Despite the critical role of faculty diversity in the persistence and academic experiences of undergraduate students as well as in the development of engineering innovations, women of color (WoC) faculty are still underrepresented in engineering programs across the United States.
This study identifies whether the demographic composition of undergraduate engineering students is correlated with the representation of WoC faculty. It also highlights the institutional‐ and departmental‐level factors that contribute to the race–gender diversification of the engineering professoriate.
Informed by organizational demography as the theoretical framework, the methods include linear and logit regression analyses. Data come from the American Society for Engineering Education, the Integrated Postsecondary Education Data System, and the American Community Survey, and include engineering departmental‐level observations across 345 institutions over 12 years.
Engineering departments that award more bachelor's degrees to women African American/Black undergraduate students are more likely to employ relatively more African American/Black women faculty. This positive relationship is also found among Asian Americans and Hispanics/Latinas.
Research findings demonstrate the relationship between engineering undergraduate composition, as well as other departmental‐ and institutional‐level factors, and the prevalence of WoC faculty. The findings highlight important areas for stakeholders and academic administrators to consider when developing strategies and programs to diversify the composition of engineering faculty.
- PAR ID:
- 10381598
- Publisher / Repository:
- Wiley Blackwell (John Wiley & Sons)
- Date Published:
- Journal Name:
- Journal of Engineering Education
- Volume:
- 109
- Issue:
- 4
- ISSN:
- 1069-4730
- Format(s):
- Medium: X Size: p. 843-864
- Size(s):
- p. 843-864
- Sponsoring Org:
- National Science Foundation
More Like this
-
null (Ed.)The purpose the present study is to explore African American undergraduate students' perceptions of their experiences and academic motivation within a Historically Black College or University (HBCU) learning environment. As part of a larger study, we collected 212 open-ended survey responses from first year students in STEM majors about how the HBCU context shapes their academic motivation. We used semantic thematic data analysis and found three major themes and corresponding sub themes that were salient in the development of students' academic motivation: place (institutional climate, HBCU mission and tradition, and absence of marginalization); pedagogy (culturally relevant pedagogy, positive faculty-student relationships, African American curriculum and instruction, racial socialization); and people (people “like me”; student, faculty and alumni models of high achieving African Americans). We discovered that HBCU institutional factors engendered academic motivation that is rooted in students' racial identity and suggest the construct of racial identity-rooted academic motivation. Given the important and unique realities of African American students that impact their educational experiences, engagement, identity development, and achievement in various types of school contexts, self and sociocultural variables must be included in research and theory on the motivational psychology of African American students. Implications for higher education practice and future research are discussed.more » « less
-
Abstract Background In addition to the benefits of a diverse faculty, many institutions are under pressure from students and administrators to increase the number of faculty from historically excluded backgrounds. Despite increases in the numbers of engineering PhD earners from these groups, the percentages of Black/African American and Hispanic/Latino tenure‐track faculty have not increased, and the percentage of women remains low.
Purpose The purpose of this study is to identify how experiences in graduate school encourage or deter PhD earners from historically excluded groups in pursuing an engineering academic career.
Method We conducted 20 semi‐structured interviews with engineering PhD students and recent graduates, with half of participants interested and half disinterested in pursuing an academic career after graduation.
Results Three key factors emerged as strongly influential on participants' desire to pursue an academic career: their relationship with their advisor, their perception of their advisor's work–life balance, and their perception of the culture of academia. Participants extrapolated their experiences in graduate school to their imagined lives as faculty. The results illuminate the reasons why engineering PhD earners from historically underrepresented groups remain in or leave the academic career pathway after graduate school.
Conclusions The findings of this study have important implications for how graduate students' and postdoc's relationships with their advisors as well as perceptions of their advisors' work–life balances and the culture of academia affect future faculty. We make recommendations on what students, faculty, and administrators can do to create a more inclusive environment to encourage students from historically excluded groups to consider academic careers.
