WE16 - The State of Women in Engineering
•
1 like•1,830 views
The State of Women in Engineering
Recommended
Recommended
More Related Content
What's hot
What's hot (14)
Viewers also liked
Viewers also liked (20)
Similar to WE16 - The State of Women in Engineering
Similar to WE16 - The State of Women in Engineering (20)
More from Society of Women Engineers
More from Society of Women Engineers (20)
Recently uploaded
Recently uploaded (20)
WE16 - The State of Women in Engineering
- 1. The State of Women in Engineering Welcome 1:00 p.m. – 2:30 p.m. Friday, October 28, 2016
- 2. The State of Women in Engineering Jessica Rannow FY17 President Society of Women Engineers
- 3. The State of Women in Engineering – Framing the Discussion Peggy Layne, P.E., F.SWE Assistant Provost for Faculty Development Office of the Executive Vice President and Provost Virginia Tech
- 8. Why So Few? What Does Social Science Tell Us About Women in Engineering? Peter Meiksins, Ph.D. Vice Provost for Academic Programs Professor of Sociology Cleveland State University
- 9. There is no single answer • Need to consider what happens at each point in the life course: • K-12 • University • Leaks in the pipeline • Workplace • Race and gender
- 10. K-12 Pipeline: Why aren’t girls attracted to engineering? • Is the field still stereotyped as male? • Does engineering present itself so as to appeal to young women? • Is it about math? Ø Math achievement? Ø Do girls enjoy/value math? Ø Do girls have options? Ø Stereotype threat
- 11. What happens in university? • Is there a chilly climate? • Is the curriculum too “male?”
- 12. Are there leaks in the pipeline? • Do more women leave during college? • Do women graduates enter the profession? • Do women continue on to graduate programs?
- 13. What happens in the workplace? • Is there hiring bias? • Work/family conflict? • Are women’s contributions undervalued?
- 14. Women of color: Why even fewer? • Starting at community colleges • Declining enrollment at HBCUs • Need to address both race and gender
- 15. Established and Emerging Themes in Research on Women in Engineering Kacey Beddoes, Ph.D. Assistant Professor of Sociology University of Massachusetts Lowell
- 16. Leading Themes Established 1. Explicit bias 2. Engineering gendered male 3. Math outcomes 4. Leaky pipeline Emerging 1. Teamwork culture 2. Intersectionality
- 17. Emerging Theme: Teamwork Culture • Growing body of evidence documenting gender biases in teamwork settings • implicit and explicit biases and sexism • Contributions not recognized / ideas not “heard” • microaggressions • team roles • project topics • evaluation
- 18. Emerging Theme: Teamwork Culture • Suggestions that teamwork culture distinguishes engineering from other fields and helps explain underrepresentation • Fundamental shift in thinking about underrepresentation
- 19. Emerging Theme: Intersectionality • Gender cannot be understood apart from other facets of identity • Race and ethnicity • Socioeconomic status • Sexual orientation • Forms of disadvantage not additive, but intersecting in complex ways
- 20. Promising Directions for Future Research • Stereotypes: where have they changed and where do they still have effects? • Workplace experiences of engineers outside the academy • What can be done to make engineering more appealing to women? • What are the gendered structures of engineering education and workplaces that impede change?
