ICWES15 - Perception of Barriers to Career Progression by Women Engineers and Engineering Students. Presented by Dr Achela K Fernando, Unitec Institute of Technology, New Zealand
The document summarizes a survey that examined women engineers' and engineering students' perceptions of barriers to career progression in engineering. The survey found that engineering is seen as a male-dominated field with an unbalanced gender ratio. It identified several perceived obstacles for women such as less opportunities in leadership roles, having to work harder to succeed, and a lack of pay parity. Respondents suggested actions by employers, institutes, and professional bodies to encourage more women in engineering through flexible work arrangements, mentoring programs, and exemptions from continuing education requirements.
An introduction to engineering for K-12 counselors and educators. Strategies are introduced for introducing students to engineering. This presentation was designed for the educators who participate in the T-STEM Gender Equity workshops hosted by WTIF-HTHH. This specific workshop was presented on Dec 1, 2010 by Meagan Ross (mail@meaganross.com).
An introduction to engineering for K-12 counselors and educators. Strategies are introduced for introducing students to engineering. This presentation was designed for the educators who participate in the T-STEM Gender Equity workshops hosted by WTIF-HTHH. This specific workshop was presented on Dec 1, 2010 by Meagan Ross (mail@meaganross.com).
The purpose of the Project is to examine the relationship between the use of information and communi¬cation technologies (ICT) and Learning in higher education. During the last two decades higher education institutions have invested heavily in information and communication technologies (ICT). ICT has had a major impact in the university context, in organization and in teaching and learning method. It is difficult and maybe even impossible to imagine future learning environments that are not supported, in one way or another, by Information and Communication Technologies (ICT). There is, in other words, a widespread belief that ICTs have an important role to play in changing and modernizing educational systems and ways of learning.
The impact of the ICT on learning can be approached in different ways. There is no single
concept of learning through the use of ICT. Many different types can be envisaged: computer assisted learning, web-learning, computer-classes, online training, distance education, eLearning, virtual learning, digital training, projector in classroom, microphone, use of Power point slide etc. Consequently, its impact on the learning process should encompass not only traditional learning outcomes but also the use of ICT by teachers (teacher training), the organizational use of ICT by education and training institutions, and, last but not least, the impact of ICT-enabled education on, for instance, personal development, confidence and self esteem.
Babi Mitra, a speaker at the marcus evans University Leadership Summit 2022, discusses the efficacy of engineering education, and what changes it is undergoing.
Lecture 1-Introduction to labour market skills (1).pptxShorooqSuleiman1
Introduction to labor market skills in Biology like : Define evidence-based medicine (EBM).
Explain the reasons for practicing EBM.
List the steps for practicing EBM.
Formulate background and foreground questions to be answered by EBM.
Detail the levels of scientific evidence in health care.
Use resources for EBM: pre-appraised evidence (Up-to-date, DynaMed, etc…) or search engines (PubMed, Medline, Google, Google Scholar).
Describe how science and practice of health care is moving forward from basic research to practice (translational science).
Define IT and IoT.
Identify the criteria needed to use IoT in health care.
Describe how technology, basic science and research has changed the job market.
Describe how technology, basic science and research has changed the job market.
Define “Big Data” and how it is collected.
Recognize the advantages and disadvantages of large data collection.
Identify the uses of IoT in medical education.
Describe the uses of IoT in virtual lab and surgical simulation.
Professor Kate Myers gave a presentation on gender equality issues in the new Diploma. Colleagues interested in this area will be interested in the recent DCSF 'Gender Agenda'
Sara Hajikazemi 'Gender Equality Interventions In Project based Organisations...PMIUKChapter
What kinds of interventions are utilized in PBOs
to deal with gender inequality?
• What kinds of interventions are effective and
which are not, in dealing with gender inequality
in PBOs and why?
Closing the Gender Gap in Engineering - Nov 2010Meagan Pollock
This presentation was designed for Education is Freedom College Counselors. This specific workshop was presented on Nov 30, 2010 by Meagan Ross (mail@meaganross.com).
