Conference Session

Creating Equity Through Structure and Pedagogy

Collection

2018 ASEE Annual Conference & Exposition

Authors

Chelsea Nneka Onyeador, Stanford University; Shannon Katherine Gilmartin, Stanford University; Sheri Sheppard, Stanford University; Gloriana Trujillo, Stanford University; Carol B. Muller, Stanford University

Tagged Topics

ASEE Diversity Committee, Diversity

reflection and evaluation data. Our analysis andrecommendations focus on inclusivity, which is the ability of students of all backgrounds toengage meaningfully with the course. Since the goal of such courses is to attract students with arange of experiences and backgrounds, inclusivity in every course component is critical.I. IntroductionIt is well documented that today’s engineering students, faculty, and practitioners in the U.S. donot represent the demographic profile of the national population [6]. While a strong argument infavor of diversity based on social and demographic group membership can be made on thegrounds of fairness, there is another, perhaps more compelling argument to be made. William A.Wulf captures that argument when he states

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

Snyder’smodel of administrative support for communities of practice and ways in which membership incommunities of practice add value to organizations through the following elements [8]: drivestrategy, start new lines of operations, improve problem solving, transfer best practices, developprofessional skills, and help recruit and retain talent. As we adapt each element to academiccredentialing in this work, we are building on, and including quotations from, on-goinginterview-based research on credentialing innovative, transformative curriculum as describedelsewhere [see 6, 9]. This will result in a process to reflect on, manage, and implementsuccessful transformation in engineering education.  Drive strategy: As we better understand the needs and

Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Stephanie Farrell, Rowan University; Tiago R Forin, Rowan University; Kauser Jahan P.E., Rowan University; Ralph Alan Dusseau P.E., Rowan University; Parth Bhavsar, Rowan University; Beena Sukumaran, Rowan University

Tagged Topics

ASEE Diversity Committee, Diversity

another as well as relate to how their discipline is practiced [2]. Students who are not able todevelop an alignment in a given discipline in higher education may change majors or drop out toseek a sense of belonging elsewhere.Diversity is one of the greatest challenges to the engineering profession today. Manyengineering schools struggle to attract and retain a student population that reflects the diversityof the general population. One of the key reasons cited for students leaving STEM is theperception of a chilly climate, especially by those who are members of underrepresented groups[3]. Furthermore, there is compelling evidence that diversity among students and faculty iscrucially important to the intellectual and social development of both

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

which the university will: become an anchorinstitution, demonstrate engaged scholarship, practice changemaking, advance access andinclusion, demonstrate care for our common home, and integrate our liberal arts education.In addition, the University Core curriculum recently underwent an overhaul with a new CoreCurriculum in place in Fall 2017. One significant outcome of the new Core reflects theUniversity’s commitment to Diversity, Inclusion and Social Justice (DISJ). Whereas studentspreviously were required to take a single Diversity course, the new Core requires students to taketwo Diversity, Inclusion, and Social Justice (DISJ) courses recognizing a developmental modelof achieving these outcomes. In addition, the DISJ designation is now based

Conference Session

Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Kelsey Morgan Irvin, Washington University in St. Louis; Elizabeth Hiteshue, University of Pennsylvania; Mary Yvonne Lanzerotti, Air Force Institute of Technology; Michael Geselowitz, Stevens Institute of Technology

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

finalized. The questions were personalized for each interviewee andreviewed by the IEEE Historian. Following changes, the participating students sent the oralhistory questions to the interviewee prior to the interview.A standard set of interview components included the following sections: Introduction, EarlyLife/Education, Career, Awards/Honors, Gender-Related Questions, Reflection/Advice, andConclusion. Table I (shown on the next page) shows the structure of a typical oral historyinterview. Excluding an introduction and conclusion, the five general sections covered in theinterview are Early Life/Education, Career, Awards/Honors, Gender, and Reflection/Advice.Questions are personalized for each interviewee. Questions in the Early Life/Education

