Conference Session

Faculty Track - Technical Session III

Collection

2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference

Authors

Shawna Vican, University of Delaware

Tagged Topics

Faculty

member, this kind of mentoring was far morehelpful than the formal mentor she was assigned within her department which was not a good fitand “never materialized into anything.”Faculty of color also expressed concern about whether the university administration had asincere commitment to diversity, or was just paying “lip service” to the issue because it is “partof the conversation in terms of being a good university.” These faculty also pointed out thatservice work promoting diversity was consistently undervalued and counted little toward annualappraisals or promotion and tenure decisions. In the words of a woman of color AssistantProfessor: “there is this really interesting dichotomy between institutionalized discourses andwhat happens on the

Conference Session

Faculty Track - Technical Session V

Collection

2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference

Authors

Teresa J. Cutright, University of Akron; Rebecca Kuntz Willits, University of Akron; Linda T. Coats, Mississippi State University; Lakiesha N. Williams, Mississippi State University; Debora F. Rodrigues, University of Houston

Tagged Topics

Faculty

issues of a 'leaky pipeline' (leaving the positionbefore promotion) and 'chilly climate' [12]. Yet women still have higher turnover rates that weredirectly correlated to dissatisfaction with the level of research support, advancementopportunities, and free expression of ideas [13], [14]. Although some female faculty havebenefited from programs such as ADVANCE, the ‘advances' have not been sufficient tofundamentally change underrepresentation in STEM fields [15].The ability to succeed in academia is often confounded by lack of preparation for one of the jobresponsibilities. The completion of the doctorate and/or post-doctoral study should haveprovided the skills needed for conducting research. At most major universities skillsetsstretching beyond

Conference Session

Faculty Track - Technical Session II

Collection

2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference

Authors

Nicole N. Aljoe, Northeastern University; Stacy Blake-Beard, Simmons College; Michele C. Deramo, Virginia Tech; Barbara J. Guthrie, Northeastern University; Kathleen Kenney, Northeastern University; Carol B. Muller, Stanford University; Jan Rinehart, Northeastern University; Rania Sanford, Stanford University; Shawna Vican, University of Delaware

Tagged Topics

Faculty

the Early Anglophone Caribbean: Islands in the Stream (Palgrave/Spring, 2018 forthcoming). Currently, she is at work on two new projects: one that examines the relationships between narratives of black lives and the rise of the novel in Europe in the 18th century, and another project examining the aesthetic translations of the neo-slave narrative genre within contemporary Caribbean cultural production.Dr. Stacy Blake-Beard, Simmons College Stacy Blake-Beard is the Deloitte Ellen Gabriel Professor of Women and Leadership at Simmons Col- lege’s School of Business, where she teaches organizational behavior. She is also Faculty Affiliate at the Center for Gender in Organizations at Simmons. Prior to joining Simmons, Dr

Conference Session

Track: Faculty - Technical Session 5

Collection

2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity

Authors

Leanne DeVreugd, Oakland University; Laila Guessous, Oakland University; Julie Walters, Oakland University; Bradley John Roth; Sanela Martic

Tagged Topics

Diversity, Faculty

planning based on the analysis. The second prong focused onrecruitment and hiring practices at OU with training for all search and departmentchairs, implicit bias training for Deans, and the dissemination of family-friendlyinformation. The third prong of the project involved faculty retention and professionaldevelopment initiatives including new faculty orientation, a mentoring program, andprofessional development workshops. The fourth and final prong of the proposalincluded initiatives surrounding dissemination, especially to the region’s 4-year and 2-year institutions.The WISE@OU program was housed with the Dean’s office of College of Arts andSciences, and worked closely with the School of Engineering and Computer Science.In 2016, after a no

Conference Session

Faculty Track - Technical Session I

Collection

2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference

Authors

Michelle Kay Bothwell, Oregon State University; Padma Akkaraju, Oregon State University; Joseph McGuire, Oregon State University; Thuy T. Tran, Oregon State University; Andrea Zigler, Oregon State University

Tagged Topics

Diversity, Faculty

accomplishing great things together, and this can result in new faculty beinghesitant to collaborate with senior faculty or get involved in interdisciplinary projects. Revisionof P&T practices is thus a worthy aim if we intend to become a model for inclusivity andcollaboration.At OSU, the Promotion and Tenure Process Review Project was launched in 2005 to determinewhat aspects of the university’s P&T system may hinder its ability to attract, employ, retain, andadvance scholars from various different identity backgrounds. A report produced as a result ofthe project revealed four critical concerns. Among them, the question of fairness was the greatestoverall concern. Candidates denied promotion or tenure perceived that the university P&

Conference Session

Faculty Track - Technical Session I

Collection

2018 CoNECD - The Collaborative Network for Engineering and Computing Diversity Conference

Authors

Sara A. Atwood, Elizabethtown College; Robin McCann, Shippensburg University; Alice Armstrong, Shippensburg University; Bilita S. Mattes, Harrisburg University of Science and Technology

Tagged Topics

Diversity, Faculty

andexpanding the focus beyond academia and into new geographic regions, 2) providing consultingand coaching opportunities for revenue, and 3) creating a mutually beneficial sponsorship model.The goal of the social business model is to address gender equity issues that impact theindividual, the organizations for which they work and, therefore, the regional economy.References[1] D. Bilimoria and K. K. Buch, "The search is on: Engendering faculty diversity through more effective search and recruitment," Change: The Magazine of Higher Learning, vol. 42, pp. 27-32, 2010.[2] S. T. Gorman, M. C. Durmowicz, E. M. Roskes, and S. P. Slattery, "Women in the Academy: Female Leadership in STEM Education and the Evolution of a Mentoring Web," in

Conference Session

Track: Faculty - Technical Session 4

Collection

2019 CoNECD - The Collaborative Network for Engineering and Computing Diversity

Authors

Yousef Jalali, Virginia Tech; Christine Tysor, Virginia Tech; Vinod K. Lohani, Virginia Tech; Christian Matheis, Guilford College

Tagged Topics

Diversity, Faculty

moves beyondquantitative measures to investigate participants’ experiences of inclusion.1. IntroductionResearch centers and institutes within higher education institutions have grown with the declinein public funding and emerging new research priorities. Although these organizational entitiesvary significantly in terms of resources, structure, and mission, they usually provide some levelof support for different research activities, in which collaboration is encouraged, internally orexternally. Boardman and Corley [1] refer to research collaborations as one thing that researchcenters have in common. Seed grant programs are one of the strategies that research centers maymaintain to provide faculty with funding opportunities to encourage research