- 21. Promising Directions for Future Research • Rigorous studies addressing the intersections of race, ethnicity, gender, and sexuality • Meta-analyses that look across disciplines to make sense of conflicting findings and provide grounds for moving forward to advance research • Gender in teamwork
- 22. Driving Positive Systemic Change in STEM Workplaces Through Critical Research, Policy, & Practice Heather Metcalf, Ph.D. Director of Research & Analysis The Association for Women in Science metcalf@awis.org
- 23. AWIS Research Areas • Diversity, inclusion, & broadening participation • Equitable workplace policies, practices, & cultures • Leadership, promotion, & recognition • Innovation & entrepreneurship
- 24. Diversity, Inclusion, & Broadening Participation • Broadening Participation Report • > 68% of people who report “severe difficulty” walking are outside of the workforce, vs <14% of people with no difficulty walking • LGBTQ+ women in physics: 3x more harassment • Since 2003, black women have earned 1% of PhDs in physics, engineering, math & computer science, & geosciences respectively • One AWIS member was the only black person in the U.S. to earn a PhD in astronomy when she graduated in 2011
- 25. Equitable Workplace Policies, Practices, & Cultures • < 3/5 satisfied with work-life integration • = importance by gender below 40 • 54% women v 28% men responsible for core household tasks • Men 16% more likely to report workplaces that are family friendly • Women 10% more likely to report negative career consequences from attempts to obtain WLI Equitable Solutions for Retaining a Robust Workforce How often do work demands conflict with personal life demands?
- 26. Leadership, Promotion, & Recognition AWARDS: Regardless of their representation in the nomination pool, women were half as likely to win research awards Service & Teaching Awards Research & Scholarly Awards 0% 15% 30% 45% 60% Physical Sciences Mathematical Sciences Biological & Life Sciences 2011-2014: % Women Tenure Track Faculty % Women Teaching/ Service Awards % Women Scholarly Awards
- 27. Innovation & Entrepreneurship • Five most entrepreneurial fields • Highest industry funding • Lowest rates of women’s participation • Women in STEM: • File fewer patents • Half as likely to start, own or manage a business • Half as likely to be tapped by tech transfer officers for commercialization • Receive <4% of venture capital (<1% to women of color) • Receive <14% of SBIR funding • Bias and barriers in: • Funding & access to key networks/sponsors • Training environments • Reward structures & perceptions of commercialization • Promotion
- 28. Get in Touch
- 29. Engineering Culture & Female Attrition: Four Insights from SWE’s National Gender Culture Study 2016 Beth Michaels Primer Michaels www.primermichaels.com
- 30. “I often refer to a subtle headwind that I have felt throughout my career. These results shed new light on just what I was feeling.” Barbara Brockett, V.P. Engineering 30+ yrs. of experience
- 31. The National Engineering Culture Study Questions Desired Culture Current Culture Personal Values
- 32. What we tolerate is what we endorse.
- 33. Reported Constraints Bureaucracy Cost Reduction Hierarchy Resource Constrained / Long Hours Short Term Focus
- 34. 1) Women respond to the culture differently than men.
- 35. The Values Gap Driving Female Leaders’ Attrition: Accountability
- 36. 2) Women have limited tolerance for values stretch.
- 37. 3) Women sense time & fairness differently than men.
- 38. McKinsey 2016…. 89 European Companies % female leaders / 2 trustees = +48% pre-tax/int earnings +17% stock price growth = Criteria for investment decisions Female Leader Outcomes
- 39. 4) Diversity 101 – Gender Intelligence – has disappeared from corporate D/I outcomes.
- 40. Female Engineering Leaders’ Message to C-Suite: Be accountable… • Decide what you want • Mean what you say • Take down the barriers and let me do my job.