Abstract:
A ninety minute interactive and engaging session where participants will learn about careers in engineering & the gender gap within this field. Participants will learn that life takes engineering, engineers help shape the future, and engineers are creative and collaborative problem-solvers. We will discuss gender bias in the classroom and how to use this awareness to help reach gender parity in engineering. Upon completion of the workshop, participants will be prepared to advocate careers in engineering to all students, and will have tools to recognize and address gender bias in their environment.
This presentation is a description and some questions and answers for the PTDF Scholarshi Interview for Nigerian graduates seeking overseas scholarships.
Its objective is a complex analysis of the conditions relating to the choice of technical and scientific education path by women, their
aspirations and expectations, as well as realisation of these aspirations on the labour market. During
this year-long project we analysed the issue of why young women do or do not choose technical
and scientific studies (from the STEM area), how they evaluate their preparation to build a career in
the technology industry, how well they do at technical HEIs, their approach to studying and further
activity in fields dominated by men. We also studied how the labour market is prepared to receive
them. During the research the values brought by women into the technology industry were defined,
as well as the policies of technology companies related to their presence. We have also verified the
thesis about increased employment of women by the innovative sector of industry in the recent
years and their larger presence in companies’ management.
The Women’s Potential report is a pioneering work in Poland and constitutes completion
and extension of efforts made by Perspektywy Education and Siemens Poland
Title of ProjectImpact of home working on employee motivation. FTakishaPeck109
Title of Project
Impact of home working on employee motivation. Focus on the UK construction industry.
Name of Researcher
SECTION A
YES
NO
N/A
1
Will you describe the main research procedure to participants in advance, so that they are informed what to expect?
·
2
Will you tell participants that their participation is voluntary?
·
3
Will you obtain consent from participants?
·
4
If the research is observational, will you ask participants for their consent to being observed.
·
5
Will you tell participants that they may withdraw from the research at any time and for any reason?
·
6
With questionnaires/interviews, will you give participants the option of omitting questions they do not want to answer?
·
7
Will you tell participants that their data will be treated with full confidentiality and that, if published, it should not be identifiable as theirs?
·
If you have ticked No to any of questions 1-7, then your project is NOT low risk
8
Will your project involve deliberately misleading participants in any way?
·
9
Is there any realistic risk of any participants experiencing either physical or psychological distress or discomfort?
·
10
Will it be possible to link identities or trace information back to individual participants in any way?
·
11
Will the study involve discussion of sensitive topics (e.g. sexual activity, drug use, ethnicity, political behaviour, potentially illegal activities)?
·
12
Will financial inducements (other than reasonable expenses, compensation for time or a lottery / draw ticket) be offered to participants?
·
If you have ticked Yes to questions 8-12, then your project is NOT low risk
YES
NO
N/A
13
Does your project involve work with animals?
·
14
Do participants fall into any of the following special groups?
If they do, please outline on page 2 how you will take account of their needs.
Note that you may also need to obtain satisfactory Disclosure and Barring Service (DBS) clearance
YES
NO
N/A
a) School Children?
·
b) People with learning or communication difficulties
·
c) Patients
·
d) People in custody
·
e) People engaged in illegal activities (e.g. drug-taking)
·
SECTION B
Please provide full details of your project below
(if insufficient detail is provided and the precise nature of the study is not clear your supervisor will NOT approve the project and your form will be returned)
State the aims and objectives of this research:
Research Aim
To investigate the impact of home working on employee motivation in the UK construction industry.
Research Objectives
· To explore literatures on the concept of home working and its effect on the level of employee motivation.
· To examine using questionnaires challenges of home working and its impact on employee motivation.
· To study the participants, view on the context of homeworking from the data collected from a range of quantitative data sets.
· To offer sensible recommendations on the merits and d ...
