Virtual On line
June 22, 2020
June 22, 2020
June 26, 2021
Minorities in Engineering
The American Society for Engineering Education (ASEE) dubbed the 2014-2015 academic year as the Year of Action in Diversity. Supporting this significant event and recognizing the urgent need of increasing diversity, deans of engineering schools across the United States signed pledges to act on four major diversity initiatives. One of these initiatives addresses the commitment of developing and implementing proactive strategies for increasing the representation of women and underrepresented minorities within the engineering professoriate. One general measure of success outlined in the pledge is a “notable increase” in diversity in engineering faculty over the next decade. This work-in-progress paper presents preliminary findings from a cross-sectional study of data obtained from the 5-year post-pledge period (2014-2018) focusing on the state of black tenure-line engineering faculty in research-intensive (R1) universities. The main objective of this study is to determine if the engineering professoriate is on a path to see a “notable increase” in the number of black tenure-line engineering faculty, which is needed to notably increase the overall diversity. The main conclusion from this study is that the hiring trend for black tenure-line engineering faculty is only slightly up with a stagnant proportional rate of percentage increase. Some thoughts on the "pipeline problem" narrative and hiring practices are included.
Urgessa, G. (2020, June), Analysis of the State of Tenure-line Black Engineering Faculty in Research-intensive (R1) Institutions Paper presented at 2020 ASEE Virtual Annual Conference Content Access, Virtual On line . 10.18260/1-2--34146
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