Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Laura K Alford, University of Michigan; Mary Lou Dorf, University of Michigan; Valeria Bertacco, University of Michigan

Tagged Topics

ASEE Diversity Committee, Diversity

understanding of student experiences in these classes will provideguidance on creating and sustaining a welcoming environment for all students.Overall, the differences in perceived abilities and learning environment between women and menwere not as large as we had feared at the beginning of this study. This may indicate that ourefforts to combat implicit bias were partially successful, although since we do not havepre-implicit bias activity data, we cannot be certain. While there is definite room for improvementin our classes, it is encouraging to note that the women’s responses are somewhat similar to themen’s responses.Going forward, we plan to: • Continue to administer the surveys and use results to guide future course development and other

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

orthopaedics within the next 6 years.By 2022, we expect that we will achieve 30% female in the residency population, an acceptedcritical threshold for maintaining minority populations within professions [11]. Even with worst-case assumptions for our recruitment and retention results, we would nearly achieve this criticalthreshold by 2025. Again, planning for worst-case conditions, if we were to cease all of ourprogramming efforts after 5-10 years, we would still achieve at or near 30% female for a periodof time (5-10 years) before the effects of our intervention wear off. This may be enough time forthe culture of the field to shift enough, i.e., orthopaedics seen as more “female friendly” bymedical students, to have a permanent effect on gender

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

  Non  Tenure-­‐track   Tenure-­‐track   Missing   Frequency  Figure 2. Number of faculty respondents by position track.With Institutional Review Board approval, we acquired email addresses of potential participantsfrom the university’s planning and analysis office. An Internet survey procedure first articulatedby Dillman was utilized.20 First, participants received an e-mail survey invitation directly fromthe researchers. Participants were recruited by an introductory e-mail correspondence thatinvited their participation. It was followed days later by the electronic survey email, a follow-upe-mail and a final debriefing correspondence

Conference Session

Action on Diversity - Institutional Change & Perspectives on Diversity

Collection

2017 ASEE Annual Conference & Exposition

Authors

Allison Godwin, Purdue University, West Lafayette (College of Engineering)

Tagged Topics

ASEE Diversity Committee, Diversity

a conversation in theengineering education community. The purpose of this paper was to lay the groundwork forthinking about and researching underlying or latent aspects of diversity in engineering students.This paper also makes the argument that separate research across domains of students’ attitudes,beliefs, and mindsets need to be understood together rather than separately to see a morecomprehensive picture of the types of students entering and exiting engineering education. Thetheories and research included in this paper provide a starting point for future work inunderstanding how latent diversity is present in engineering students and how it influences diversestudents’ pathways into and out of engineering. In future work, I plan to

Conference Session

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

Collection

2018 ASEE Annual Conference & Exposition

Authors

Cliff Fitzmorris, University of Oklahoma; Deborah A. Trytten, University of Oklahoma; Randa L. Shehab, University of Oklahoma

Tagged Topics

ASEE Diversity Committee, Diversity

believe enrich their classes.Some participants started teaching right away, some after years or decades of industry experience. Someparticipants earned a doctoral degree early in their career, some much later, some do not plan on earning adoctoral degree at all. This breadth of pathways is important when considering recruitment and careeradvancement policies. A “one size fits all” approach to recruitment, especially if that approach is modeledon the tenure-track recruitment criteria, will result in policies that exclude some candidates whoseperspectives and experiences would be an asset to the program. There was no career pathway that could bedescribed as “typical” among these ten participants.We found that our participants were hired with an

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

Paper ID #14763Leaning into Engineering: Tenured Women Faculty and the Policies and Pro-grams that Support ThemDr. Deborah Ilana Karpman, University of California San Diego Deborah Karpman currently works as an administrator at the University of California San Diego in the Office of Research Affairs coordinating limited submission opportunities. Prior to that, she directed the planning and coordination of efforts to increase the external recognition of faculty in the Viterbi School of Engineering at the University of Southern California. Her dissertation (UCLA, 2015), ”Leaning into Engineering: Tenured Women Faculty and

Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Stephanie Farrell, Rowan University; Tiago R Forin, Rowan University; Kauser Jahan P.E., Rowan University; Ralph Alan Dusseau P.E., Rowan University; Parth Bhavsar, Rowan University; Beena Sukumaran, Rowan University

Tagged Topics

ASEE Diversity Committee, Diversity

several connected vehicle technology research projects. Dr. Bhavsar received his Ph.D. degree in 2013 and his M.S. degree in 2006 from Clemson University. His Ph.D. dissertation focused on development of an evaluation framework for connected vehicle technology supported alternative fuel vehicles. Dr. Bhavsar also has three years of experience in the private sector in developing transportation engineering and planning solutions, specifically traffic micro-simulation projects.Prof. Beena Sukumaran, Rowan University Beena Sukumaran has been on the faculty at Rowan University since 1998 and is currently Professor and Chair of Civil and Environmental Engineering. Under her leadership, the Civil and Environmental Engi

Conference Session

Action on Diversity - Institutional Change & Perspectives on Diversity

Collection

2017 ASEE Annual Conference & Exposition

Authors

Susan M Lord, University of San Diego; Michelle M. Camacho, University of San Diego; Nadia N. Kellam, Arizona State University; Julia M. Williams, Rose-Hulman Institute of Technology

Tagged Topics

ASEE Diversity Committee, Diversity

adepartment head or a Dean. The NSF call says that this is to “establish institutionalaccountability.” For change to occur, it is critical to have someone in administration who cansupport change or provide leverage. An expert in engineering education or computer scienceeducation research is needed--this person should be familiar with the literature in this area and beable to ground the project plan within that literature. For example, have similar ideas been triedat other institutions? What are best practices? An expert in social science must be included--thisperson could be from a number of different departments including sociology or education. Thisperson should be familiar with the literature on organizational change. They need to be able toadvise

Conference Session

Creating Equity Through Structure and Pedagogy

Collection

2018 ASEE Annual Conference & Exposition

Authors

Chelsea Nneka Onyeador, Stanford University; Shannon Katherine Gilmartin, Stanford University; Sheri Sheppard, Stanford University; Gloriana Trujillo, Stanford University; Carol B. Muller, Stanford University

Tagged Topics

ASEE Diversity Committee, Diversity

Paper ID #23735Adding Diversity and Culture to the Engineer’s Toolkit: Evaluating a UniqueCourse Option for Engineering StudentsMs. Chelsea Nneka Onyeador, Stanford University I am a 4th year Mechanical Engineering B.S. student at Stanford University, planning to pursue graduate work in Aeronautics and Astronautics at MIT next year. I am a Nigerian-American from central Texas, and I am a devoted advocate for diversity in engineering.Dr. Shannon Katherine Gilmartin, Stanford University Shannon K. Gilmartin, Ph.D., is a Senior Research Scholar at the Michelle R. Clayman Institute for Gender Research and Adjunct Professor in

Conference Session

Revealing the Invisible: Engineering Course Activities that Address Privilege, -Isms, and Power Relations (Interactive Session)

Collection

2018 ASEE Annual Conference & Exposition

Authors

Joel Alejandro Mejia, University of San Diego; Diana A. Chen, University of San Diego; Odesma Onika Dalrymple, University of San Diego; Susan M Lord, University of San Diego

Tagged Topics

ASEE Diversity Committee, Diversity, Faculty Development Constituency Committee

Tagged Divisions

Design in Engineering Education, International, Liberal Education/Engineering & Society, Minorities in Engineering

maintaining or dismantling that privilege. We hope that these examples willbe helpful to others interested in integrating such content into their courses.Institutional ContextThe history behind the creation of these courses stems from being at the forefront of institution-wide transformation, including the inauguration of a new university president, theimplementation of a new University Core curriculum, the award of an NSF RED grant, and thecreation of a new General Engineering department [11]. The University of San Diego is amajority undergraduate, private four-year [12], faith-based institution that embraces Catholicsocial teaching in its mission. Our new president has enacted a new strategic plan, TheUniversity has identified six pathways through

