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

inclusion: Women and minorities in engineering, Handbook of Engineering Education Research ed. New York, NY: Cambridge University Press, Ch. 17, 2014.[2] A. L. Pawley, "Universalized narratives: Patterns in how faculty members define “engineering”," Journal of Engineering Education, vol. 98, pp. 309-319, 2009.[3] D. Riley, "Employing liberative pedagogies in engineering education," Journal of Women and Minorities in Science and Engineering, vol. 9, no. 2, pp. 137-158, 2003.[4] D. Riley, "Engineering and social justice," Synthesis Lectures on Engineers, Technology, and Society, vol. 3, pp. 1-152, 2008.[5] ABET. (2017, February 04). Criteria for accrediting engineering programs 2016-2017. Available

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

in non-tenure-track faculty includebudget constraints, the need for additional flexibility in scheduling, and the ability to include facultymembers with specific knowledge or expertise for specific courses [1][2], factors which are not likely toabate.As the number of non-tenure-track faculty increases, concerns about the impact of this change on studentlearning and as an attack on the tenure system have emerged. As Levin and Shaker note, “full-time non-tenure-track faculty are deemed accomplices, albeit unwitting, to the erosion of the academic profession,faculty power, and undergraduate education” [3]. Early quantitative studies supported this notion, usinglarge national datasets to show that non-tenure-track faculty, especially part-time

Conference Session

Action on Diversity - Engineering Workforce & Faculty Training

Collection

2017 ASEE Annual Conference & Exposition

Authors

Sevinj Iskandarova, James Madison University; Oris Griffin, James Madison University

Tagged Topics

ASEE Diversity Committee, Diversity

toward cross-cultural trainingprograms. The purpose of the investigation was to determine whether or not faculty membersbelieve that cross-cultural training programs helped them to advance their skills while interactingwith culturally diverse background colleagues; and, to identify what behaviors and actionsfaculty need to exhibit in order to successfully collaborate with their colleagues in a cross-cultural environment within the educational setting. The positive experience from a good trainingprogram is key. Faculty members must be encouraged to explore interests in the differentcultures and new approaches for collaborating. The design and delivery methods of a cross-cultural training program are essential and should cover faculty concerns

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

negotiate articulating departmental desires within institutionalconstraints, became the bedrock of the planning efforts.Acker’s second contradiction concerns examples where change agents occupy different roles andmay hold less power within an organization than those they are trying to encourage to adoptchange practices. Rather than being a static method, Dialogues is a process that is continuallyadjusted to the implementation context and the needs of new participants. Further, like thetargeted participants, the development and implementation teams consisted of faculty members,who were advised, trained, and (rarely) replaced by external consultants. The externalconsultants were used after the funding agency requested that the ADVANCE team speed up

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

the Policies and Programs That Support Them” explored the challenges that female engineering faculty faced in their careers, as well as the institutional policies and programs (i.e. family-friendly policies, diversity/equity programs, mentoring initiatives, etc.) that helped them to be successful in obtaining tenure. c American Society for Engineering Education, 2016 Leaning into Engineering: Tenured Women Faculty and the Policies and Programs That Support ThemAbstractWhile researchers have documented the barriers that women in engineering programs face (i.e. genderbias, work/family conflict, “dual career” issues, limited access to information networks), few

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

minimize risk and maximize transparency, and leaders promotediscussion and consensus. This paper demonstrates how the committee framework was able tobridge differences in perspective, address concerns, and serve as a model for sensitive workwithin the university. Related occurrences of institutional transparency, concurrent with the workof the RAC, will also be discussed.BACKGROUNDAn NSF ADVANCE institutional transformation (IT) project at a large, private university wasfunded in 2012 (NSF ADVANCE 1209115) to increase the representation, retention, andadvancement of women faculty in STEM, including social and behavioral science (SBS)disciplines. The project also focuses on adapting interventions to address the needs of women ofcolor and deaf and

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

., Holly, J., Cardella, M., Godwin, A., DeBoer, J. (2016).Ignored potential: a collaborative road map for increasing African-American women inEngineering. http://www.nsbe.org/getattachment/News-Media/NSBE-News/ignored-potential/NSBE-Ignored-Potential-Whitepaper-2-27-17.PDF.aspxFoschi, M. (1996). Double standards in the evaluation of men and women. Social PsychologyQuarterly, 59, 237-254.Foschi, M. (2000). Double standards for competence: Theory and research. Annual Review ofSociology, 26(1), 21-42.Fuegen, K., Biernat, M., Haines, E., & Deaux, K. (2004). Mothers and fathers in the workplace:How gender and parental status influence judgments of job-related competence. Journal ofSocial Issues, 60(4), 737-754.Fyock, J., & Stangor, C. (1994

