Conference Session

Women in Engineering Division Poster Session

Collection

2015 ASEE Annual Conference & Exposition

Authors

Elizabeth Horstman, University of Illinois at Urbana-Champaign; Danielle Jamie Mai, University of Illinois, Urbana-Champaign; Yanfen Li, University of Illinois at Urbana Champaign; Rohit Bhargava, University of Illinois at Urbana-Champaign

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

4institutions. To assess whether the program content matched the interests of the participants,participants were asked to indicate the type of institution(s) to which they plan to apply.Institutions were categorized into four groups: research intensive, research and teachingintensive, teaching intensive, and community college. Participants were also asked to indicate ifthey were interested in tenure or non-tenure track positions. As shown in Figure 2, participants’interests shifted throughout the program. Although no conclusive tends were observed with theparticipants’ change in the type of institution to which they were interested in applying, this datadoes reflect the sentiment of indecision that was observed in the post program interviews

Conference Session

Women in Engineering Division: Retention of Undergraduate Students

Collection

2015 ASEE Annual Conference & Exposition

Authors

Jennifer I. Clark, Montana State University ; Sarah L. Codd, Montana State University; Angela Colman Des Jardins, Montana State University; Christine M. Foreman, Montana State University; Brett W. Gunnink, Montana State University; Carolyn Plumb, Montana State University; Katherine Ruth Stocker

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Press.Marra, R., Edmister, W., Watford, V., Bogue, B., Tsai, C., and Gooden, F. (2010). Peermentoring: Impact on mentees and comparison with non-participants. Proceedings of the AnnualConference and Exposition of the American Society for Engineering Education.Niemi, A., Green, M., and Roudkovski, M. (2013). Evaluation of a first-year retention project:Findings at halftime. Proceedings of the Annual Conference and Exposition of the AmericanSociety for Engineering Education.Building Engineering and Science Talent (BEST), 2004. A Bridge for All. www.Bestworkforce.org, accessed 2-19-15.Meyers, K., Silliman, S., Gedde, N. and Ohland, M. (2010). A comparison of engineeringstudents’ reflections on their first-year experience. Journal of Engineering

Conference Session

Women in Engineering Division Poster Session

Collection

2015 ASEE Annual Conference & Exposition

Authors

Celine Manoosingh, Georgia Southern University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

; and3) a small group cohort experience that emphasizes reflective and experiential learning through smallgroup team building, but also includes social activities. The BUILD program began in the summer of2006 and has continued uninterrupted to the present.The success of the BUILD program has fueled the initiative. BUILD cohorts consistently have higheraverage first term GPAs, high school GPA averages, and average SAT scores compared to the Universityaverages (The first-year retention rates for BUILD cohorts increased from 89% for the (2006 cohort) to ahigh of 95% (2012 cohort). This compared to the University rates which increased from 79% for the(2006 cohort) to a high of 81% for the (2012 cohort), with a high of 81% also occurring for the Fall

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Eddie L Jacobs, University of Memphis; Amy L de Jongh Curry, University of Memphis; Russell J. Deaton, University of Memphis; Carmen Astorne-Figari, University of Memphis; Douglas Clark Strohmer, University of Memphis

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

more relevant to societal needs.It is not just about gender equity — it is about doing better engineering for us all.”References [1] National Society of Professional Engineers. http://www.nspe.org/resources/ethics/code-ethics/engineers-creed, 1954. [2] IEEE. IEEE Mission Statement. http://www.ieee.org/about/vision mission.html. [3] James A. Stieb. Understanding Engineering Professionalism: A Reflection on the Rights of Engineers. Science and Engineering Ethics, 17(1):149–169, 2011. [4] A. Kirn and L. Benson. Quantitative assessment of student motivation to characterize difference between engineering majors. Frontiers in Education Conference, 2013. [5] M. F. Fox, G. Sonnert, and I. Nikiforova. Programs for Undergraduate Women in