- 41. SWE Research Roberta Rincon, Ph.D. Manager of Research Society of Women Engineers
- 42. Climate Control: Gender & Racial Bias in Engineering • Study conducted with the Center for WorkLife Law at the University of California, Hastings College of the Law • Joan Williams, Distinguished Professor of Law • Su Li, Ph.D., Director of Research on Organization Bias • Survey of over 3,000 engineers • Focus on implicit bias • Experiences of bias in the workplace • Effects of bias in hiring, promotions, performance evaluations, and compensation
- 43. Prove-It-Again “I have learned that I never have the benefit of the doubt…and must make for myself opportunities which are given to others.” – Hispanic female engineer “…I have to prove myself to student[s] and colleagues before I can get the respect that a male will get by default.” – White female engineer White Men Women Engineers of Color I feel that I am held to a higher standard than my colleagues 40% 53% 60% I have to repeatedly prove myself to get the same level of respect and recognition as my colleagues 35% 61% 68% I have been mistaken for administrative or custodial staff 9% 45% 45%
- 44. Tightrope “I had my white male counterpart engineers who were being given the opportunity to present papers [at a conference]. My boss wanted me to write those papers for them, but didn’t want me to go to the conference to present.” - African-American female engineer “I was specifically asked to get coffee in the middle of my presentation during one event.” – Hispanic female engineer White Men Women Engineers of Color I seldom receive pushback when I behave assertively 67% 51% 49% I am more often expected to do “office housework” as compared to colleagues in comparable roles 26% 55% 52% I have the same access to desirable assignments as my colleagues 85% 65% 55%
- 45. Maternal Wall “The biggest obstacle is the negative perception of needing a flexible work schedule as a single mother.” - African-American female engineer “When I was pregnant, my boss really didn’t know how to handle planning for my absence. He took a team leader role away from me when I was about 20 weeks pregnant ‘just in case’ I had to be out before my due date. “ – White female engineer White Men Women Asking for family leave or flexible work arrangements would not hurt my career 63% 50% Having children did not change my colleagues’ perceptions of my work commitment or competence 78% 55%
- 46. Workplace Processes “I miss out on informal social networking opportunities when my colleagues go hunting/fishing/to lunch or happy hour and don’t invite me.” – White female engineer “I didn’t realize until I moved up to [management] how much I was underpaid until I was able to see the entire team’s pay. I also realized the trend was not just with me but the other females on the team.” – White female engineer White Men Women Engineers of Color As compared to my colleagues, I work more but get paid less 29% 40% 48% I feel I get less honest feedback on my performance than my colleagues 20% 29% 35% I have been given the advancement opportunities and promotions I deserve 71% 62% 53% I have had as much access to informal or formal networking opportunities as my colleagues 84% 67% 64%
- 47. SWE Research Site research.swe.org
- 48. STEM Reentry • Partnership with iRelaunch • Task Force Founding Members: • Booz Allen Hamilton • Caterpillar • Cummins • General Motors Company • IBM • Intel • Johnson Controls reentry.swe.org
- 49. 2017 STEM Reentry • Task Force companies will include: • Ford Motor Company • GE Power • Johnson & Johnson • Medtronic • Northrop Grumman • Schneider Electric reentry.swe.org
- 50. Future Research • Minority Women in the Workplace • Collaboration with NSBE • Experiences of early career engineers • K-12 • Community college pathways
- 51. SWE Magazine Anne Perusek Director of Editorial and Publications Society of Women Engineers
- 53. Aiding Governmental Agencies 1954 Women’s Bureau Bulletin, U.S. Department of Labor, compiled with SWE’s statistics
- 54. And at the Same Time “Women themselves will continue, for some time to come, to carry the major responsibility for development of equal opportunity in engineering.” - Katharine Stinson, SWE’s third president, left, with Joan Barrage. Stinson was the first woman engineer at the Federal Aviation Administration.
- 55. Documentation Through the Years Profiles were published irregularly between 1963 and 1982. Research picked up again in 1993 with the release of “A National Survey of Women and Men Engineers: A Study of the Members of 22 Engineering Societies.” A follow-up was released in 2006.
- 56. SWE Annual Literature Review More than 15 years running, issued every spring. All past literature reviews are compiled into a single document available at swe.org
- 57. Coming this Spring: Special issue of SWE Magazine • Devoted to research, presented in a manner that is accessible to non-academics • Includes: - Annual Literature Review - SWE’s research results - Insights from noted researchers - Digital format with print on demand option - Stay tuned through SWE social media, issue release will be announced in March
- 58. In Conclusion Karen Horting, CAE Executive Director & CEO Society of Women Engineers
- 59. Questions?
- 60. Thank You Please join us at our WE16 Career Fair