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Gretchen L. Hein, Michigan Technological University; Daniela Faas, Harvard University; Anne M Lucietto, Purdue University; Jacquelyn Kay Nagel, James Madison University; Diane L Peters P.E., Kettering University; Rebecca M. Reck, Kettering University; Mary C. Verstraete, The University of Akron; Deborah J. O'Bannon P.E., University of Missouri, Kansas City

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

track, ● support networking of these and other members, ● development of a STEM pipeline of female STEM academics.SWE, like other professional societies, recognizes the significance of mentoring, relationships,and retention of like-minded engineers. In the case of this discussion, it has been recognized fordecades that female STEM faculty benefit from mentoring due to their unique position inacademia.1 Not only are there issues based on gender, but female STEM faculty are often part ofa non-traditional group, which may include older, minority, and disabled women. Due to thenature of this paper, we will consider these topics as appropriate, but will focus on retention ofwomen in academia, support from other professional societies, networking

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

or depression in this industry that seems to be very common so you need to make sure that whatever you're doing it seems to make you happy and to make sure that you don't stay in it if it’s not making you happy.” (Grace, Women’s)A large number of individuals interviewed spoke to Extreme Pressure on the job. 44% expressedthis negative work environment issue in either their past or present employment experiences andindicated that Extreme Pressure is a significant concern for their ability to balance work andpersonal life, perform, meet deadlines, and stay healthy.Men as well as women had experiences in all but one of the five primary negative workplacecategories. In combination, results from Tables 3 and 4 are used as

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

over 165 adjunctfaculty. Since the academic year 2010-2011, the University has added 15 new undergraduateand graduate majors or programs and 12 new full-time faculty positions while growing totalenrollment by over 8%. The academic structure is organized into three colleges: the College ofHumanities, Education and Social Sciences (CHESS); the Morosky College of HealthProfessions and Sciences (MCHPS); and the College of Engineering and Business (CEB).Tenure-track/tenured faculty teach 24 credits per academic year and carry significant advisingloads as expected in this student-centered environment.Before 2003, tenure and promotions decisions were based on excellence in teaching and onservice to the University, community, and professional

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

there are numerous books devoted to some aspect of negotiation (e.g.1-6), little is found inthe literature concerning negotiation in the academic setting. One article focuses on thenegotiating strategies and tactics deemed useful by a dean as he worked with faculty on a day-to-day basis; in this article the author, a dean for eight years, reports on successful strategies heused (where and when to negotiate with faculty, and more).7 To help provide examples ofnegotiation in the academic setting, a panel discussion was organized, held June, 2016 in NewOrleans by the Women in Engineering Division of the American Society for EngineeringEducation. This paper contains material presented during the panel discussion which wasfocused on negotiation as

Conference Session

Action on Diversity - Institutional Change & Perspectives on Diversity

Collection

2017 ASEE Annual Conference & Exposition

Authors

Jennifer Karlin, University of Southern Maine; Cheryl Allendoerfer, University of Washington; Ronald R Ulseth, Itasca Community College; Rebecca A Bates, Minnesota State University, Mankato

Tagged Topics

ASEE Diversity Committee

contributions of all (potential) members of the engineering ecosystem and the researchers continue to push the cutting edge of knowledge, the structure of credentialing has a particularly valuable contribution in the college or university’s development and implementation of goals and objectives as well as faculty development and implementation of transformative education practices. “Whether or not the word 'credentialing' was invoked, we argue that the types of barriers cited most frequently by those involved in the development and implementation process fall under the larger issue of credentialing, namely the challenge of fitting something new and non-traditional into existing boxes. In addition, our

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lisa Carlson, South Dakota School of Mines and Technology; Shaobo Huang, South Dakota School of Mines and Technology; Cassandra M Birrenkott, South Dakota School of Mines and Technology; Sarah Folsland, Woment in Science and Engineering

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Minorities in Engineering, Women in Engineering

females in science and engineeringIntroductionThe concerns of low numbers of women in STEM have led to studies on the attrition1 and theimplementations of programs for the female students2. Studies found that students who withdrawfrom STEM majors are less involved in extra-curricular engineering activities, have lowerengineering self-efficacy and career expectations, but higher anxiety1, 3. However, the averageGPA of women who withdraw from STEM is no different than that of others1. To increase theretention of women in STEM, solutions have been proposed by many studies such as facilitatingcommunities for females4-5, involving peer mentors6-9, and mentoring by faculty and/or womenengineers10.According to the American Association of University

Conference Session

Women in Engineering Division Technical Session - Understanding and Changing Engineering Culture

Collection

2016 ASEE Annual Conference & Exposition

Authors

Rui (Celia) Pan, Toyota Financial Services; Randa L. Shehab, University of Oklahoma; Deborah A. Trytten, University of Oklahoma; Cindy E Foor, University of Oklahoma; Susan E. Walden, University of Oklahoma

