Introduction to Microprocesso programming and interfacing.pptx
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
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
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
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.
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
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
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