Conference Session

Women in Engineering Division Technical Session - Pre-college Programs for Women

Collection

2016 ASEE Annual Conference & Exposition

Authors

Shawna Fletcher, Texas A&M University

Tagged Topics

Diversity

Tagged Divisions

Pre-College Engineering Education Division, Women in Engineering

requirements.ConclusionIn conclusion, public educational institutions are responsible for educating students in a safe andeffective environment. Across the US, the number of female students engaging in PLTW doesnot reflect the population as a whole. Therefore, women will continue to be underrepresented inthese programs unless measures are taken. Offering all-female PLTW cohorts have proven theirsuccess to attract and retain more female students. Though the evidence is clear, all-femalePLTW cohorts are slow to be adopted. There is a fear that single-sex education in a mixedsetting gives preferential treatment and an unfair advantage to some students. However, withoutthese interventions, the representation of women in PLTW and engineering programs willincrease

Conference Session

Women in Engineering Division Technical Session - Strategies Beyond the Classroom to Tackle Gender Issues

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jason Bazylak, University of Toronto; Ruth A Childs, University of Toronto; Aimy Bazylak, University of Toronto

Tagged Divisions

Women in Engineering

approximately 50 students spread across two classes, grade 12advanced placement physics at an elite private school with close affiliations to a local university.The response rate was over 50%, with a respondent sample of 27 students. There was anunderrepresentation of female students in the population, approximately 20%, but over 50% ofthe respondents in the sample were female (14 female and 13 male respondents). This was idealfor studying gendered perceptions, but in itself may reflect some gendered perceptions of theimportance of this area of research. If male students were not inclined to take the survey asseriously as female students, that could affect their answers. This was indicated in at least acouple of the responses. One male student with low

Conference Session

Women in Engineering Division Technical Session 2

Collection

2019 ASEE Annual Conference & Exposition

Authors

Ona Egbue, University of South Carolina Upstate; Arshia Khan, University of Minnesota Duluth; Rania Al-Hammoud P.Eng., University of Waterloo

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

is that women in academia are often seen as lessaccomplished and less capable than their male counterparts regardless of their achievementsand as a result, receive lower ratings [16]. Most evaluations do not reflect the faculty’sknowledge, clarity and organization, but show students’ attitudes towards the class andinstructor instead of information on teaching performance, resulting in some instructorsreceiving higher rating by offering students extra grades [14], [17].There are fewer studies conducted on minority faculty research, especially females and racialminorities, compared to studies on faculty evaluations [18]. Furthermore, females typicallyspend more time on teaching and advising, reducing the time that could be used for

Conference Session

1st Year Retention Programs for Women Students

Collection

2006 Annual Conference & Exposition

Authors

Whitney Edmister, Virginia Tech; Amanda Martin, Virginia Tech; Bevlee Watford, Virginia Tech

Tagged Divisions

Women in Engineering

at least 4 hours long. Students were permitted to pick one of the projectsprovided by the instructor or they could find a service learning project themselves. All servicelearning projects not provided by the instructor required instructor approval prior to the start ofthe project. At the completion of the service learning project students were required to submit a2-3 page reflection on the service learning experience.At the end of the semester, a list of the different activities was compiled for future reference.The agencies that benefited from the service-learning project can be found in Table 3.Table 3. Service-learning agencies for Hypatia program Big Sisters- Southwest Virginia

Conference Session

Using Teams, Seminars & Research Opportunities for Retention

Collection

2006 Annual Conference & Exposition

Authors

De'Jeune Antoine, Xavier University of Louisiana; Mica Hutchison, Purdue University; Deborah Follman, Purdue University

Tagged Divisions

Women in Engineering

and major. At theculmination of the program, students were required to create a poster to be judged by university Page 11.1333.4faculty, give an oral presentation, or write a final report.Procedure An online qualitative/quantitative survey was emailed to all students in the program.Students were given the opportunity to participate in the study on a voluntary basis and wereinformed that their survey responses were completely confidential and would not be linked totheir individual identities. The survey was made available approximately two weeks before theend of the program, allowing participants to accurately reflect on their work and

Conference Session

Potpouri

Collection

2012 ASEE Annual Conference & Exposition

Authors

Kristen B. Coletti, Northeastern University; Melinda Covert, Northeastern University; Paul A. DiMilla, Northeastern University; Lauren Gianino, Northeastern University; Rachelle Reisberg, Northeastern University

