WE16 - The State of Women in Engineering
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Transcript of WE16 - The State of Women in Engineering
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The State of Women in Engineering
Welcome
1:00 p.m. – 2:30 p.m.Friday, October 28, 2016
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The State of Women in Engineering
Jessica RannowFY17 President Society of Women Engineers
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The State of Women in Engineering –
Framing the Discussion
Peggy Layne, P.E., F.SWEAssistant Provost for Faculty DevelopmentOffice of the Executive Vice President and ProvostVirginia Tech
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Employedwomenwithinthescienceandengineeringworkforceasapercentageofselectedoccupations:2013
Source:Women,Minorities,andPersonswithDisabilitiesinScienceandEngineering:2015.www.nsf.gov/statistics.wmpd/
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Source:AmericanSocietyforEngineeringEducation,2016
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15.7%
10.5%
18.4%
23.2%
0%
5%
10%
15%
20%
25%
Allfaculty Professor AssociateProfessor
AssistantProfessor
PercentageofWomenEngineeringFaculty
Source:AmericanSocietyforEngineeringEducation,2016
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0
20000
40000
60000
80000
100000
120000
Allfull-timeworkers
Allscientists&engineers
Aerospaceengineers
Mechanicalengineers
MedianEarnings(dollars)
Men Women
Source:U.S.CensusBureau,2014AmericanCommunitySurvey
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Why So Few? What Does Social Science Tell Us
About Women in Engineering?
Peter Meiksins, Ph.D.Vice Provost for Academic ProgramsProfessor of SociologyCleveland State University
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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
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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
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What happens in university?• Is there a chilly climate?
• Is the curriculum too “male?”
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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?
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What happens in the workplace?• Is there hiring bias?
• Work/family conflict?
• Are women’s contributions undervalued?
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Women of color: Why even fewer?• Starting at community colleges
• Declining enrollment at HBCUs
• Need to address both race and gender
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Established and Emerging Themes in Research on Women in Engineering
Kacey Beddoes, Ph.D.Assistant Professor of SociologyUniversity of Massachusetts Lowell
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Leading ThemesEstablished
1. Explicit bias
2. Engineering gendered male
3. Math outcomes
4. Leaky pipeline
Emerging
1. Teamwork culture
2. Intersectionality
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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
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Emerging Theme: Teamwork Culture• Suggestions that teamwork culture distinguishes engineering
from other fields and helps explain underrepresentation
• Fundamental shift in thinking about underrepresentation
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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
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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?
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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
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Driving Positive Systemic Change in STEM Workplaces Through Critical Research,
Policy, & Practice
Heather Metcalf, Ph.D.Director of Research & AnalysisThe Association for Women in [email protected]
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AWIS Research Areas• Diversity, inclusion, & broadening participation• Equitable workplace policies, practices, & cultures• Leadership, promotion, & recognition• Innovation & entrepreneurship
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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
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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
EquitableSolutionsforRetainingaRobustWorkforceHow often do work demands conflict
with personal life demands?
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Leadership, Promotion, & RecognitionAWARDS: Regardless of their representation in the nomination pool,
women were half as likely to win research awards
Service&TeachingAwards
Research&ScholarlyAwards
0% 15% 30% 45% 60%
PhysicalSciences
MathematicalSciences
Biological&LifeSciences
2011-2014:
%WomenTenureTrackFaculty
%WomenTeaching/ServiceAwards
%WomenScholarlyAwards
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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
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GetinTouch
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Engineering Culture & Female Attrition:Four Insights from SWE’s National Gender Culture Study 2016
Beth MichaelsPrimer Michaelswww.primermichaels.com
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“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. Engineering30+ yrs. of experience
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The National Engineering Culture Study Questions
Desired Culture
Current Culture
Personal Values
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What we tolerate is what we endorse.
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Reported Constraints
BureaucracyCost ReductionHierarchyResource Constrained / Long HoursShort Term Focus
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1) Women respond to the culture differently than men.
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The Values Gap Driving Female Leaders’ Attrition: Accountability
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2) Women have limited tolerance for values stretch.
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3) Women sense time & fairness differently than men.
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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
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4) Diversity 101 – Gender Intelligence – has disappeared from corporate D/I outcomes.
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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.