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

global agency related to caring for others. A higher meanresponse to this factor in the lower-division students could indicate that lower-division studentshave different reasons for joining engineering than upper-division students have for persisting inengineering. The lower-division students might be more likely to be optimistic about the use ofengineering in their lives and in society, which might change over time with more exposure todifficult and often grueling degree plans. This is further evidenced by the various commentsabout curriculum difficulty made by the upper-division students in the open response question.One limitation of this data set is the high representation of freshmen and seniors in the sample.Many of the upper-division

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

in Engineering, 13(4), 38–41. doi: 10.1061/(ASCE)0742-597X(1997)13:4(38) 9. Hall, D.T., and Seibert, K.W. (1992). Strategic management development: Linking organizational strategy succession planning, and managerial learning. In Montross, D.H. (Ed) and Shinkman, C.J. (Ed) (1992). Career development: Theory and practice. Springfield, IL, England: Charles C Thomas, Publisher. 10. ABET. (2016). Criteria for accrediting engineering programs: Effective for review during the 2016–2017 accreditation cycle. Retrieved from http://www.abet.org/accreditation/accreditation-criteria/criteria-for- accrediting-engineering-programs-2016-2017/ 11. Michaelsen, L.K., Davidson, N., and Major, C.H. (2014). Team-based learning

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

. Women discussedstereotypes at additional length in the open comments section of the survey.4. ConclusionsBased on the survey data we have concluded that the Industrial Distribution climate is overallpositive for both male and female participants. This is based on the fact that the majority ofrespondents reported satisfaction and did not report instances of gender stereotyping, internaldiscrimination, or internal harassment.Despite this positive climate however, the research has shown evidence that a glass ceiling ispresent for women in the industry. Additionally, men are less likely to acknowledge theexistence of this glass ceiling indicating that firms could benefit from succession planning,training, and consideration for women in the industry

Conference Session

Action on Diversity - Engineering Workforce & Faculty Training

Collection

2017 ASEE Annual Conference & Exposition

Authors

Su Li, U. C. Hastings, College of the Law; Roberta Rincon, Society of Women Engineers; joan Chalmers Williams, University of California, Hastings College of the Law

Tagged Topics

ASEE Diversity Committee, Diversity

from high school through college completion. Her responsibilities have included managing various award and faculty recruitment programs, analyzing the impact of state legislative actions, coordinating efforts to increase resilience among college students, and preparing white papers on topics ranging from classroom utilization to student success. Dr. Rincon received her B.S. in Civil Engineering from The University of Texas at Austin, an MBA and an M.S. in Information Management from Arizona State University, and a Ph.D. in Educational Policy and Planning from The University of Texas at Austin.Prof. joan Chalmers Williams, University of California, Hastings College of the Law Joan C. Williams is Distinguished Professor

Conference Session

Action on Diversity - Disability Experiences & Empathy

Collection

2017 ASEE Annual Conference & Exposition

Authors

Fernando Garcia Gonzalez, Florida Golf Coast University

Tagged Topics

ASEE Diversity Committee, Diversity

speaking, written language including reading, writing, and spelling,arithmetic including both calculations and mathematical concepts, and reasoning includingorganization and integration of ideas and thoughts. This source also presents functionallimitations that may present themselves in learning disabled students. They include auditoryperception and processing, visual perception and processing, information processing speeds,abstract reasoning, short and long term memory, spoken and written language, mathematicalcalculations, and executive functioning such as planning and time management. A typicalleaning disabled student may have more than one such limitations. They may actually have manyof them such as myself, which have about half of them to

Conference Session

Action on Diversity - Engineering Workforce & Faculty Training

Collection

2017 ASEE Annual Conference & Exposition

Authors

Rebecca A Bates, Minnesota State University, Mankato; Erick C Jones, University of Texas, Arlington; Alan A. Arnold, AAAS Science and Technology Fellow at the National Science Foundation

Tagged Topics

ASEE Diversity Committee, Diversity

ideas as well asfeedback from colleagues and anonymous reviewers.References[1] J. Johnson-Bailey, R. M. Dervero. (2008). Different Worlds and Divergent Paths: Academic Careers Defined by Race and Gender. Harvard Educational Review, v78, n2, pp. 311-332, Summer.[2] Super, D.E. (1990). A Life-Span, Life-Space Approach to Career Development in Brown, D. Brooks, L. & Associates (2nd edn) Career Choice and Development San Francisco: Jossey-Bass, pp197-261.[3] Super, D.E. and F.J. Minor. (1987). Career Development and Planning in Organizations. Advances in Organizational Psychology, Beverly Hills, CA: Sage Publications.[4] M. J. Finkelstein, V. M. Conley, J. H. Schuster. (2016). Taking the Measure of Faculty Diversity. Advancing

