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1. Delahanty, C., & Silverman, J. (2022, August), Lived Experiences that Influence How Women Engineering Majors Describe Themselves as Creative, Paper presented at 2022 ASEE Annual Conference Content Access, https://peer.asee.org/collections/131

   Delahanty, C.; Silverman, J. (August 2022, 2022 ASEE Annual Conference Content Access)

   Engineering is a creative profession where diverse perspectives of both men and women are crucial to the field. The importance of better understanding the pipeline of female students into engineering, and the path to their success in the major is evident. In 2017, women comprised approximately 20% of engineering graduates, up from 18% in 1997, and 15% never entered the engineering workforce. In 2019, women comprised 48% of the workforce, 34% of the STEM workforce, and only 16% of practicing engineers, a 3% increase from 2009. In an effort to better understand these disparities, this mixed methods research investigated the creative self-efficacy (CSE) of women engineering majors and their beliefs about creativity in relation to lived experiences and explores the research question: In what ways do undergraduate women engineering students describe their creativity and how their lived experiences influenced their decision to major in engineering? The researchers investigated the lived experiences of women engineering students before they entered the engineering major in relation to the way they described themselves as creative. A survey of CSE and beliefs about creativity was administered to 121 undergraduate women engineering students who volunteered for this study. Interviews were conducted of 15 participants selected from survey results with different levels of CSE who met the researcher’s criteria for success in the engineering major. The findings of this study lead to several conclusions: (1) students’ descriptions of themselves as creative corresponded more with the arts than to innovation in engineering; (2) students who described themselves as less creative: (a) had a lower level of CSE; (b) had a greater exposure to engineering in high school through engineering-centered courses and clubs; (c) had a family member who worked in the profession; (d) described more negative classroom experiences at all educational levels that involved intimidation, isolation, and gender-bias. 

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2. Persistence of African American Females in Engineering: The Mathematics Identity Factor.

   McKoy, T.L.; Beane, C.D.; Oyeteju, M.O.; Hammond, M.S.; Hargrove, S.K (January 2020, Urban education research and policy annuals)

   null (Ed.)

   To continue as global science and technological leaders, the United States is motivated to create a diverse, engineering workforce. One way of diversifying the engineering workforce is to address the disparity of women engineers. Although concerted efforts to improve retention rates of women in engineering are ongoing, women have earned only 5.6% of all undergraduate engineering degrees, with only 1% attributed to African American women (NSF, 2015b). African American women are commonly included in racial or gender-focused studies on persistence; however, few studies assess the effect of multiple identities to persistence. This exploratory study examined the relationship of persistence, measured by intent to persist, to multiple identities (social, professional, and racial) of African American female engineering students. Forward regression analyses were conducted and results indicated that the participant’s mathematical identities were more salient to them than their racial or gender identities. Also, the values these women placed on being an engineer and belonging to the group were principal aspects of their professional identity. Additionally, negative affect and stereotype threat were found significant predictors of intent to persist. 

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3. NSF S-STEM EPIC Scholarship Program

   Atwood, Sara A; DeGoede, Kurt (January 2020, ASEE Annual Conference proceedings)

   Results will be presented from a 5-year NSF S-STEM scholarship program for academically talented women in engineering with financial need. Elizabethtown College’s Engineering Practices with Impact Cohort (EPIC) Scholarship program was launched with an NSF S-STEM grant awarded in 2013. The program developed a pathway for academically talented and financially needy women interested in engineering to successfully enter the STEM workforce. The program targeted three critical stages: 1) recruiting talented women into the ABET-accredited engineering program and forming a cohort of scholars,  2) leveraging and expanding existing high impact practices (including an established matriculation program, living-learning community, collaborative learning model, focused mentoring, and undergraduate research) to support women scholars during their college experience, and 3) mentoring scholars as they transitioned to the STEM workforce or graduate programs. The goals of the scholarship program were to increase the number and percent of women entering engineering at our institution and to increase the graduation/employment rate of EPIC scholars beyond that of current engineering students and beyond that of national levels for women engineers.   At the end of this grant, we have roughly doubled the number of women (22.7%) and underrepresented minority students (14%) in the engineering program. This is comparable to the 2016 national average of 20.9% women and 20.6% underrepresented minority bachelor's graduates in engineering. We have also remained at a consistently high level of enrollment and retention of low-income (18.6% Pell-eligible) and first-generation college students (61%). 83% of the scholars have been retained in the engineering program or have graduated with an engineering degree, which is above the institutional and national average. The remaining scholars transferred to another major but have been retained at the institution. All of the scholars participated in a living-learning community, tutoring, focused mentoring, and a women engineers club. Almost all participated in a pre-matriculation program. 17% of the scholars additionally had an undergraduate research experience and 28% studied abroad. 100% of the scholars had engineering workforce jobs or graduate school acceptances at the time of graduation. This program successfully increased the population of underrepresented minority, low-income, and first-generation women entering the engineering workforce.  

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4. Overcome Gender Discrimination in STEM Using the Case Study Method

   Carrigan, C.; Folks, L.; Tumiel Berhalter, L.; Schiller, N. (January 2022, PEER)

   N/A (Ed.)

   In 2019, women made up about half of the U.S. workforce but only 27% of the science, technology, engineering and math (STEM) workforce, according to the U.S. Census Bureau. Women pursuing careers in STEM workforces often face gender bias, discrimination, and harassment, yet seldom receive instruction on how to best handle such issues. The National Science Foundation-funded NAVIGATE Project aims to address this situation by providing women STEM graduate students with educational materials on how to recognize and confront discrimination, both interpersonally and organizationally. The skills-based program uses a case study approach, which promotes the internalization of learning and the development of analytical and decision-making skills, as well as proficiency in oral communication and teamwork. Each case study is coupled with discussion questions for individual and group reflection, as well as a complete facilitation guide with possible answers for those leading the training, to promote meaningful engagement with the material. The NAVIGATE facilitators will lead workshop participants through this novel case study approach to supporting the career persistence by women in STEM. The session will include research on the role change agents play in retaining women in STEM. It will also give participants opportunities to work collectively to strategize on how to impart graduate students with the skills necessary to (1) recognize gender bias, harassment and discrimination when encountered, and (2) act to overcome career adversity created by gender bias, harassment, and discrimination to persist in their STEM careers and become transformational leaders in their fields. 

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5. Moms Can Be Computing Leaders, Too!; Why we need computing community learning centers designed and lead by mothers

   https://doi.org/10.1145/3626253.3635353  

   Ordóñez, Patricia (March 2024, ACM)

   Women in underserved communities of computing such as women of color, women in poverty, elderly women, women with disabilities, and mothers who prioritize their families over their careers have little to no access to training or career development in a technical field due to lack of childcare, limited availability, lack of education, lack of employment history, transportation, and financial cost of training. Women from these groups often suffer from trauma or imposter syndrome lacking the confidence to believe they are capable of working with technology. Yet, in 2022, women are 91% of the households with children in public housing, which is more than 232 thousand households. Children from these households have very little possibility of social mobility from the bottom to the top quintile. There is a dearth of computer training opportunities for these women. A community computing learning center that is inclusive of and tailored to all mothers and their children would help to fill the void in the US technical workforce and break the cycle of poverty that exists in many low-income communities. Universities can play a critical role in the participatory design of these centers so that they can dually serve as an equity-enabling computer education research center for its faculty and students. Women led the computing revolution in the past and can lead the culturally responsive computing education movement of the future. 

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