Looking to the past to understand the future
To understand fully the future direction of the oil and gas sector here in WA, it is important to consider and recognise the recent history and current challenges being experienced. This history and current challenges formed the first section of the presentation highlighting the scale of expansion of the industry here over the past decade, where we have moved from around 20mtpa LNG to a anticipated output level of some 50mtpa in WA alone, which, when combined with the additional capacity being constructed in QLD and NT will make Australia the world’s largest exporter of LNG by the end of this decade.
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Similar to ICWES15 - Perception of Barriers to Career Progression by Women Engineers and Engineering Students. Presented by Dr Achela K Fernando, Unitec Institute of Technology, New Zealand
The purpose of the Project is to examine the relationship between the use of information and communi¬cation technologies (ICT) and Learning in higher education. During the last two decades higher education institutions have invested heavily in information and communication technologies (ICT). ICT has had a major impact in the university context, in organization and in teaching and learning method. It is difficult and maybe even impossible to imagine future learning environments that are not supported, in one way or another, by Information and Communication Technologies (ICT). There is, in other words, a widespread belief that ICTs have an important role to play in changing and modernizing educational systems and ways of learning.
The impact of the ICT on learning can be approached in different ways. There is no single
concept of learning through the use of ICT. Many different types can be envisaged: computer assisted learning, web-learning, computer-classes, online training, distance education, eLearning, virtual learning, digital training, projector in classroom, microphone, use of Power point slide etc. Consequently, its impact on the learning process should encompass not only traditional learning outcomes but also the use of ICT by teachers (teacher training), the organizational use of ICT by education and training institutions, and, last but not least, the impact of ICT-enabled education on, for instance, personal development, confidence and self esteem.
Babi Mitra, a speaker at the marcus evans University Leadership Summit 2022, discusses the efficacy of engineering education, and what changes it is undergoing.
Lecture 1-Introduction to labour market skills (1).pptxShorooqSuleiman1
Introduction to labor market skills in Biology like : Define evidence-based medicine (EBM).
Explain the reasons for practicing EBM.
List the steps for practicing EBM.
Formulate background and foreground questions to be answered by EBM.
Detail the levels of scientific evidence in health care.
Use resources for EBM: pre-appraised evidence (Up-to-date, DynaMed, etc…) or search engines (PubMed, Medline, Google, Google Scholar).
Describe how science and practice of health care is moving forward from basic research to practice (translational science).
Define IT and IoT.
Identify the criteria needed to use IoT in health care.
Describe how technology, basic science and research has changed the job market.
Describe how technology, basic science and research has changed the job market.
Define “Big Data” and how it is collected.
Recognize the advantages and disadvantages of large data collection.
Identify the uses of IoT in medical education.
Describe the uses of IoT in virtual lab and surgical simulation.
Professor Kate Myers gave a presentation on gender equality issues in the new Diploma. Colleagues interested in this area will be interested in the recent DCSF 'Gender Agenda'
Sara Hajikazemi 'Gender Equality Interventions In Project based Organisations...PMIUKChapter
What kinds of interventions are utilized in PBOs
to deal with gender inequality?
• What kinds of interventions are effective and
which are not, in dealing with gender inequality
in PBOs and why?
Closing the Gender Gap in Engineering - Nov 2010Meagan Pollock
This presentation was designed for Education is Freedom College Counselors. This specific workshop was presented on Nov 30, 2010 by Meagan Ross (mail@meaganross.com).
Abstract:
A ninety minute interactive and engaging session where participants will learn about careers in engineering & the gender gap within this field. Participants will learn that life takes engineering, engineers help shape the future, and engineers are creative and collaborative problem-solvers. We will discuss gender bias in the classroom and how to use this awareness to help reach gender parity in engineering. Upon completion of the workshop, participants will be prepared to advocate careers in engineering to all students, and will have tools to recognize and address gender bias in their environment.
This presentation is a description and some questions and answers for the PTDF Scholarshi Interview for Nigerian graduates seeking overseas scholarships.
