Conference Session

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

Collection

2018 ASEE Annual Conference & Exposition

Authors

Jeff Dusek, Franklin W. Olin College of Engineering; Daniela Faas, Franklin W. Olin College of Engineering; Emily Ferrier, Franklin W. Olin College of Engineering; Robyn Goodner, Franklin W. Olin College of Engineering; Alisha L. Sarang-Sieminski, Franklin W. Olin College of Engineering; Adva Waranyuwat, Franklin W. Olin College of Engineering; Alison Wood, Franklin W. Olin College of Engineering

Tagged Topics

ASEE Diversity Committee, Diversity

members, lead to a greater understanding of student needs and how best to accommodate them while considering the unique approach to learning and teaching at Olin College.  One of the initial difficulties in accommodating Ella’s needs in a course like this may spring up as the course begins. Ella’s challenges with executive functioning combined with her high anxiety and former reliance on a regular planning with instructors may not coincide well with a course that is individualistic and self-paced. Such a course may not typically have a syllabus with clearly defined deadlines. Also, because instructors and faculty members are responding in real time to student work, being able to anticipate or plan for long-term learning objectives becomes very

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

a design of experiment framework, leadingto statistically significant conclusions. A comparative study between multiple sections in particularbetween traditional and online delivery was reported in Wilck and Kauffmann (2013) 21.This course is scheduled for engineering sophomores (and selected freshmen) instead of seniorsas documented in some literature2. We believe it is advantageous to start learning and sharpeningteamwork and leadership skills as earlier as possible and engineering economics serves as a greatplatform. Such a belief, has been noted a century ago by a renowned engineer John Harford 21 thatengineering and economics “help to develop the very valuable habit of thinking in terms of groupsrather than of individuals”, where the

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

. For quantitative analysis, some survey questionson both the pre- and post-course surveys as well as weekly post-class surveys distributed online,included Likert-scale questions and an average was calculated from student submissions. Open-ended reflections of journal entries and the weekly post-class surveys were analyzed to identifycommon themes which categorize the students’ experiences with coaching. Excerpts and quoteswhich are representative of the entire class are presented to illustrate these themes and commonexperiences.Additional procedures employed in the class which relate to coaching but the results of which arenot discussed in this particular study include: (1) Examples of questions which are stellar orweak coaching questions

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

explainedwhy she did not decide to utilize the “stop the clock” option:I feel like it [tenure clock extension] will just push me back, and then the [male faculty] advance;the other people advanced a lot faster if I automatically get the clock pushback. If I started at thesame time as a male colleague [but] I’m being pushed back automatically, I’ll be forever behindhim. I don’t like that.Of course, if I need it, I think there should be the flexibility for me to apply for it. A lot of times,I feel like, why are females being slowed down? Because they said, “Oh, you can do this later,you can do that later,” or they automatically push you back. Then just because you had a childand then they feel like you’re not good enough, even if you said, “I don’t want