean; Joshua Lelemia Irvine, University of Hawai'i at Mānoa; Nicholas R. Izawa

Tagged Topics

ASEE Diversity Committee, Diversity

underrepresented and underemployed in the science,technology, engineering, and mathematics (STEM) workforce by a factor of <3.3. The combinedworking population of NHs, Pacific Islanders, and ‘Other Race’ (grouped by U.S. Census due tosmall sample size) represents 4.6% of the total U.S. workforce but only 1.4% of STEMoccupations [1]. This makes NHs and Pacific Islanders the most underrepresented ethnic groupin the nation in STEM employment (factor of 3.3), more so than Hispanic (2.3), AfricanAmerican (1.7), and American Indian and Alaskan Native (1.5) groups [1]. These statistics are ofconcern, especially in light of the U.S. Department of Commerce 2017 report that employment inSTEM occupations grew much faster than employment in non-STEM occupations

Conference Session

Expanding Diversity, Equity, and Inclusion in Engineering Cultures from a Theoretical Perspective

Collection

2018 ASEE Annual Conference & Exposition

Authors

Alice L. Pawley, Purdue University, West Lafayette; Joel Alejandro Mejia, University of San Diego; Renata A. Revelo, University of Illinois at Chicago

Tagged Topics

ASEE Diversity Committee, Diversity

(PWIs) and Minority Serving Institutions (MSIs). We note some limitations ofthe color-blind racism theory as we have applied it, offer some practical applications of thetheory to consider, and issue a call to action for both engineering education researchers andengineering instructors.IntroductionThis position paper aims to prompt engineering education researchers and engineeringinstructors to think about how engineering as a profession, and engineering education, have beenstructured as a predominantly White discipline, and how it maintains this demographicimbalance despite decades of calls and work to diversify it. As many researchers and federalreports have noted [1-3], women and men of color and White women participate in much lowerrates in

Conference Session

Expanding Diversity, Equity, and Inclusion in Engineering Cultures from a Theoretical Perspective

Collection

2018 ASEE Annual Conference & Exposition

Authors

Brianna Benedict McIntyre, Purdue University, West Lafayette; Dina Verdín, Purdue University, West Lafayette; Rachel Ann Baker; Allison Godwin, Purdue University, West Lafayette; Thaddeus Milton

Tagged Topics

ASEE Diversity Committee, Diversity

belongs in engineering. The participantsacknowledged the cultural and gender differences among their peers; however, they primarilydescribed how their peers were different based on their skill-set (i.e., technical, creative, andinterpersonal), ways of thinking, and interests. These findings begin to help us understand howstudents define normative attitudes in engineering and the perception of what it means to be anengineer.IntroductionDiversity and inclusion is a complex and dynamic phenomenon that affects how engineers createsolutions and for whom they create those solutions [1]. The global push for diversity andinclusion is a matter of equity and accessibility, as well as ensuring innovation in engineering[1], [2]. Despite the efforts to

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Yang Lydia Yang, Ph.D., Kansas State University; Doris Wright Carroll Ph.D., Kansas State University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Women in Engineering

included three aspects/factors of gendered microaggressions: (1) SexualObjectification, (2) Silenced and Marginalized, and (3) Assumptions of Inferiority. Participantswere asked to identify their position title, position track, age, and ethnicity.The scores on three aspects/factors of gendered microaggressions were calculated by averagingacross items that loaded on each factor with the range of 1~7, with higher scores indicatinghigher frequency of the experience being asked. On Sexual Objectification, 25% of theparticipants who responded agreed they either experienced stereotypes of women or wereobjectified on their physical appearance. On Silenced and Marginalized, 40% of those whoresponded agreed they were either ignored in a professional

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

physics, mathematics, andmechanical and electrical engineering, while simultaneously equally or even overrepresented infields such as biosciences, environmental science, and biomedical engineering [1]. This unequaldistribution of female talent persists, despite increased awareness and achievement in STEMamongst high school age women [2]. In many respects, this situation is similar to the medicalprofession, where women are entering and completing medical school at equal rates to their malecolleagues, but they are concentrated in specific specialties, such as pediatrics and familymedicine, while sparse in others [3-7]. Orthopaedic Surgery is one of the least gender diversemedical specialties, with 4% women in practice and 14% in residency [5

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Allie Copeland, Texas A&M University; Malini Natarajarathinam, Texas A&M University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

completed the entire survey and remained in the data set. Respondents could be removedfrom the data set if 1) they chose not to disclose their gender or 2) were not members of theindustrial distribution industry.3.2 Materials & DesignThe questions were adapted from the Society for Human Resource Management’s DiversityClimate Survey Templates and questions developed by DiBartola et. al. 2011. Our surveyinstrument asked men and women different questions using skip logic. Women were asked toelaborate on any experiences they have had regarding gender stereotypes. Additionallyrespondents were permitted to decline answering any of the survey questions. The resultsindicated that while we had a survey completion of rate of 282, many respondents chose