Its objective is a complex analysis of the conditions relating to the choice of technical and scientific education path by women, their
aspirations and expectations, as well as realisation of these aspirations on the labour market. During
this year-long project we analysed the issue of why young women do or do not choose technical
and scientific studies (from the STEM area), how they evaluate their preparation to build a career in
the technology industry, how well they do at technical HEIs, their approach to studying and further
activity in fields dominated by men. We also studied how the labour market is prepared to receive
them. During the research the values brought by women into the technology industry were defined,
as well as the policies of technology companies related to their presence. We have also verified the
thesis about increased employment of women by the innovative sector of industry in the recent
years and their larger presence in companies’ management.
The Women’s Potential report is a pioneering work in Poland and constitutes completion
and extension of efforts made by Perspektywy Education and Siemens Poland
Title of ProjectImpact of home working on employee motivation. FTakishaPeck109
Title of Project
Impact of home working on employee motivation. Focus on the UK construction industry.
Name of Researcher
SECTION A
YES
NO
N/A
1
Will you describe the main research procedure to participants in advance, so that they are informed what to expect?
·
2
Will you tell participants that their participation is voluntary?
·
3
Will you obtain consent from participants?
·
4
If the research is observational, will you ask participants for their consent to being observed.
·
5
Will you tell participants that they may withdraw from the research at any time and for any reason?
·
6
With questionnaires/interviews, will you give participants the option of omitting questions they do not want to answer?
·
7
Will you tell participants that their data will be treated with full confidentiality and that, if published, it should not be identifiable as theirs?
·
If you have ticked No to any of questions 1-7, then your project is NOT low risk
8
Will your project involve deliberately misleading participants in any way?
·
9
Is there any realistic risk of any participants experiencing either physical or psychological distress or discomfort?
·
10
Will it be possible to link identities or trace information back to individual participants in any way?
·
11
Will the study involve discussion of sensitive topics (e.g. sexual activity, drug use, ethnicity, political behaviour, potentially illegal activities)?
·
12
Will financial inducements (other than reasonable expenses, compensation for time or a lottery / draw ticket) be offered to participants?
·
If you have ticked Yes to questions 8-12, then your project is NOT low risk
YES
NO
N/A
13
Does your project involve work with animals?
·
14
Do participants fall into any of the following special groups?
If they do, please outline on page 2 how you will take account of their needs.
Note that you may also need to obtain satisfactory Disclosure and Barring Service (DBS) clearance
YES
NO
N/A
a) School Children?
·
b) People with learning or communication difficulties
·
c) Patients
·
d) People in custody
·
e) People engaged in illegal activities (e.g. drug-taking)
·
SECTION B
Please provide full details of your project below
(if insufficient detail is provided and the precise nature of the study is not clear your supervisor will NOT approve the project and your form will be returned)
State the aims and objectives of this research:
Research Aim
To investigate the impact of home working on employee motivation in the UK construction industry.
Research Objectives
· To explore literatures on the concept of home working and its effect on the level of employee motivation.
· To examine using questionnaires challenges of home working and its impact on employee motivation.
· To study the participants, view on the context of homeworking from the data collected from a range of quantitative data sets.
· To offer sensible recommendations on the merits and d ...
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ICWES15 - Perception of Barriers to Career Progression by Women Engineers and Engineering Students. Presented by Dr Achela K Fernando, Unitec Institute of Technology, New Zealand
22. A survey on actual remuneration with a small sample size of females over 35 years and conducted by IPENZ (IPENZ, 2009), showed that women with CPEng status got paid consistently lower than their male counterparts across all age groups.
23. Survey in the UK in 2008 (Whitelaw, 2008) showed that women MICE received 32% less pay than MICE males.
My Presentation will cover three main parts, first I will give the background to this study, followed by the survey which is made up of 6 sections and then the summary and recommendations.
First a bit of the background….