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

-economic status; promoting classroomenvironments that are welcoming to all students; and adopting new course and assignmentdesigns that incorporate scaffolding strategies and interventions to support all students.8Competition teams are a significant part of the engineering landscape. Competition teams arefeatured prominently in recruiting engineering students, including pictures on college websites.Competition teams use substantial resources, including funds for parts and travel, faculty time,and academic space. We have identified no research, other than our own, that addresses theabsence of diversity in ECT (engineering competition teams). Earlier studies conducted withcompetition teams focus on either a discussion of the benefits and experience

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

this by adjusting expectations to align with the available time since they are unable to adjust the time to allow for meeting expectations. In a pass/fail course with a vast variety of project outcomes, adjusting expectations slightly often works well, as students are still typically within a reasonable range of outcomes. However, if the expectations within the course were more narrowly defined, and particularly if letter grades were given, the adjustment of expectations raises a new set of questions about how one might assess fairly under these conditions.   Public design reviews and demo days may heighten Ella’s anxiety, and the setting may also make it difficult for her to focus. If the demo days are merely an assessment tool for faculty

Conference Session

Women in Engineering Division Technical Session - Understanding and Changing Engineering Culture

Collection

2016 ASEE Annual Conference & Exposition

Authors

Lisa Abrams, Ohio State University; Suzanne Grassel Shoger, The Ohio State University; Lauren Corrigan, Ohio State University; Steven Y. Nozaki, Ohio State University; Mitsu Narui, The Ohio State University Multicultural Center; Adithya Jayakumar, The Ohio State University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

curriculum development. He has a passionfor Humanitarian Engineering and Engineering Education and has been involved with various projectsdealing with both. He won the Outstanding Graduate/Professional Student Award in 2016. c American Society for Engineering Education, 2016 Empowering Male Students as Allies for Gender Equity Within an Engineering CollegeAbstractWomen comprise more than 50% of those who attend college. In spite of this, much has beenmade of the chilly climate or unwelcoming environment for women in higher education.Elements of this chilly climate include both overt and covert behaviors by faculty,administrators, and students (e.g., sexist humor, stereotypical comments of

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

identitybecause of her experiences and observations as a woman of color in engineering education. JoelAlejandro (Alex) Mejia identifies as Latino and is a tenure-track faculty member at apredominantly White institution with a religious affiliation in the Pacific West. He becameinterested in issues of race and social justice because of his transnational experiences, and hisjourney as an engineer working for the military and mining industries. As does everyone, weeach inhabit different additional intersections of social identity than those we have identifiedhere.MethodWe initiated this paper after participating in ASEE 2017 in Columbus, OH. One of us attendedsessions by the other two of us, and thought that we might share an interest in exploring the

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

new unified format varied across the spectrum. It is difficult to changeprograms that have existed in one format for so many years. Industry contacts applauded thenew program, noting that they and their companies view diversity work through a unified lens.Immediately, they were interested to learn of our combined initiatives and to support them.Many faculty members also supported the changes, but a few expressed concerns echoed amonga segment of the students. Many expressed doubts about providing a safe space for students.Women students had enjoyed a private environment amongst themselves that in its extrememeant isolation from nonusers of the space. Minority students were resentful of majority womenand men studying in their former dedicated

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

% 40% 23%† = p < .05; * p < .01Part I DiscussionThe results of this survey highlight the prevalence of team problems in the engineeringcurriculum: over three-fourths of students indicated an issue with a teammate or their role on ateam. The mere presence of team problems is not necessarily a cause for concern, since a majorrationale for assigning team projects is to have students learn how to work out such conflict.However, these findings do emphasize the need for instruction that will help studentsproductively respond to team problems.Moreover, the survey sheds light on the disproportionate burden women and under-representedminorities face in team projects. Of particular concern is that women and minorities weresignificantly

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

of a 2014 American Society for Engineering Education (ASEE) Educational Research and Methods Di- vision Apprentice Faculty Grant. She has also been recognized for the synergy of research and teaching as an invited participant of the 2016 National Academy of Engineering Frontiers of Engineering Ed- ucation Symposium and 2016 New Faculty Fellow for the Frontiers in Engineering Education Annual Conference. She also was an NSF Graduate Research Fellow for her work on female empowerment in engineering which won the National Association for Research in Science Teaching 2015 Outstanding Doctoral Research Award. c American Society for Engineering Education, 2017

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

Engineering seminars, and oversees WIEP’s K-12 outreach programming. c American Society for Engineering Education, 2016Gender in the workplace: Peer coaching to empower women engineering students in the classroom and as professionalsAbstractFormal coaching approaches within higher education is a relatively new concept and holds greatpromise as a way for students to make decisions and to outline action items and means ofaccountability while facing challenges and/or moving forward through transitions such assuccessfully moving from an undergraduate degree program to the workforce. In this study, theconcept of coaching is integrated into a women in engineering senior seminar class at a largeMidwestern university in order