Conference Session

Engineering Economy Division Technical Session 3

Collection

2016 ASEE Annual Conference & Exposition

Authors

Corey Kiassat, PhD, MBA, PE P.E., Quinnipiac University; Xiaoyue Jiang, Quinnipiac University

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Engineering Economy

-grid and renewable integration, platform system design and optimization, performance guarantees for service and supply-chain systems, and reliability and maintenance optimization. c American Society for Engineering Education, 2016 Systematic Team Formation Leading to Peer Support and Leadership Skills Development1. IntroductionWithin a typical university environment, there are many courses that are taught in multiple sectionsand are multi-disciplinary. Within such settings, this paper aims to examine the role of teamformation on the following: 1) the learning of students, as measured by end-of-term grades,especially the weaker students; and 2) the quality of team leaders

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

Faculty forOrganizational Retention and Management. TRANSFORM initiatives aimed to increase therecruitment, retention, advancement, and leadership development of female faculty in STEMdisciplines at a Master’s L institution by adapting strategies proven successful at researchuniversities. The grant has been operationalized through three strategies: (1) Dual CareerServices aiming to provide employment opportunities to accompanying partners via the creationof a consortium and a website; (2) Research Initiation Awards supporting advancement andtenure needs by providing release time and funds to early-career female STEM faculty; and (3)Leadership Developments increasing education opportunities in the areas of leadership forfaculty and

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Anita Patrick, University of Texas, Austin; Maura Borrego, University of Texas, Austin

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

engineering. Studies show that a lack of identification with engineering and byengineers often motivates students to migrate out of engineering into other majors.1 Attempts todefine identity in the context of engineering education necessitate a deeper understanding of theterm “identity.” While definitions of identity vary across disciplines, how identity is formed isstill a central and driving question. For example, what are the components that predictengineering identity and what does engineering identity predict? We posit there is more to engineering identity than just feeling like an engineer or seeingoneself as an engineer. This definition is limited and does not take into account the various facetsof personal identity that contribute to

Conference Session

Women in Engineering Division Technical Session - Retention Programs for Diverse Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Rachel Lauren Shapiro, Northeastern University; Emily Olina Wisniewski, Johns Hopkins University; Emma Kaeli, Northeastern University; Tyler Byrne Cole, Northeastern University; Paul A. DiMilla, Northeastern University; Rachelle Reisberg, Northeastern University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

improved term and overall GPAs while in college. [1] Further, evidence suggests that theway students start their college career often indicates how they will finish. [2] At NortheasternUniversity, General Chemistry for Engineers is the first challenging course a student entering theengineering program takes that serves as model for subsequent coursework in the fullengineering curriculum. Among engineering students, where historically males are the majority,females often have been seen as the primary seekers of SI. Retaining female students inengineering and enabling their overall academic success has been a subject of great importancefor engineering programs.The first portion of this study focused on the grade progression of the students enrolled

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

disabilities) 1,2,3,4 .This statement should be alarming to anyone, because it means that nearly 70%—women, ethnicminorities and persons with disabilities—of the American workforce is not fully engaged in thetechnology sector.As can be seen from figure 1, in the nineteen eighties, more than 30% of all graduatinguniversities CS majors were women. By 2010, that number was less than 20%. Two folk theorieshave been historically offered to explain this phenomenon. The first states that women are notgood at maths, while the second states that maths is a strong indicator of CS aptitude. These twofolk theories are tied together to explain the low participation rates of women in CS. Nevertheless,from figure 2, we see that intended CS majors do not have the

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Alexis Prybutok, The University of Texas, Austin; Anita D. Patrick, University of Texas, Austin; Maura J. Borrego, University of Texas, Austin; Carolyn Conner Seepersad, University of Texas, Austin; Mary Jo Kirisits, University of Texas, Austin

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

students.3 Though much research has been conducted on predicting what willlead students to pursue engineering, exposing P-12 students to engineering to foster interest at anearlier age2, and determining why students leave engineering4, few studies have been conductedon how undergraduate engineers who persist to graduation develop throughout their collegecareers. Thus, in recent years, the framework of engineering identity and the factors thatencompass it, based on previous research on physics and math identities, has been used as a lensto study engineering students.Engineering identity is both a subset of and affected by the larger student identity, which alsoincludes personal and social identities.1 Identity can be defined as how students

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Allison Godwin, Purdue University, West Lafayette

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Educational Research and Methods

participation and recognition withinthat social sphere37. Based on prior work in science education and a symbolic interactionismapproach to understanding engineering role identity, the construct of identity, in our framework,is based on three measurable dimensions of students’ beliefs about theirperformance/competence, the recognition they receive from others, and their interest inengineering. These are not the only identities that an individual may hold, but they capture astudents’ subject related identity within engineering. A representation of this framework can befound in Figure 1.Recognition plays a significant part in identity development and has more recently become afocus in science identity research. A student’s perception of how others view