Tagged Divisions

Women in Engineering

., Hu, L. and Garcia, B. F. (2001). “Academic Self-Efficacy and First-Year College Student Performance and Adjustment.” Journal of Educational Psychology, 93, 1, 55-64.[10] Friedlander, L. J., Reid, G. J., Shupak, N., and Cribbie, R. (2007). “Social Support, Self-Esteem, and Stress as Predictors of Adjustment to University among First-Year Undergraduates,” Journal of College Student Development, 48, 3, 259-274.[11] Meyers, K. L., Silliman, S. E., Gedde, N. L., and Ohland, M. W. (2010). “A Comparison of Engineering Students’ Reflections on their First-Year Experiences.” Journal of Engineering Education, 99, 2, 169-178.[12] Hackett, G., and Betz, N (1981). “A Self-Efficacy Approach to the Career Development of Women

Conference Session

Retaining Women Engineering Students

Collection

2010 Annual Conference & Exposition

Authors

Judith Cordes, Michigan State University; Thomas Wolff, Michigan State University

Tagged Divisions

Women in Engineering

studying engineering andattending xxxx. She met with visiting prospective women students and their families, andintroduced them to the WIE Program. During the summer, she was the Co-Director of thesummer Women in Engineering Summer Camp which hosted 25 women students going intotheir second, third and fourth years of high school. Finally, the brochure for students and their Page 15.412.8families was taken from development stage to final copy. It is now used in all recruitmentactivities.Third Year. The third year has been a year of growth but also reflection. The Coordinator wasable to hire a student worker who works five hours per week and assists

Conference Session

ADVANCE Grants and Institutional Transformation

Collection

2010 Annual Conference & Exposition

Authors

Kristen Constant, Iowa State University

Tagged Divisions

Women in Engineering

Page 15.817.8their persistence and impact.Although we have made significant progress, we know that sustaining the slow process ofinstitutional transformation will required continued efforts and investment. The ISU-ADVANCE team continues to develop strategies to address each of these challenges and remainsboth committed and optimistic to positive transformation.This material is based upon work supported by the National Science Foundation under Grant No.SBE-0600399. Any opinions, findings, and conclusions or recommendations expressed in thismaterial are those of the authors and do not necessarily reflect the views of the National ScienceFoundation

Conference Session

WIED: Strategies Beyond the Classroom

Collection

2014 ASEE Annual Conference & Exposition

Authors

Lisa Rae Volpatti, University of Pittsburgh; Cheryl A. Bodnar, University of Pittsburgh; Lauren M. Byland, University of Pittsburgh

Tagged Divisions

Women in Engineering

particular, theyfound the use of case studies to be a valuable tool in promoting reflection on this sensitivetopic.33 After this initial implementation, the Stevens Institute of Technology outlined plans toexpand their training to upper classmen and graduate students; however, no further publicationson the dissemination of this workshop could be found. To our knowledge, there have been norecent reports of analogous workshops although the subject of SH remains of importance today.We therefore propose that offering SH workshops such as the one described within this study touniversity women across the United States will provide a positive atmosphere to educate femaleengineers on sexual harassment early in their careers.MethodsPlanning the Harassment

Conference Session

Retaining Women Engineering Students

Collection

2010 Annual Conference & Exposition

Authors

Susan Metz, Stevens Institute of Technology; Suzanne Brainard, University of Washington; Elizabeth Litzler, University of Washington

Tagged Divisions

Women in Engineering

but stillrepresentative sample of engineering colleges. Each PACE school was given tailoredrecommendations. When the research team looked across all the recommendations at all theschools, it turned out that some of the recommendations were highly prevalent at many of theschools. In this paper, those common recommendations are discussed in relation to thequantitative and qualitative findings that supported reasons for the recommendations.MethodIn conjunction with the substantive goals described above, the PACE research team also iscommitted to a set of scientific standards whereby the data gathered would be valid, reliable andethical reflections of students’ experiences. In order to meet these methodological goals, theteam designed and

Conference Session

Reports from ADVANCE Institutions

Collection

2011 ASEE Annual Conference & Exposition

Authors

Jan Rinehart, Rice University; Eden B. King, George Mason University; Mikki Hebl, Rice University

Tagged Divisions

Women in Engineering

program. • 71% reported the mentor program "mostly" or "totally" met their goals • 78% reported they will participate next year • 50% reported they are part of another mentor programWhen asked, “As a result of my participation in the Triad Mentor program, I feel…”,participants' responses (indicated on a 5 point Likert scale, with 1 being “not true” and 5 being“very true.”) reflect that the program goals were being met. We anticipated that participantswould believe their success matters to the university and their school because the mentors wereoutside their departments, but found that mentees felt that their success mattered not only in theuniversity and school but also in their own departments. This suggests that the Triad Mentor