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

conducted by Ms. Irvin.19 Dr. Heidi Ries was born in Marion, OH in 1960. She attended Ohio State University where he she obtained a B.S. and M.S. in Physics in 1982 and 1984, respectively. She later went on to complete a Ph.D. in Applied Physics at Old Dominion University in 1987. Following completion of her M.S., she began teaching at Norfolk State University, where she helped organize school-wide assessment plans, establish the Center for Materials Research, and develop the Graduate science program. Leaving Norfolk State for the Air Force Institute of Technology (AFIT), Ries began her current role as Dean for Research, managing and facilitating faculty work, and

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

the community, includingfaculty and peers, was welcoming and supportive, which helped them deal with the difficulty ofthe curriculum and the program workload. In contrast, several negative responses from women,people of color, and/or international students about the social climate demonstrated that there isstill work to be done to make the community in the program more inclusive to traditionallyunderrepresented students. This is in line with the finding in the quantitative analysis that womenrated their peer relations somewhat lower than men; those that rated their peer groups moresupportive were more likely to report identification with engineering and plans to persist.Peer relationships was the largest sub-category within the community

Conference Session

Understanding Diversity, Equity, and Inclusion from Students' Perspectives

Collection

2018 ASEE Annual Conference & Exposition

Authors

Amy Trauth, University of Delaware; Tia Navelene Barnes, University of Delaware; Jenni Buckley, University of Delaware; Joshua A. Enszer, University of Delaware; Sarah Ilkhanipour Rooney, University of Delaware; Rachel Davidson, University of Delaware; Xiaoxue 'Vera' Zhang, University of Delaware

Tagged Topics

ASEE Diversity Committee, Diversity

Conference Session

Engineering Economy Division Technical Session 3

Collection

2016 ASEE Annual Conference & Exposition

Authors

Deborah Ann Pedraza, Texas Tech University; Mario G. Beruvides P.E., Texas Tech University

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Engineering Economy

and demographicvariables were also independent predictors of a student’s approach to learning. And thus, theirresearch indicates that course experience causes a student’s approach to learning. The authorsalso found that as far as subgroups of students, there were differences between students who didnot intend to continue psychology studies as compared to the rest of the students. Those whointended to continue their studies in psychology had more favorable course experiences andapproaches to learning and higher efforts and performed better on the exam as opposed to thosewho do not plan to continue their studies in psychology. Even though their mean high schoolgrade point average was similar to those who did not intend to continue their studies

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

often preface his response witha winking admonishment, “that’s way beyond the scope of the class!,” he nevertheless foundhimself spending significant portions of class time answering such questions thoroughly.Given the nature of the questions (as beyond the scope of the class) only a small portion of theclass understood the content of these questions and answers. Thus this question and answersession functioned as projection of ability: students noticed who had the ability to play the gamein asking this sort of question. Instead, for the programming beginners like Becca, it was aperiod of confusion and a reminder of just how far behind they were.This lecture discourse pattern also meant less class time for the planned basic content, an

Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Beverly Louie, University of Colorado, Boulder; Beth A Myers, University of Colorado Boulder; Janet Y Tsai, University of Colorado Boulder; Tanya D Ennis, University of Colorado Boulder

Tagged Topics

ASEE Diversity Committee, Diversity

College.On the faculty side during this same period, additional damaging biases were revealed wheninstructors would mention in passing that they had a certain number of GS students enrolled intheir courses. When questioned further, these instructors would explain that they assumedstudents of certain ethnicities were part of the GS program, simply based on their physicalappearance instead of any actual knowledge of their affiliation with the program.The Dean of the College, in his strategic plan, said he intended to grow the program in an effortto increase the representation of diverse students. When an effort to gain more beds in the sharedresidence hall failed, the program leadership decided to move the program to a differentresidence hall. The