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

areinterrelated. The purpose of this study is to investigate cross-group differences (male vs female)among freshmen and senior engineering students in order to better understand how engineeringstudents perceive their personality and authenticity across engineering and non-engineeringcontexts. The research questions guiding this effort are: (1) What personality profiles are engineering students displaying as freshmen and seniors in engineering environments? (2) What variations in personality profiles and authenticity are present among engineering students’ different roles in engineering and non-engineering environments?MethodologyQuantitative methods and cross-sectional research are used to complete this study. Quantitativedata was

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

professionals.1 This studyfocuses primarily on the engineering workplace which, for this study and paper, encompassesboth traditional engineering fields as well as computer science. The engineering workforce inparticular, while critical to global competitiveness, faces potentially significant shortages.2 Theconsistently low unemployment rates associated with engineers as compared to other professionsand overall national unemployment rates in the United States3 confirm that such a shortage doesindeed exist. In response to unmet needs for talent in engineering, the National Academies4 haveissued a broad and urgent call to increase recruitment and retention in engineering. Shortages ofengineers and other workers trained in related science and technology

Conference Session

Women in Engineering Division Technical Session - Retention Programs for Diverse Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jinhui Wang, North Dakota State University; Na Gong, North Dakota State University

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Minorities in Engineering, Women in Engineering

conferences. Dr. Gong received 2014 NDSU Development Board of Trustee Endowment award and 2014 NDSU Centennial Endowment award. c American Society for Engineering Education, 2016 WIECE: Women Undergraduates in Electrical and Computer Engineering Summer Research ProgramThe Women Undergraduates in Electrical and Computer Engineering (WIECE) SummerResearch Program was an intensive eight-week research program for women undergraduates inElectrical and Computer Engineering (ECE). Our goal was to build distinctive experiences thatcan propel female undergraduate students to enter graduate school.1. Motivation.ECE is one of the largest engineering disciplines and it is also one of the oldest

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jamie J Newman, Louisiana Tech University; Mary E Caldorera-Moore, Louisiana Tech University

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

Seminar Seriesb c d Figure 1. Flyer and brochures from the first four years of the Seminar Series. (a) 2012- 2013 was a simple word document flyer, (b) 2013-2014 had an image of DNA generated by a faculty member and student, (c) 2014-2015 was a purchased image, (d) 2015-2016 was illustrated by an art professor at the University who will oversee future covers created by students and faculty.supportive climate, enhancing promotion and leadership, and increasing retention of womenfaculty in STEM. Support for a seminar series that would increase faculties’ networkingopportunities and allow a young female to take on a leadership role in the organization of theseries was in

Conference Session

Engineering Economy Division Technical Session 3

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jingjing Tong, Southeast Missouri State University; Heather Nachtmann, University of Arkansas

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Engineering Economy

utilize engineering economy, decision, and data analysistools on a real world engineering problem related to the maritime transportation system.Case Study IntroductionThe Mississippi River, including its main channels and tributaries, is a vital component ofcommodity transport in the United States. It flows 2,350 miles from Minnesota through thecenter of the United States to the Mississippi River Delta at the Gulf of Mexico[1]. It is estimatedthat approximately 600 million tons of commodities transported via the Mississippi River eachyear, including 125 million tons from the Upper Mississippi River (Minneapolis, Minnesota toCairo, Illinois) and 470 million tons from the Lower Mississippi River (Cairo, Illinois to the Gulfof Mexico)[2]. Multiple

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

employing quantitative methods are likely of most interest to practitioners who wouldwant to evaluate the effectiveness of this pedagogical approach before implementation in theclassroom. As a means of identifying future possible frameworks for further investigation on theimpact of peer coaching on female engineering students, this study explores the followingresearch questions: (1) How does student opinion about coaching transform through this class?(2) What new or revised perspectives do students gain, as both coach and coachee? (3) How doescoaching equip engineering women for the transition to the workforce? Findings indicate thatstudents’ initial apprehension about coaching progresses into recognition and experience ofbroad potential impact

Conference Session

Women in Engineering Division Technical Session - Retention Programs for Diverse Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Abbie B Liel P.E., University of Colorado, Boulder; Eva Leong

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

Subdisciplines: Challenges and OpportunitiesIntroductionThere are many benefits to a diverse workforce of civil engineers. In particular, work-placeinnovation, creativity, knowledge and productivity have been shown to be enhanced when manyperspectives and experiences are represented.1 As the civil engineering profession tackles someof big challenges facing society in the 21st century, it is critical that we are able to recruit andretain the most talented students, regardless of gender or race/ethnic background. Unfortunately,engineering schools continue to be challenged by student retention, and, for example, only about70% of entering engineering freshman at our large public university graduate with anengineering degree within six years. Although