Conference Session

Focus on Faculty

Collection

2010 Annual Conference & Exposition

Authors

Daniel Knight, University of Colorado, Boulder; Katie Corner, University of Colorado, Boulder; Beverly Louie, University of Colorado, Boulder; Amber Shoals, University of Colorado, Boulder; Cindy Cabrales, University of Colorado, Boulder

Tagged Divisions

Women in Engineering

. In recent years, the retention rate for women has declined and dropped below the rateat which the College retains men. An analysis of graduation rates in other colleges at theuniversity did not reflect the same pattern, indicating this pattern is specific to the college ofengineering. 62% 60% 58% 56.6% 56% Percent Retention 54.0% 54% Female 52

Conference Session

FPD V: Gender and Engineering Education: A Panel Discussion and Workshop

Collection

2011 ASEE Annual Conference & Exposition

Authors

Yevgeniya V. Zastavker, Franklin W. Olin College of Engineering; Debbie Chachra, Franklin W. Olin College of Engineering; Caitrin Lynch, Olin College of Engineering; Alisha L. Sarang-Sieminski, Franklin W. Olin College of Engineering; Lynn Andrea Stein, Franklin W. Olin College of Engineering

Tagged Divisions

First-Year Programs, Women in Engineering

-analysis andaligning one’s intent with positive micro-messaging, engineering educators may begin theirjourney towards creating positive classroom environments for women and other marginalizedgroups. By effectively using micro-affirmations, clearly delineating parameters of acceptablebehavior (e.g., rendering micro-inequities visible), and making a conscious effort to view theeducational environment through the eyes of non-privileged groups, engineering faculty andmentors will make a great impact for all students, especially women. The power and effect ofchanging one’s language and subtle behaviors cannot be emphasized enough.A further step would be to move beyond individual reflection and behavioral changes to begindiscussing issues of privilege

Conference Session

WIED Olio

Collection

2011 ASEE Annual Conference & Exposition

Authors

Peggy Layne, Virginia Polytechnic Institute and State University; Molly R. Hall, Virginia Polytechnic Institute and State University

Tagged Divisions

Women in Engineering

general consensus from the focus groups is that Virginia Tech is more family-friendly than itused to be. Newer faculty members with families appear to be having a different experience thantheir colleagues with more years of service (e.g., faculty members who started as assistantprofessors in the 2000s vs. faculty members who started as assistant professors in the 1990s orearlier). “One thing that has been a change I think largely as a result of the Advance grant is I do think the focus on work-life balance and being more family-friendly. That really has changed quite a lot.” – focus group participant “I think that that directly reflects a change in attitude. It's actually okay to have a baby, it's okay to have to do

Conference Session

Recruitment & Retention of Women II

Collection

2011 ASEE Annual Conference & Exposition

Authors

Donna Milgram, National Institute for Women in Trades, Technology & Sciences (IWITTS)

Tagged Divisions

Women in Engineering

retention of both female and male students as measured by an external evaluator. It isto this project model—used by IWITTS in three national demonstration projects to increase thenumber of women in STEM programs where they are underrepresented—that IWITTS attributesthe positive results of the CalWomenTech Project.This material is based upon work supported by the Program for Research on Gender inScience and Engineering from the National Science Foundation under Grant No. 0533564. Anyopinions, findings, and conclusions or recommendations expressed in this material are those ofthe author and do not necessarily reflect the views of the National Science Foundation (NSF)References[1] Suzanne G. Brainard and Linda Carlin, "A Six-Year Longitudinal Study of

Conference Session

WIED Poster Session

Collection

2011 ASEE Annual Conference & Exposition

Authors

Aura Tuulia Paloheimo, Aalto University, School of Science and Engineering; Kaisa Pohjonen, Aalto University; Pirjo Helena Putila

Tagged Divisions

Women in Engineering

the form of narrative inquiry. The data collectionmethod was simple: all new arriving students in our Aalto University School of Science andTechnology wrote free-form stories about their pathways into the engineering fields. Theminimum length of the essay was two A4 pages with font size of 12 pt at maximum. Thedeadline for the essay was set four weeks from the beginning of the semester. In that way, thefirst impressions of the initiated studies already reflected in the structure and content ofstudents‟ essays.All students were informed about possible research use with guaranteed anonymity of the Page 22.1144.3contributing students. Students were