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

programs, etc.) haveimpacted the success of these women, it was important to have distinct research sites so that Icould examine the effects of various policies and procedures on the careers of the researchparticipants within the context of each institution’s programs and policies.Population and Sample I interviewed women faculty who have their primary appointment in the engineeringschool each campus (since some faculty have dual appointments). The objective for each site  was to interview at least fifty percent of the faculty so that my sample would reflect the variedexperience of tenured women faculty at each site. Table 1-1 describes the population and sampleat each research site and Table 1-2 provides employment and demographic

Conference Session

Women in Engineering Division Technical Session - Development Opportunities for Diverse Engineering Students

Collection

2016 ASEE Annual Conference & Exposition

Authors

Jenni Buckley, University of Delaware; Amy Trauth, University of Delaware; Manuela Restrepo Parra; Laura Meszaros Dearolf, The Perry Initiative ; Lisa L Lattanza MD

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Minorities in Engineering, Women in Engineering

for our programming efforts. First, we modeled the long-term effect ofour programming efforts on the percentage of females in the incoming residency class assumingthat we maintain our current level of programming indefinitely. We then adjusted selectparameters in the model to reflect “worst-case” assumptions for recruiting and retention inorthopaedic residency (see Table 2). This analysis is particularly important because our currentprogram evaluation data – on which the model parameters are based – reflect intermediaterecruitment and retention outcomes, e.g., intention to pursue orthopaedic surgery for high schoolparticipants rather than actual matriculation rates into residency. Our worst-case assumptionswere as follows: (1) 10% decrease in

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Kylie Denise Stoup, James Madison University; Olga Pierrakos, James Madison University

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Women in Engineering

collected in the form of an online survey (via Qualtrics), a version of which was firstdeveloped and implemented by Casto et al.11. The survey used for this study consisted ofquestion topics ranging from identity and personality to authenticity and persistence. The BigFive Personality model was the main framework used to measure personality. More specifically,students were asked to reflect on their personality during two different contexts or situations -“non-academic settings” and “engineering academic settings”.The adjective checklist approach was used in the development of the survey, previouslygenerated and used by Casto et al., Table 111. This approach uses personality traits, words, orphrases for self-description and is stated to be simple

Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Paula Holmes Jensen, South Dakota School of Mines and Technology; Michael West, South Dakota School of Mines and Technology; Jon J Kellar, South Dakota School of Mines and Technology; Stuart D. Kellogg, South Dakota School of Mines and Technology; Jennifer Karlin, University of Southern Maine; Cassandra M Birrenkott, South Dakota School of Mines and Technology

Tagged Topics

ASEE Diversity Committee, Diversity

Engineering program hasmaintained a female enrollment of 25-40% women over the duration of the program. TheMetallurgical Engineering program increased their female graduation rate from 17.5% to 25%during the five years of the C&A program.While the statistics show a substantial bias towards female enrollment in Industrial Engineering,it is also recognized that Industrial Engineering is often viewed more gender friendly than mostengineering majors. Nationally, 17% of engineers are women while women comprise 29.7% ofIndustrial Engineering majors. The relatively large number of Mechanical Engineering majorssupported through the C&A program reflects the large size of the students in that major. At theconclusion of the C&A program, overall

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

adopt in this studynaturally reflects outcome (g), we explicitly structure the team formation according to outcome(d), i.e. enforcing a multidisciplinary team composition.1.2. Team-Based LearningIt becomes clearer based on the previous discussion that leadership skills (traits) are presented invarious forms of teamwork skills. It is thus no coincidence that we observe a growing practice andresearch on team-based pedagogy in engineering education. As suggested in Michaelsen et al.(2014)11, Team-Based Learning (TBL) 12-16 has proven to be a practical and effective strategy foraddressing these challenges and transforming our classrooms into a more enjoyable experience forteachers and students alike.Four foundational practices were also identified