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lydia Ross, Arizona State University; Eugene Judson, Arizona State University; Stephen J Krause, Arizona State University; James A Middleton, Arizona State University; Casey Jane Ankeny, Arizona State University; Ying-Chih Chen, Arizona State University; Robert J Culbertson, Arizona State University; Keith D. Hjelmstad, Arizona State University; Yong Seok Park, Arizona State University; Bethany B Smith, Arizona State University

Tagged Topics

ASEE Diversity Committee, Engineering Deans Council

Tagged Divisions

Women in Engineering

differences exist between male and female students regarding preferences forvarious pedagogical practices, such as collaborative learning. Additionally, we know thatstudents may construe an instructor’s gender as influencing their capacity to be role models,teach effectively, and produce scholarship. Less well known is how male and female instructorsview specific classroom strategies, as well as how often they use those strategies. To aidunderstanding, the newly developed Value, Expectancy, and Cost of Testing EducationalReforms Survey (VECTERS) was applied. VECTERS was based on expectancy theory,implying instructor decisions to integrate, or not integrate, classroom strategies are based on (1)perceived value for both students and self, (2

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

hard-of-hearing women faculty. Project objectives include: 1) Refine and strengthen targeted institutional structures, and install practices that promote representation and advancement of women faculty. 2) Improve the quality of women faculty work life, professional development, and incentive/reward structures. 3) Align institutional, administrative, and informal systems of power and resources to support and sustain progress by shaping the political frameworks that impact representation and advancement of women. 4) Enhance the working environment and support career advancement for women faculty using symbolic measures that emphasize issues of meaning within the organization.Other concurrent

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

published in Journal of Public Administration Research and Theory, International Journal of Public Administration, and Energy Policy.Dr. Rachel R. Stoiko, West Virginia University Dr. Rachel Stoiko is a postdoctoral fellow at West Virginia University. She is interested in the intersections of gender, work, and family. Specifically, she works on projects related to career decision-making and development, institutional diversity and inclusivity, and student success in STEM. c American Society for Engineering Education, 2016 1 Dialogues toward Gender Equity: Engaging Engineering

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

focuses on the topic ofnegotiation, with an emphasis on providing practical ideas and strategies relevant to academicprofessionals at both entry-level and mid-career who find that they need to negotiate a careeropportunity. The paper will review negotiation basics, as well as discuss what can be negotiated,how one might proceed to discuss these, and how listening is critical to negotiation. By viewingnegotiation as a “wise agreement”1 that seeks to meet the needs of both parties to the extentpossible, this paper presents several common cases or scenarios that illustrate the importance ofunderstanding the elements involved both from the faculty member’s perspective as well as fromthe perspective of their department head, dean or

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Hank Boone, University of Nevada, Reno; Adam Kirn, University of Nevada, Reno

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

engineering students who have made it beyond traditional exit points inengineering, and into upper division courses. This understanding will be developed throughaddressing the following research questions (RQ):RQ 1) What experiences, affective domain traits, and social capital resources explainengineering students’ development of engineering role identity and feelings of belongingness?RQ 2) In what ways are these experiences unique for first generation engineering students whencompared to continuing generation peers?This increased understanding will be further utilized by the research team in subsequentqualitative phases of the research project by exploring grounds for causation and thedevelopmental role of any significant factors play in development

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Stephen Secules, University of Maryland, College Park; Andrew Elby, University of Maryland, College Park; Ayush Gupta, University of Maryland, College Park

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

having theproblem, and the many more who support the common cultural understanding of thephenomenon as a problem. To help focus the thinking in this framework, McDermott proposes athree-stage framework to take different levels of the problem into account. In Stage 1, anindividual is conceptualized as having problems completely on their own; any problemsidentified are simple evidence of the individual’s own intellectual, moral, cultural, etc. deficits.In Stage 2, an individual is viewed as experiencing problems on the basis of social structuresmuch larger than them; and any problems identified can be explained as the natural result ofhaving been socialized to occupy that position in society. Finally in Stage 3, the problem isviewed as being

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

). We do note, however, that thissituation did not emerge as a theme in our interviews, probably because—as Meadows andSekaquaptewa argue—students saw their assignment to non-technical work as self-determined,and therefore not an issue they thought to complain about.Part I ResultsStudents routinely encounter problems in their teamsConsistent with the EC2000 criteria, 98% of students (n=664) reported participating on at leastone team, with the average student participating in three teams in the most recent year.Table 1 shows that team problems are very common: 85% of engineering students reported atleast one team problem in their STEM classes in the most recent year. Moreover, many of theseissues appear to have limited students’ opportunities to