Career Choices of Female Engineers A Summary of a Workshop (2014) / Chapter Skim
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3 Career Outcomes of Women Engineering Bachelor's Degree Recipients
3 Career Outcomes of Women Engineering Bachelor's Degree Recipients
Pages 8-12
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From page 8... ...
The President's Committee on Science Foundation grant, the researchers formally partSTEM Education found that in fiscal year 2010, federal nered with the 30 US universities with the highest number of agencies' spending to support STEM education totaled $3.4 women engineering graduates, reaching out to women engibillion, of which 31 percent was targeted to underrepre- neering alumnae through email and postcards. The recipisented minorities, and $13 million was targeted specifically ents in turn passed on the link to colleagues and friends, to women.
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From page 9... ...
Survey respondents who were friend is here and I didn't want to move." Most of considering leaving their organization reported experiencing these women now work in a nonengineering field; an excessive workload without enough resources, conflict only 8 percent are in full-time family caregivers. A ing work demands, and unclear expectations about work number of women in this category said they val- goals and standards.
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From page 10... ...
and other societies, she and tunities for women in engineering, and did not find any dif- Singh discussed creating meaningful leadership opportuniferences in women's rates of departure or opportunities for ties for women and underrepresented minorities at varying advancement. Singh found this result heartening, because it levels; targeting women and minorities for association nomimeans that factors that contribute to women leaving or stay- nations at the fellow level; creating fellowship and leadering are the responsibility of each individual organization.
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From page 11... ...
This result clearly speaks to retention is not a women's issue, her own research showed the need for interventions to improve workplace conditions that it's not an engineering issue or even a science issue: for women engineers. women tend to leave fields that are heavily male.3 She sug When asked whether the study did any cohort analysis, gested that it might be helpful to look at fields that are Singh replied that for the most part their findings mirror completely different and yet heavily male (e.g., finance or Greenfield's very closely, but they did not find any cohort economics)
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From page 12... ...
Singh advised faculty to read recent ment was encouraging the hiring of women, and there was a research, including her and Fouad's study, for insights into stigma that every other engineer and technical person in the what works and what doesn't work in organizations. Faculty building said, "Oh, they hired her because she's a woman." should be more cognizant of the types of organizations that When she and her female colleagues went out to repre- are recruiting students and encourage students to see what sent the organization, others didn't know how to deal with the organizations' cultures are like; some are more progreswomen engineers, let alone women mechanical engineers.
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