Gender and Race Intersectional Effects in the U.S. Engineering Workforce: Who Stays? Who Leaves?
Gender and Race Intersectional Effects in the U.S. Engineering Workforce: Who Stays? Who Leaves?
复制标题
美国工程劳动力中的性别和种族交叉效应：谁留下来？
DOI：
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发表时间：
2019
期刊：
影响因子：
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通讯作者：
C. McNeely
中科院分区：
文献类型：
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作者：
Yu;C. McNeely
在许多国家，工程领域仍然是女性代表性严重不足的领域，这不仅引发了平等机会的问题，而且还引发了工程人才潜力未得到充分利用和浪费的问题。美国就是这样一个国家，女性仅占工程劳动力的 15%。此外，即使最初进入该领域，美国女性也比男性更有可能完全离开工程领域。本研究进一步分析了这种情况，认识到女性是一个人口结构各异的群体，并质疑她们之间的差异如何反映在工程参与结果中。它强调种族和性别，并采用逻辑回归和边际效应测试，考虑交叉配置来检查工程学位获得者在工程职业中停留和工作的概率。西班牙裔美国人、亚裔美国人、非裔美国人和白人在工程领域工作的性别模式有所不同。此外，随着时间的推移，性别和种族群体在工程职业中的保留率也有所不同。研究结果还证实了群体间和群体内的性别和种族/民族差异和差异，如果不关注对工程领域参与的交叉影响，这些差异和差异就不会被揭示。
In many countries, engineering remains a field in which women are highly underrepresented, raising questions not only of equal access, but also of underutilized and wasted potential in engineering talent. The United States is one such country, with women representing only 15% of the engineering workforce. Moreover, even if initially entering the field, women in the United States are more likely than men to leave engineering altogether. This study further analyzes this situation, recognizing that women are a demographically varied group and questioning how differences among them might be reflected in engineering participation outcomes. Emphasizing race and gender, and employing logit regression and marginal effects tests, it considers intersectional configurations to examine probabilities of staying and working in engineering occupations among recipients of engineering degrees. Different gendered patterns are revealed for working in engineering among Hispanic Americans, Asian Americans, African Americans, and White Americans. Moreover, gender and race groups present varying retention rates in engineering occupations over time. Findings also confirm inter- and intra-group gender and racial/ethnic differences and disparities that would not have been revealed without attention to intersectional effects on participation in engineering fields.