Pittsburgh, Pennsylvania
March 18, 2022
March 18, 2022
April 4, 2022
Diversity
14
10.18260/1-2--39225
https://peer.asee.org/39225
437
2018+ University of Pittsburgh. Chemical and Petroleum Engineering Department. Assistant Professor. Teaching track.
1999-2018. Universidad Monteavila (Caracas, Venezuela).
Founder, Academic Coordinator (1999-2004), Vice-Chancellor for Academic Affairs (2004-5), President (2005-15), High Studies Center Director (2015-18)
1983-1999. Petroleos de Venezuela (PDVSA). Process Engineer (1983-87), Research Fellowship (1987-92), Researcher (1992-5), Specialty Products Business Leader (1995-99)
Education
1983. Universidad Simon Bolivar. Caracas, Venezuela. Bachelor in Chemical Engineering.
1990. University of Pittsburgh. M.Sc. in Chemical Engineering
1992. University of Pittsburgh. Ph.D. in Chemical Engineering
April Dukes (aprila@pitt.edu) is the Faculty and Future Faculty Program Director for the Engineering Educational Research Center (EERC) and the Institutional Co-leader for Pitt-CIRTL (Center for the Integration of Research, Teaching, and Learning) at the University of Pittsburgh. April studied at Winthrop University, earning a BS degree in Chemistry and BA degree in Psychology in 2000. She then completed her PhD in 2007 at the University of Pittsburgh, studying oxidative stress in in vitro models of Parkinson's disease. During her prior graduate and postdoctoral work in neurodegeneration, April mentored several undergraduate, graduate, and clinical researchers and developed new methods for imaging and tracking mitochondria from living zebrafish neurons.
In her work for the EERC and Pitt-CIRTL, April Dukes collaborates on educational research projects and facilitates professional development (PD) on instructional and mentoring best practices for current and future STEM faculty. As an adjunct instructor in the Department of Neuroscience at the University of Pittsburgh since 2009 and an instructor for CIRTL Network and Pitt-CIRTL local programming since 2016, April is experienced in both synchronous and asynchronous online and in-person teaching environments.
John A. Keith is an Associate Professor of Chemical and Petroleum Engineering at the University of Pittsburgh (Pitt) and an R.K. Mellon Faculty Fellow in Energy. Before arriving at Pitt in 2013, he received bachelors and PhD degrees in chemistry from Wesleyan University (in 2001) and Caltech (in 2007), respectively. He was also an Alexander von Humboldt postdoctoral fellow at the University of Ulm (Germany, 2007-2010) and then an Associate Research Scholar at Princeton (2010-2013). His group's research interests are in development and application of computational chemistry toward basic and applied studies for renewable energy and sustainability, and in 2017 he received and NSF-CAREER award. He also has interests in curriculum development for enhancing access to engineering curricula, and he currently serves on his school-wide DEI advisory committee.
A Diversity Index (DI) was developed to quantify eight minority categories (“Women”, “Non Male/Female”, “Afro-American”, “Hispanic”, “Asian/other ethnicity” “LGBQT”, “Disabilities”, and “First Generation”) in contrast to the standard “White American male”. This index is compared with a Minority Index (MI) based only on the ratio of “Non White American male” to the total of group members, which exhibits poor representation for diversity when teams are heavily conformed by minority representatives. In addition, the Diversity Index includes a tuning parameter to adjust for the impact of multiple diversities on the same individual. The Diversity Index has been calculated for four junior courses on Reactive Process Engineering and four senior capstone courses on Process Control and Process Design during the last three years (2019-21). Each course included at least two semester-long projects for 4-6 member teams. The Diversity Index was used to assess the performance of 69 self-selected teams, performing 37 technical projects and 101 outreach projects total. Assessments included relations with grades, peer-grading, team experience, and scope of activities. The analysis provides a quantitative approach to the impact of diversity on team performance. Reliability on some data is still difficult to validate. This study has relied mainly on the instructor interactions with students. In order to protect the students’ personal information, the proposed Diversity Index outputs a quantitative value without exposing the diversity source, and thus promoting more honest, secure and respectful participation. A new step is in progress to offer a “diversity rewarded” option to motivate students to select team members providing for larger inclusion and diversity.
Rodriguez, J., & Dukes, A., & Keith, J. A. (2022, March), A Diversity Index to assess college engineering team performance Paper presented at 2022 ASEE - North Central Section Conference, Pittsburgh, Pennsylvania. 10.18260/1-2--39225
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