Conference Session

ADVANCE and Related Faculty Issues

Collection

2012 ASEE Annual Conference & Exposition

Authors

Karen Chang Yan, College of New Jersey; Lisa Grega, College of New Jersey; Suriza VanderSandt, College of New Jersey; Diane C. Bates, College of New Jersey; Elizabeth Borland, College of New Jersey; Karen Elizabeth Clark, College of New Jersey; Amanda Norvell, College of New Jersey

Tagged Divisions

Women in Engineering

individual—change. “Organizational catalysts” and “institutional intermediaries”6 can take action oncampuses to challenge policies and practices that produce and reproduce gender inequality.Institutional Background The College of New Jersey (TCNJ) is a highly selective, public, primarily undergraduateinstitution (PUI) that has earned national recognition for its commitment to excellence. Foundedin 1855, TCNJ has become an exemplar of the best in public higher education and is consistentlyacknowledged as one of the top comprehensive colleges in the nation. With about 300 membersof the full-time teaching faculty and roughly 6200 undergraduate students, TCNJ prides itself onits teacher-scholar model. At TCNJ, gender equity issues reflect

Conference Session

Women in Engineering Division Poster Session

Collection

2014 ASEE Annual Conference & Exposition

Authors

Christine Valle, Georgia Institute of Technology; John D. Leonard II, Georgia Institute of Technology

Tagged Divisions

Women in Engineering

countries (such as China and India) in thenumbers of qualified engineering graduates overall.Another well-known issue with engineering is the field’s persistent lack of diversity. Sinceengineering pervades every aspect of modern life, it is vital that engineering products andprocesses reflect the diversity of the population they aim to serve. Engineering products (such as,say, voice recognition devices) used by a highly diverse population should not be designedoverwhelmingly by Caucasian males. In addition, the changing demographics of the US (the factthat the Caucasian population will be a minority in the next few decades) spell doom forengineering programs if the engineering community doesn’t do a better job of attracting andretaining a more

Conference Session

Undergraduate Student Issues II

Collection

2013 ASEE Annual Conference & Exposition

Authors

Nadia M Alhasani, The Petroelum Institute

Tagged Divisions

Women in Engineering

than institutionalized spaces, reflecting the way the young generation is ableto handle the want for advanced technology and the need for comfortable spaces. Spaces aredesigned with the young women in mind. They exhibit splashes of color, extensive art work andnon-traditional furniture. Quiet spaces are complemented with “sukoon” and “mummy’s” roomsdedicated to short naps and breast-feeding simultaneously.The third and final problem addressed by the WiSE Program is the issue of working in a male-dominated industry like the oil and gas industry especially in the Middle East. While this issueseems to be the same in most countries, it is quite different for the PI since all our students areexpected to work for the local oil and gas industry. This

Conference Session

Women in Engineering Division Technical Session 9

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Christina A. Pantoja, Purdue University at West Lafayette (COE)

Tagged Divisions

Women in Engineering

are distinguishable events that cause an individual to pause and reflect on their lifeor career decisions. They can be positive, neutral, or negative; expected or unexpected; internalor external to self-and/or the work environment. Scripts are career-related plans of action basedupon experience, observation of others, materials read, social expectations, and/ or family rules/norms, etc. Image violations are the incongruency perceived by an individual between theirinterests, values, goals, strategies for goal attainment, and their environment (family, school,peers, employer) or specific career.Image violations result when an individual’s values, goals, and strategies do not fit (areincongruent) with those of an organization [or profession]; if

Conference Session

Women in Engineering Division Technical Session 3

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Diane Nicole Abdullah, Florida International University; Trina L. Fletcher, Florida International University; Ronald Quintero, Florida International University; Jade R. Moten, Florida International University; Brittany Nicole Boyd, Morgan State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

Engineering”, Alonso [11] studied how engineering identities intersect with other identities. This study brings another element to the framework of Intersectionality - the individual’s perception and a peer’s perception of them being identified as an engineer. To clarify, we are not only observing if the individual identifies as an engineer but how that reflection compares to them feeling they are being portrayed as an engineer within their community. It is a matter of discerning which factors contribute to these identities and which factors dissociate the student with that identity. Through our study, it was apparent that this identity could be solidified by being established prior to attending college. Rincon [5] states [that] “...expressing early