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

together resulted in acollaborative solution, and only two meetings were required. It is important that all stakeholdersare represented for this process to be successful.ACKNOWLEDGEMENTSThis material is based upon work supported by the National Science Foundation under Grants0811076 and #1209115. The researchers wish to express their gratitude for the support of thisproject. Any opinions, findings, and conclusions or recommendations expressed in this materialare those of the authors and do not necessarily reflect the views of the National ScienceFoundation.REFERENCES[1] Margaret Bailey, S. B., Elizabeth DeBartolo, Carol Marchetti, Sharon Mason, Jacqueline Mozrall, Maureen Valentine (2012). “EFFORT - Establishing the Foundation for Future

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Dina Verdin, Purdue University, West Lafayette ; Allison Godwin, Purdue University, West Lafayette; Brenda Capobianco, Purdue University, West Lafayette

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

science teachers’ integration of the engineering design process to improve science learning. c American Society for Engineering Education, 2016 Systematic Review of the Funds of Knowledge Framework in STEM EducationIntroductionFor over two decades, there have been significant and consistent calls to increase the quantity anddiversity of engineering graduates to not only support the workforce demand but also to improveengineering solutions to better reflect the demographics of the U.S. population.1–4 However, thecall to increase the diversity of engineering often has been centered on simply increasing thepercentages of underrepresented groups in engineering. Once these

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

based primarily on student process and reflection, rather than concrete technical goals. Students also have a a high degree of autonomy in defining the specific trajectory and outcomes of their projects. This, combined with a group of incoming students with an array of backgrounds in design and fabrication, means that each project, and process, is unique. Thus, the course of each project and the advice given to students at any point may vary. Advice is typically given verbally.   Because of the open-ended nature of projects and process-driven emphasis of assessment, students transitioning from high school can find this course challenging. They are often uncomfortable with the decrease in summative feedback they are used to receiving and unsure

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

to empower the students and to provide skills to navigate theirexperiences in an engineering workforce. Peer coaching is introduced and implemented throughexamples, training on key coaching skills, and five opportunities for the students to practice theseskills with one another.Mixed methods design is employed to identify emerging themes which can form the basis offuture theories and research as well as to assess the effectiveness of integrating peer coachinginto the classroom. Data analysis includes reflective journals from the perspective of servingboth as the coach and coachee, pre- and post-course surveys, as well as weekly post-classsurveys. While qualitative analysis aids in identifying theoretical frameworks for future studies,results

Conference Session

Action on Diversity - Disability Experiences & Empathy

Collection

2017 ASEE Annual Conference & Exposition

Authors

Henriette D Burns, Washington State University, Vancouver; Kristin Lesseig, Washington State University Vancouver

Tagged Topics

ASEE Diversity Committee, Diversity

E illustrates actual statements byCaroline and John Cena. Caroline was already speaking in the first-person “I” before the lessonand John evolved from the pronoun “you” to a first-person pronoun “we” by the end of thelesson. Evolving pronoun usage may reflect evolving interests.54 Exhaustive analysis of theaudio/video data of all lessons must be completed to confirm any overall trends of interestevolution.Appendix F illustrates examples of behavior by Caroline and John Cena. Carolina, was lookingat the lesson worksheet by herself at the beginning of lesson. Others joined her and shecompleted the stethoscope design. She ended the lesson by creating a second design (a headset)with her materials that she asked to take home. Caroline’s behavior

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

implementationactivities.Dialogues was grounded in an institutional strategic planning process and occurred as part of arange of gender equity activities implemented during an NSF funded ADVANCE project. TheADVANCE program provides significant funding to institutional change efforts that recruit,retain and promote women faculty in science, technology, engineering and math fields. TheDialogues process consisted of a series of sessions (ranging from three to eight) that engageddepartmental faculty in a total of eight hours of facilitated reflection activities and discussionsabout implementing the university’s strategic plan to meet the vision of the respectivedepartment. At each meeting, facilitators guided faculty through a series of activities aimed atdefining the

Conference Session

Action on Diversity - Supporting Students at Multiple Levels

Collection

2017 ASEE Annual Conference & Exposition

Authors

Autumn Turpin, Stanford University; Kai Jun Chew, Stanford University; Helen L. Chen, Stanford University; Beth Rieken, Stanford University; Sheri Sheppard, Stanford University