As we all know Women have been under-represented in Engineering and therefore are accustomed to being in the minority. Numerous studies have high-lighted this under-representation in many countries throughout the world, such as USA, UK and India.From 2006 senses in NZ on average for all occupations there is a 47% female participation. However, only 16% females work as architects, engineering related professionals, and technicians in New Zealand. It also reported that female enrolment of engineering students at tertiary level was just under 18%.
, it should be acknowledged that the samples representing categories other than full-time employed are very small. As such, sub-sample analyses of information were not done. It should also be noted that all the percentage values represent extrapolations to 100 from a smaller sample, are indicative but suffice for the purpose of this study.
The perception that the ratio should be more balanced aligns with the global view.
As expected 89% see that the women:men ratio is not balanced in their place of work/study
When asked whether the ratio is balanced in engineering industry in general, an over-whelming 96% responded with a “No”.
As to what the women:men ratio would they like it to be, the most common response was 50:50. While the responses varied widely, there were five who did not have any specific preference.With respect to working hours, 61% say that there is a need to dedicate long hours to work to succeed in the engineering industry in general.
This comprised six questions drawn from existing literature supported by observed anecdotal evidence to check whether the views that inhibit the advancement of women engineers were widely shared by the NZ sample.
The results summarised in Table 1(with highest percentage underlined), show that the respondents largely share these views with the only exception of pay parity. However, 31% still perceive pay parity as a concern. It should be noted that the participants are very likely to be unaware of the actual salary their male counterparts draw.
The results summarised in Table 1(with highest percentage underlined), show that the respondents largely share these views with the only exception of pay parity. However, 31% still perceive pay parity as a concern. It should be noted that the participants are very likely to be unaware of the actual salary their male counterparts draw.
Women get 12% less than their male counterparts for the same job. Mr Thompson's comments will reignite women's anger at what they consider to be a subtle form of discrimination in terms of their pay and remuneration. He has no doubt succeeded in having his association look very old- fashioned and out of touch.
This section attempted to gather information regarding the perception of equal treatment in engineering education and if co-education or girls-only education is likely to promote equal treatment. All the respondents (100%) confirmed the worldwide accepted worrying trend of being in the minority during tertiary education (all less than 40%).Responses for the first 12 questions showed that there was no intentional difference (positive or negative) in the manner in which male and female academics treated the female students compared to their male counterparts. This confirms the view that the educationalists by and large treat the female minority with equity.
Majority (63.4%) felt they were treated as equals, 22% (9) of the 41 respondents said they did not which is concerning. None of these 9 are students, five are working full time, three working part time and one taking a break away from work.
The data supports correction of such an imbalance through co-education, as this promotes mutual understanding at an early age. Fig. 7 clearly shows that only a small minority (7%) see co-education not being the better option.
This figure on the other hand, indicates ambivalence of all-girls education up to secondary schools although supposedly it leads to gender issues never surfacing and girls growing up believing they can do anything.Co-education is key to promoting confidence and understanding between opposite sexes as both academic confidence and self-efficacy are essential for academic success. Back in late 90s, women in the US criticised engineering educators for being rigid, closed, and condescending (Seymour & Hewitt, 1997) which seemingly lowered women's self confidence and self-efficacy. It is comforting to know that none in this study felt they were treated differently by their educators. It is possible that some of the participants were educated overseas. Overall, gender inequities would have undoubtedly reduced over the decades, but it is crucial not to abandon the educational efforts in the light of favourable recent statistics. This survey did not query if the females experienced gender discrimination by their fellow students. However, an excellent analysis on determining students' success in engineering programs in the USA (Vogt, Hocevar, & Hagedorn, 2007) revealed that female students there reported greater perceived gender discrimination than the male sub samples. It also showed that women students had lower engineering self-efficacy and lower levels of critical thinking. They conclude that it may be the cumulative effect of these variables that dissuade some females from engineering and in to other majors.With the need to retain those who choose to study engineering, it is paramount that the educators adapt their delivery to take advantage of the female traits such as such as willingness to seek help (Shachaf & Snyder, 2007) and preference to ask questions after or outside of a class, rather than in class [(Margolis, Fisher, & Miller, 2011 ) and personal observations].