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SWE Research
Roberta Rincon, Ph.D.Manager of ResearchSociety of Women Engineers
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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
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Prove-It-Again
“IhavelearnedthatIneverhavethebenefitofthedoubt…andmustmakeformyselfopportunitieswhicharegiventoothers.”– Hispanicfemaleengineer
“…Ihavetoprovemyselftostudent[s]andcolleaguesbeforeIcangettherespectthatamalewillgetbydefault.”– Whitefemaleengineer
WhiteMen Women EngineersofColor
IfeelthatIamheld toahigherstandardthanmycolleagues 40% 53% 60%
Ihavetorepeatedly provemyselftogetthesamelevelofrespectandrecognitionasmycolleagues 35% 61% 68%
Ihavebeenmistaken foradministrativeorcustodialstaff 9% 45% 45%
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Tightrope
“Ihadmywhitemalecounterpartengineerswhowerebeinggiventheopportunitytopresentpapers[ataconference].Mybosswantedmetowritethosepapersforthem,butdidn’twantmetogototheconferencetopresent.”- African-Americanfemaleengineer
“Iwasspecificallyaskedtogetcoffeeinthemiddleofmypresentationduringoneevent.”– Hispanicfemaleengineer
WhiteMen Women EngineersofColor
I seldomreceivepushbackwhenIbehaveassertively 67% 51% 49%
Iammoreoftenexpectedtodo“officehousework”ascomparedtocolleaguesincomparableroles 26% 55% 52%
Ihavethesameaccesstodesirableassignmentsasmycolleagues 85% 65% 55%
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Maternal Wall
“Thebiggestobstacleisthenegativeperceptionofneedingaflexibleworkscheduleasasinglemother.”- African-Americanfemaleengineer
“WhenIwaspregnant,mybossreallydidn’tknowhowtohandleplanningformyabsence.HetookateamleaderroleawayfrommewhenIwasabout20weekspregnant‘justincase’Ihadtobeoutbeforemyduedate.“– Whitefemaleengineer
WhiteMen Women
Asking forfamilyleaveorflexibleworkarrangementswouldnothurtmycareer 63% 50%
Havingchildren didnotchangemycolleagues’perceptionsofmyworkcommitmentorcompetence 78% 55%
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Workplace Processes
“Imissoutoninformalsocialnetworkingopportunitieswhenmycolleaguesgohunting/fishing/tolunchorhappyhouranddon’tinviteme.”– Whitefemaleengineer
“Ididn’trealizeuntilImovedupto[management]howmuchIwasunderpaiduntilIwasabletoseetheentireteam’spay.Ialsorealizedthetrendwasnotjustwithmebuttheotherfemalesontheteam.” –White femaleengineer
WhiteMen Women EngineersofColor
Ascomparedtomycolleagues,Iworkmorebut getpaidless 29% 40% 48%
I feelIgetlesshonestfeedbackonmyperformancethanmycolleagues 20% 29% 35%
Ihavebeengiventheadvancementopportunities andpromotionsIdeserve 71% 62% 53%
Ihavehad asmuchaccesstoinformalorformalnetworkingopportunitiesasmycolleagues 84% 67% 64%
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SWE Research Site research.swe.org
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STEM Reentry• Partnership with iRelaunch• Task Force Founding Members:
• Booz Allen Hamilton• Caterpillar• Cummins• General Motors Company• IBM• Intel• Johnson Controls
reentry.swe.org
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2017 STEM Reentry• Task Force companies will include:
• Ford Motor Company• GE Power• Johnson & Johnson• Medtronic• Northrop Grumman• Schneider Electric
reentry.swe.org
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Future Research• Minority Women in the Workplace
• Collaboration with NSBE• Experiences of early career engineers
• K-12• Community college pathways
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SWE Magazine
Anne PerusekDirector of Editorial and PublicationsSociety of Women Engineers
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From SWE’s Beginning
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Aiding Governmental Agencies
1954 Women’s Bureau Bulletin, U.S. Department of Labor, compiled with SWE’s statistics
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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.
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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.
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SWE Annual Literature ReviewMore than 15 years running, issued every spring. All past literature reviews are compiled into a single document available at swe.org
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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
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In Conclusion
Karen Horting, CAEExecutive Director & CEOSociety of Women Engineers
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Questions?
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Thank You
Please join us at our
WE16 Career Fair