Tagged Topics

ASEE Diversity Committee, Diversity

organizing preparation for the next general review. Previously, he has worked in promoting reflection in courses within Stanford University.Dr. Helen L. Chen, Stanford University Helen L. Chen is a research scientist in the Designing Education Lab in the Department of Mechanical Engineering and the Director of ePortfolio Initiatives in the Office of the Registrar at Stanford University. She is also a member of the research team in the National Center for Engineering Pathways to Innovation (Epicenter). Chen earned her undergraduate degree from UCLA and her Ph.D. in Communication with a minor in Psychology from Stanford University in 1998. Her current research interests include: 1) engineering and entrepreneurship education

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

objectivity within our existing body of research.Conceptualization of GenderThe embedded logics of a professional institution or culture is adopted by those who identifywith that institution or culture [8]. With the highly gendered field of engineering, this includesthe conceptualization of gender and its corresponding logics. Discussions around gender inengineering often reflect one particular conceptualization of gender which is often termedbiological essentialism, or binary gender essentialism. This view of gender posits that perceivedsecondary sex characteristics form the basis of gender, and that sex and gender can be usedinterchangeably as they are believed to be the same [9]. Research and demographics whichreflect this conceptualization offer

Conference Session

Creating Equity Through Structure and Pedagogy

Collection

2018 ASEE Annual Conference & Exposition

Authors

Raja S. Kushalnagar, Gallaudet University; Gary W Behm, Rochester Institute of Technology (CET)

Tagged Topics

ASEE Diversity Committee, Diversity

BS level program of choice. Of course, theseare reflected in their ACT scores and/or placement scores. Using academic support in the formof direct sign or simultaneous-communication (voice and sign) instruction during their first yearin math, English and some technical courses, students are offered a nurturing and supportiveenvironment where they can catch up and even excel in their studies. After they attain anacademic level on par with hearing peers, which takes approximately one year, then instructionshifts to traditional voice only instruction with the support of interpreters or captioners and notetakers in the classroom, as well as a team of support faculty with a variety of communicationmodes.X has an articulation agreement with the BS

Conference Session

Action on Diversity - Engineering Workforce & Faculty Training

Collection

2017 ASEE Annual Conference & Exposition

Authors

Rebecca A Bates, Minnesota State University, Mankato; Erick C Jones, University of Texas, Arlington; Alan A. Arnold, AAAS Science and Technology Fellow at the National Science Foundation

Tagged Topics

ASEE Diversity Committee, Diversity

, hiring committees and faculty mentors follow this implicit model of astraightforward academic pathway to the detriment of a diverse professoriate. We address thisby presenting an alternate model that better reflects alternate pathways that currently exist andcould be better encouraged and supported through infrastructure and social means.A Traditional Model of a Faculty CareerA traditional engineering faculty career moves from high school, to a bachelors degree, to a PhDprogram and then into a tenure track position, followed by promotions to associate and fullprofessor and then eventually a happy retirement, perhaps with an emeritus position to maintainan active mind until death. This is shown in Figure 2. In attempting to follow the

Conference Session

Understanding Diversity, Equity, and Inclusion from Students' Perspectives

Collection

2018 ASEE Annual Conference & Exposition

Authors

Ashley R. Taylor, Virginia Tech; Walter C. Lee, Virginia Tech; Benjamin David Lutz, Oregon State University; Holly M. Matusovich, Virginia Tech; Cynthia Hampton, Virginia Tech

Tagged Topics

ASEE Diversity Committee, Diversity

5.40 1.63 5Figure 1. Boxplot comparison of students’ confidence and knowledge about diversityWhile participants reported relatively high confidence in their abilities to learn about diversity-focused issues in an engineering classroom, they reported lower levels of overall knowledgesurrounding issues facing diverse groups in engineering. As shown in Table 7 and Figure 2,students reported being most knowledgeable about issues surrounding race and gender in anengineering classroom. Importantly, we did not ask students to note specific issues or define theterms. Still, scores in Table 6 and 7 reflect high self-reported understanding of current