This section was designed to capture what reinforcements would encourage the females to succeed more. While it is clear that having mere large numbers in the study group/work place is not necessarily a great encouragement (Fig. 9), having more females in leadership positions would help (Fig.10).
While it is clear that having mere large numbers in the study group/work place is not necessarily a great encouragement…
……..having more females in leadership positions would help. Women engineers in leading positions capable of mentoring and acting as role models is clearly a motivator.
At their own work places, 50% of the participants feel they have to work long hours to succeed, as opposed to 64% un general Engineering.While 74% of the participants feel that there was(will be) a time in their engineering career when they had (will have) to choose between family and career……
….. only 12% would prioritise career
One of the main concerns is the the loss of women engineers all together from engineering industry. Fig. 13 shows that while a vast majority wish to eventually return to engineering, 10% intend to leave engineering for another line of work. This must be related to, among other things, the desire to prioritise family, the need for investing long hours to engineering work, and the perceived difficulties in balancing life and work in an engineering career as opposed in other work/trades.
A vast majority (76%) considers that engineering organisations should offer alternatives to increase participation of women in engineering while 17% say no.
Given a few choices of helpful alternatives, the participants voted as shown in Tab. 2.
As shown in Fig. 15, 17% of participants stated their organisation did not offer the provisions in Table 2 while 7% stated they are not sure if such alternatives were available to them. There is inconsistency in providing alternative work arrangements across organisations.
The 14 individuals who said their organisations offer alternatives gave the provisions in the above table (Tab. 3) as the ones they get to enjoy. Flexible work hours and work from home are the most common offering and perhaps is a good start for those organisations who do not offer any.There are other international surveys that reflect the same trends observed in this survey. Patricia (Lee, 2006) also found that the biggest obstacle for the aged between 31-40 was time management, specifically, that of balancing the demands of home/family against those of job/career ultimately having no time for themselves. Her respondents between the ages of 41-50 cited discrimination, primarily gender-based, as their biggest obstacle, some citing age discrimination as their career issue.Participants show that the organisations can do much more to increase participation of women in engineering industry. Most of the expectations are centred round flexibility, both in work place as well as in education.
In this section they were asked what provisions hey would like organisations to offer in order to increase participation of women in engineering
….And the participants suggested the following options:
In this section they were asked what provisions hey would like organisations to offer in order to increase participation of women in engineering
In summary, the majority of the cohort of 47 female engineers/students confirmed that there is gender imbalance in the numbers and would like to see more women. They also perceive several obstacles to advancing their careers in this male-dominated industry and suggest number of actions the employers, institutes can take to encourage them to succeed more as well as to keep them in industry longer.The following recommendations will assist with improving the number of women engineers:Professional bodies such as IPENZ could consider making some exemptions to those who had taken time off within the 5 year evaluation period for retaining CPEng status. This will need further discussion, careful thought to ensure professional standards of the practitioner are maintained, and proper evaluation processes put in place; after all women engineers will not want to appear to be given special treatment but only fair treatment. A recent policy (Engineers-Australia-Council, 2008) aims to provide flexibility to those who take a career break of six months to five years, by altering the CPD requirements. This is one example of an engineering professional institute taking steps to prevent individuals taking a career break being disadvantaged when they choose to return to workforce.Apart from flexible work arrangements, any positive action taken to nurture, mentor and support women engineers in a male dominated environment where there are perceptions of unequal treatment will definitely promote the confidence and hence the contribution of women engineers to industry.Considering implementation of the suggestions, some of which need only a change of attitude, can be quite valuable as the loss of valuable workforce to engineering industry as a young female engineer chooses family over engineering work – either by changing career path that allows more flexible working conditions or by stopping work all together – can be equally wasteful to the individual and the engineering industry.