Conference Session

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

Collection

2018 ASEE Annual Conference & Exposition

Authors

Canek Moises Luna Phillips, Rice University; Yvette E. Pearson P.E., Rice University; Lisa M. Black, American Society of Civil Engineers; Quincy G. Alexander, American Society of Civil Engineers

Tagged Topics

ASEE Diversity Committee, Diversity

Ph.D. in Engineering and Applied Science from the University of New Orleans. She is Associate Dean for Accreditation and Assessment in the George R. Brown School of Engineering at Rice University, a Program Evaluator for the Engineering Accreditation Commission of ABET, a reg- istered Professional Engineer in Louisiana, a former Program Director in the Division of Undergraduate Education at the National Science Foundation, and a Fellow of the American Society of Civil Engineers (ASCE). Dr. Pearson currently chairs ASCE’s Formal Engineering Education Committee, and is Vice Chair of ASCE’s Committee on Diversity and Inclusion.Dr. Lisa M. Black, American Society of Civil Engineers Lisa M. Black, Ph.D. is Senior Manager

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

&M University Dr. Malini Natarajarathinam is an Associate professor with Department of Engineering Technology and Industrial Distribution. She teaches classes on strategic relationships for industrial distribution, distribu- tion information systems and new directions in Industrial Distribution. She is also the founding faculty and advisor for the Society of Women in Industrial Distribution (SWID). She works on many service learning projects with her students where they work with many local community agencies. c American Society for Engineering Education, 2016Women in Industrial Distribution: emerging opportunities and challenges for female college

Conference Session

Building and Engaging Communities for Scholarship, Advocacy, and Action for Diversity, Equity, and Inclusion

Collection

2018 ASEE Annual Conference & Exposition

Authors

Rebecca A. Bates, Minnesota State University, Mankato; Eric Specking, University of Arkansas; Adrienne Minerick, Michigan Technological University; Stephanie Farrell, Rowan University; Rocio C. Chavela Guerra, American Society for Engineering Education

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

International, Minorities in Engineering

College of Engineering and Assistant to the Provost for Faculty Development at Michigan Tech. She received her M.S. and Ph.D. from the University of Notre Dame and B.S. from Michigan Tech. Adrienne’s research interests include elec- trokinetics, predominantly dielectrophoretic characterizations of cells, and the development of biomedical microdevices. She earned a NSF CAREER award and was nominated for Michigan Professor of the Year in 2014. Research within her Medical micro-Device Engineering Research Laboratory (M.D. – ERL) also inspires the development of Desktop Experiment Modules (DEMos) for use in chemical engineer- ing classrooms or as outreach activities in area schools (see www.mderl.org). Adrienne is past

Conference Session

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

Collection

2018 ASEE Annual Conference & Exposition

Authors

Andrea Haverkamp, Oregon State University

Tagged Topics

ASEE Diversity Committee, Diversity

incorporate more than two genderoptions, and is rooted in increasingly rejected notions of biological essentialism. Nonbinary andgender nonconforming students, some of which also identify within the transgender population,exist in liminal spaces throughout society and higher education, and continuation of thisscholarship tacitly denies their existence by framing gender as intrinsically linked to twobiological categories. Engineering professionals, faculty, and students who identify as neithermen nor women must be included and our conversation be expanded for academically rigorousinvestigation into gender dynamics and create inclusive engineering spaces.Conversations around gender neutral bathrooms are just the beginnings of widespread culturalchange

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

Engineering Education (ASEE) Educational Research and Methods Division Apprentice Faculty Grant. She has also been recognized for the synergy of research and teaching as an invited participant of the 2016 National Academy of Engineering Frontiers of Engineering Education Symposium and 2016 New Faculty Fellow for the Frontiers in Engineering Education Annual Conference. She also was an NSF Graduate Research Fellow for her work on female empowerment in engineering which won the National Association for Research in Science Teaching 2015 Outstanding Doctoral Research Award.Thaddeus Milton Thaddeus is a junior majoring in Civil Engineering with a concentration in Transportation at Purdue University. He works with Dr. Godwin

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

“rather [sic] than condemn the use of standardized tests assummarily handicapping different segments of the population, as some individuals have done,we might do better to concern ourselves with issues such as group differences in academicpreparation, individual differences in course and major selection in college, and possibledifferential grading standards in college courses.”[48] He suggests that this may have more to dowith the differences than the traditionally through theory of gender bias in standardized tests.Robert Eskew and Robert Faley[15] echo the same sentiments when they studied particularaccounting courses taken. They found that past academic performance is a great indicator offuture performance in college. In addition, they discuss