Conference Session

Women in Engineering Division Technical Session 10

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Nolgie O. Oquendo-Colón, University of Puerto Rico, Mayagüez Campus; Lourdes A. Medina, University of Puerto Rico, Mayagüez Campus; Maria Angelica Velazquez, Montana State University; David Claudio, Montana State University; Aidsa I. Santiago-Roman, University of Puerto Rico, Mayagüez Campus

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

39.52 compared to 36.45 from UPRM. Therefore UPRM participantsexhibited characteristics of a collectivist society in which people are born into groups that providesupport and help to others in exchange for loyalty. Thus, the UPRM student population reflects amore ingrained sense of collectivism. Meanwhile, the mainland score of 91 represents anindividualist society, where people expect to take care of themselves. On the contrary, MSUstudent population scores align with the characteristics of a more collectivist culture.The analysis by gender revealed that female students reported a score lower than the generalpopulation at both institutions, with 33.98 for MSU and 36.31 for UPRM. For male students, weobtained a higher score of 46.40 and 37.18

Conference Session

Women in Engineering Division Technical Session 5

Collection

2021 ASEE Virtual Annual Conference Content Access

Authors

Jeanne Christman, Rochester Institute of Technology (CET); Randy Yerrick, Fresno State University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

classroom observations, analytic and reflective notes [34]were generated and logged in an audit trail, while the identification of codes and their origins werecarefully noted. It was also during this process that emerging themes were identified, whichinformed interview protocols for member check interviews. Throughout the coding process, wecompiled transcripts and field notes with the help of hyperRESEARCH. We assigned codes toeach data set, extracted the list of codes and used those to assign codes to the next data set, addingnew codes as they were generated.Once all qualitative data were completely coded, we analyzed them to identify themes in thecodes. With trustworthiness in mind, we identified themes that were common to at least threedifferent

Conference Session

Women in Engineering Division Technical Session 4

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Sarah Appelhans, University at Albany-SUNY

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

about. In contrast,amongst women born overseas, more explanation was needed, both on their part and mine. Thiswas reflected in their opening narratives as well.Here is Kalpana, a young engineer who was educated in India and came to the United States forgraduate school: Me: How did you become interested in engineering as a career? Kalpana: So I think the main reason goes back to my family, and what my parents, even my grandfather, what they did, how they thought about things. That’s what got me into physics or math or engineering in general. My grandfather was a schoolteacher and eventually the principal of the school. He never got to study more than a bachelor’s level. In spite of that, the amount of

Conference Session

Women in Engineering Division Technical Session 5

Collection

2020 ASEE Virtual Annual Conference Content Access

Authors

Anu Osta, Rowan University; Jennifer Kadlowec, Baldwin Wallace University; Alissa Papernik; Amanda Ferreira Dias-Liebold, Rowan University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

DiscussionBy fall 2019 semester, about 260 students had participated in the online survey, 68.92% male,and 30.28% female and 0.8% identified as other. The online survey addressed pre-college,family background, campus life and faculty interaction, peer interaction, extra-curricularactivities, internship experience, and social life. Charts reflecting this data can be seen inAppendix C. Of those surveyed, 41.67% were Mechanical Engineering students, 13.33% wereBiomedical Engineering, 18.33% Civil Engineering, 16.67% Chemical Engineering, 8.33%Electrical Engineering, and 1.67% Engineering Entrepreneurship.When surveyed about family background, almost 29.49% of the participants responded that theyhad an immediate family member in the engineering field. As

Conference Session

Women in Engineering Division Poster Session

Collection

2015 ASEE Annual Conference & Exposition

Authors

Tanya Stanko P.E., Innopolis University

Tagged Topics

Diversity

Tagged Divisions

Women in Engineering

have not chosen a career in IT were invited to participate ina focus group for one-to-one interviews, where young women reflected on the reasonsbehind their decision not to continue in IT. Here we present qualitative results of thesurvey.MethodologyFor the follow up survey we utilized the database of clients who enrolled inextracurricular courses in IT from Unium. We have been provided with data going backto 2007. From the broad range of educational courses offered by Unium we have focusedonly on those that are IT-related, namely: Web-design, computer flash graphics, andprogramming in C/C++. We limited the selection pool to over 900 pupils satisfying thosecriteria, including 142 girls.We aimed to form a group of 8-10 young women for a focus