-
Abstract Background Women and under-represented minority (URM) students continue to be under-represented in STEM and earn the lowest proportion of undergraduate engineering degrees. We employed a mixed methods research approach grounded in social capital theory to investigate
when they first consider pursuing engineering as a college degree major,who influences this decision, andhow the influence occurs. First, we surveyed 2186 first-year undergraduate students entering engineering programs at 11 universities in the U.S. during the fall of 2014. Next, we interviewed a subsample of 55 women and URM students.Results Survey findings indicated that women were more likely than men to consider pursuing engineering while in high school, before admission into college, or while in college rather than considering it earlier in their education. Black and Latinx students were more likely than white students to consider pursuing engineering after high school. In addition, Black and Latinx students were more likely than white students to identify a school counselor (rather than a family member) as having the most influence on their engineering academic and career decisions. In interviews, women and URM students provided examples of influential people who connected their aptitude and enthusiasm for mathematics, science, and problem-solving to engineering, explained the benefits of being an engineer, and provided advice about engineering academic and career pathways.
Conclusions Encouraging earlier consideration of engineering majors, such as during middle school, could allow women and URM students time to take requisite courses and take advantage of college preparatory programming. Likewise, universities can engage in intentional efforts to identify women and URM students with engineering interests and provide guidance. Such efforts should also include connecting them with other women and URM students in engineering. In addition, universities should support K-12 and university personnel in offering advice that can influence students’ decision to declare an engineering major, which could help recruit more women and URM students into engineering.
-
Abstract Background Women and men of color and White women participate in American engineering education in lower proportions than they represent in the general U.S. population. Much existing engineering education research uses individual‐level (such as psychological) theories to explain this difference. The study reported here instead takes a structural perspective, asking how social relations are coordinated in engineering education.
Purpose This study explores how the intersection of ruling relations, critical race, and feminist theories can investigate how gender and race are built into engineering education's institutional structure.
Design/Method This study used interviews collected from 17 women and men of color and White women who were engineering undergraduate students at U.S. universities. The interviews were drawn from a project that takes as its premise that learning from such small numbers of students facilitates analyzing data intersectionally. The primary analysis used narrative methods through repeated readings.
Results I offer empirically based illustrations of ruling relations in U.S. universities and schools of engineering that unduly impact minoritized populations. These illustrations include discussions of financial aid knowledge, meeting the needs of transfer and Native students, and how schools crafting “the ideal student” as a young, single White male problematically impact minoritized students. The results illustrate how ruling relations structure engineering education in White‐ and male‐dominated ways.
Conclusions This paper offers questions to help readers consider how ruling relations race and gender their own institutions. In addition, it offers an interpretive, emergent method for interrogating institutional structure and ideas for future work using ruling relations in engineering education research.
-
Abstract Background Despite many initiatives to improve graduate student and faculty diversity in engineering, there has been little or no change in the percentage of people from racially minoritized backgrounds in either of these groups.
Purpose/Hypothesis The purpose of this paper is to counter the scarcity fallacy, in which institutions blame the “shortage” of qualified people from traditionally marginalized backgrounds for their own lack of representation, related to prospective PhD students and prospective faculty from traditionally marginalized groups. This study identifies the BS‐to‐PhD and PhD‐to‐tenure‐track‐faculty institutional pathways of Black/African American and Hispanic/Latino engineering doctorate recipients.
Design/Method Using the US Survey of Earned Doctorates, we tracked the BS‐to‐PhD institutional pathways of 3952 Black/African American and 5732 Hispanic/Latino engineering PhD graduates. We also used the Survey of Doctorate Recipients to track the PhD‐to‐tenure‐track faculty pathways of 104 Black/African American and 211 Hispanic/Latino faculty.
Results The majority of Black/African American and Hispanic/Latino PhD graduates in this study did not earn their BS degrees from Top 25 institutions, but rather from Not Top 25, non‐US, and minority‐serving institutions. The results also show the relatively small proportion of PhD earners and faculty members who move into highly ranked institutions after earning a bachelor's degree from outside this set of institutions.
Conclusions The findings of this study have important implications for graduate student and faculty recruitment by illustrating that recruitment from a narrow range of institutions (i.e., Top 25 institutions) is unlikely to result in increased diversity among racially minoritized PhDs and faculty in engineering.