Conference Session

Action on Diversity - Engineering Workforce & Faculty Training

Collection

2017 ASEE Annual Conference & Exposition

Authors

Kelly J Cross, University of Illinois, Urbana-Champaign; Stephanie Cutler, Pennsylvania State University, University Park

Tagged Topics

ASEE Diversity Committee, Diversity

, RBIS’s provide a useful example for the research team to reflect on how toimplement diversity and inclusion concepts into engineering education. The results of theBorrego et al. study suggest that knowledge of RBIS alone does not ensure effectiveimplementation14. The details and nuances regarding the context were a barrier to facultysuccessfully implementing a new pedagogy and achieving the anticipated student outcomes. Thissuggest that our research should gather data not only about faculty knowledge of diversity andinclusion concepts, but also explicate the details of translation and the role of context. Also,according Maruyuma and Morena15 faculty may feel prepared and comfortable to addressdiversity issue in the classroom but that does not

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

make meaning of thetraining, reflecting on how it impacted them personally, as well as on how it could impact theirpeers in the College. The meaning-making stage allowed cohort members to understand theapplicability of social justice work in STEM fields and the roles they play in creating systemicchange. Throughout the semester, AWE members attended training sessions on presentationskills, including how to manage an audience, how to speak in front of large groups, and how tofacilitate sensitive discussions. They also worked on building cohesiveness as a group as theystarted to examine possible locations and audiences for outreach in the university community.The time spent on AWE-related activities by cohort members ranged from one to five

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

identify systematicallyparticular aspects of latent diversity that are most important to understanding student success andchallenges in engineering through a national survey of first-year engineering students andlongitudinal qualitative data collection.AcknowledgmentThis work was funded by a National Science Foundation EEC CAREER grant (No. 1554057).Any opinions, findings, and conclusions or recommendations expressed in this material are thoseof the author and do not necessarily reflect the views of the National Science Foundation.References1. Chubin DE, Babco EL. Diversifying the engineering workforce. J Eng Educ. 2005;94(1):73-86.2. National Science Board. The Science and Engineering Workforce: Realizing America’s Potential. (National

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Stephen Secules, University of Maryland, College Park; Andrew Elby, University of Maryland, College Park; Ayush Gupta, University of Maryland, College Park

Tagged Topics

ASEE Diversity Committee, Diversity

Tagged Divisions

Educational Research and Methods

pseudonyms), was much slower than the class norm (e.g., in labprogramming assignments), and two students appeared to particularly excel. By the end of terminterviews, the professor and other students could pick out who in particular was struggling andslow, as could Isaac himself, who reflected “I just don’t think I have the brain for programming.”This happened, in spite of the fact that programming in the professional world is rarely a timedactivity with “winners” easily noticed, and in spite of the fact that the students with whom hecompared himself arguably did not belong in an introductory programming class. Specifically,two out of the five students arrived through non-traditional pathways (a second bachelor’sdegree, a community college transfer

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

);• regular dialogue with the Board of Directors; and• diversity booth at Annual Conference & Exhibition (sponsored by industry).This time period included some struggles to get critical momentum going, although perseveranceprevailed until the committee reached a critical mass of members. Much of this progress was theimpact of Bevlee Watford’s role as a charismatic and direct-speaking leader. Processes becamemore institutionalized, which helped set ASEE precedents to move from good ideas, to actionand implementation, to institutionalization and sustainability. A reflection on this period isprovided in the Spring 2014 Diversity Committee newsletter by J.P. Mohsen, ASEE formerPresident [14].3.3. 2013-2014 (Chairs: Teri Reed & Adrienne Minerick

Conference Session

Creating Equity Through Structure and Pedagogy

Collection

2018 ASEE Annual Conference & Exposition

Authors

Canek Moises Luna Phillips, Rice University; Ann Patrice Gulley, Auburn University at Montgomery; Yvette E. Pearson P.E., Rice University; Logan C. Prickett, Auburn University at Montgomery; Luke A. Smith, Auburn University at Montgomery; Joshua Eyler, Rice University; Steve Noble, University of Louisville; Matthew F. Ragland, Auburn University at Montgomery; Jordan Allen Price, Auburn University at Montgomery; Anila K. Shethia M.B.A., Rice University; Luis Perez Ph.D., National AEM Center; Caroline Dunn, Auburn University at Montgomery

Tagged Topics

ASEE Diversity Committee, Diversity

increase apprehension for students with math anxiety (e.g., arithmetic and vector operators, Cartesian and cylindrical polar coordinate systems, and sine and cosine trigonometric functions).The graphic representations in the section that follows demonstrate the manner in whichchunking breaks the above problem down into more manageable pieces that reflect the logic ofthe mathematical substructures. Initially, the chunks are labeled with appropriate mathvocabulary, temporarily hiding the numbers, variables, and symbols to deliver only the broadlandscape of the problem. This first step functions as an instructional pause button that givesstudents additional time to formulate a strategy before working memory is taxed with the detailsof the

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

, or reliance on the prospective member to take initiative toparticipate. Earlier work identified the fallacy of the open recruiting narrative.20 Formalrecruitment procedures are by-passed in favor of network friendships, excluding those who donot have high levels of cultural and social capital. Even though teams recruited at college ofengineering-wide events, they continued to be populated primarily by white male ME studentswith pre-existing friendships and other connections. Due to the effects of homophily andtransitivity (explained earlier), both team membership and leadership were limited to a cadre ofstudents with high social capital.19, 20 The survey results presented here reflect the samehomogenizing influences.Persistence barriers

Conference Session

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

Collection

2016 ASEE Annual Conference & Exposition

Authors

Elizabeth Dell, Rochester Institute of Technology (COE); Margaret B. Bailey P.E., Rochester Institute of Technology (COE); Maureen S. Valentine, Rochester Institute of Technology (CAST); Sharon Patricia Mason, Rochester Institute of Technology; Carol Elizabeth Marchetti, Rochester Institute of Technology (COS); DeLois Kijana Crawford, Rochester Institute of Technology; Wendy A. Dannels, Rochester Institute of Technology (NTID)

Tagged Topics

ASEE Diversity Committee, Diversity, Engineering Deans Council

Tagged Divisions

Engineering and Public Policy, Women in Engineering

NTIDcommunity and faculty’s professional development plans. The Connectivity series at RIT issupporting the goals of the AdvanceRIT project by removing barriers to resources that supportcareer success and creating new interventions and resources.AcknowledgementsThis material is based upon work supported by the National Science Foundation under Grants0811076 and #1209115. The researchers wishes to express their gratitude for the support of thisproject. Any opinions, findings, and conclusions or recommendations expressed in this materialare those of the authors and do not necessarily reflect the views of the National ScienceFoundation.References1. Hill, C.; Corbett, C.; Rose, A., Why so few. American Association of University Women: Washington D.C

Conference Session

Engineering Cultures and Identity

Collection

2016 ASEE Annual Conference & Exposition

Authors

Allison Godwin, Purdue University, West Lafayette

Tagged Topics

ASEE Diversity Committee

Tagged Divisions

Educational Research and Methods

used with cautionand only adjust the model if they are consistent with theory. In this case, the wording ofQ8Eng_k and Q8Eng_l are very similar and these measurement items capture similarinformation about students’ competence beliefs; therefore, this modification was made and theresulting model better reflects the data implied matrix.Figure 2. Confirmatory factor analysis of the latent constructs of identity: interest (Int),recognition (Rec), and performance/competence (PC) beliefs for 2790 students in first-yearengineering at four U.S. institutions during the fall semester of 2015. All paths are significant atthe p < 0.001 level. Image generated using the semPlot package in R74,75.The confirmatory factor analysis indicates that the data do