Symposium for Engineering School Deans to Increase the Retention of Women and Underrepresented Minority Students

工程学院院长研讨会以提高女性和代表性不足的少数族裔学生的保留率

• 批准号: 1755437
• 负责人: Karl Reid
• 金额: $ 4.98万
• 依托单位: National Society of Black Engineers
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2018
• 资助国家: 美国
• 起止时间: 2018-02-01 至 2019-01-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1755437&HistoricalAwards=false
• 关键词: Symposium; Engineering; Deans; Increase; Retention

In an era when leaders from the White House to Silicon Valley tech giants portray engineering as critical to America's competitiveness - and are calling upon universities to graduate a bigger, broader group of engineers - institutions of higher education struggle to align strategies and actions with achievement of these outcomes. The research is quite clear about the value of diversity to innovation and invention. The wellsprings of creativity do not flow from a single tap. Rather, they lie in the different perspectives, backgrounds and talents that individuals bring to a team. However, despite decades of efforts and millions of dollars in federal funding, the needle has barely moved in terms of the percentages of women and underrepresented minority students (African Americans, Latinos, and Native Americans) earning engineering degrees. In 2016, women earned 19.9 percent of engineering bachelor's degrees awarded in the U.S. A decade earlier, the proportion was 19.3 percent. Hispanic students earned 10.7% of engineering degrees. Over the same period, the proportion of engineering bachelor's degrees earned by African Americans fell to 4 percent from 5 percent. Key to increasing the number and percentage of degrees awarded to underrepresented students is to dramatically increase the completion rates of these groups. The National Society of Black Engineers is convening a conference for 100 Deans of ABET-accredited engineering schools for the purpose of sharing research on the most effective institutional interventions, core strategies, and critical concepts in retaining and graduating underrepresented minorities in engineering bachelor's degree programs. The Symposium for Engineering School Deans to Increase the Retention of Women and Underrepresented Minority Students will address barriers to retention by bringing the wealth of research findings that are currently available to the academic leaders of university engineering department, i.e., those who are in the strongest position to move change forward in increasing retention. NSBE compiled a systematic synthesis of research available on successful retention strategies for underrepresented students into a white paper, Paving the Way: Institutional Interventions for Academic Excellence and Success in Engineering (Reid, Ross, & Yates, 2015). The researchers interviewed university administrators with experience in successfully graduating underrepresented minority (URM) students in engineering and reviewed research studies about the interventions. Based on this prodigious body of knowledge, NSBE identified a list of interventions that have proven to facilitate the success of underrepresented students in engineering. The Plenary and breakout sessions will be organized around successful interventions and concepts that are necessary to inform these interventions: 1) Institution or Department Level Interventions: institutional leadership engagement; climate; and faculty development; 2) Core Strategies: summer bridge programs, scholar cohort programs; collaborative learning environments; early alert systems; and facilitated study groups; 3) Critical Concepts: self-efficacy; and identity. Session presenters and keynote speakers will be invited from the universities that have implemented successful programs in the topic areas.

在一个时代，从白宫到硅谷技术巨头的领导人将工程学描绘成对美国竞争力至关重要的工程 - 并呼吁大学毕业，毕业更大，更广泛的工程师 - 高等教育机构斗争，以使战略和行动与这些成果的成就保持一致。这项研究非常清楚，多样性对创新和发明的价值。创造力的韦尔斯普林斯不会从单个水龙头流出。相反，它们在于个人带给团队的不同观点，背景和才能。然而，尽管几十年的努力和数百万美元的联邦资金，但针对妇女和代表性不足的少数民族学生（非裔美国人，拉丁美洲人和美洲原住民）赢得工程学位的百分比几乎没有动摇。 2016年，妇女赢得了十年前在美国授予的工程学士学位的19.9％，这一比例为19.3％。西班牙裔学生获得了10.7％的工程学位。在同一时期，非裔美国人获得的工程学士学位比例从5％下降到4％。增加授予不足学生的学位的数量和百分比的关键是大大提高这些群体的完成率。 国家黑人工程师协会正在召开一次会议，举办100个教务长的教师认可的工程学校，目的是分享有关保留和毕业在工程学士学位课程中最有效的机构干预，核心策略和关键概念的研究。 工程学校院长的研讨会旨在提高妇女和代表性不足的少数族裔学生的保留率，将通过带来有关大学工程系的学术领导者，即那些处于最强地位，可以在增加保留方面的最强地位的研究结果，以解决保留的障碍。 NSBE编制了针对代表性不足的学生进入白皮书的成功保留策略的系统综合，铺平了道路：对学术卓越和工程成功的机构干预措施（Reid，Ross，＆Yates，2015年）。研究人员采访了大学管理人员，具有成功毕业的人数不足的少数族裔（URM）的经验，并在工程学上审查了有关干预措施的研究。基于这一巨大的知识体系，NSBE确定了一系列干预措施，这些干预措施已证明有助于工程领域代表性不足的学生的成功。全体会议和突破性会议将围绕成功的干预措施和概念来组织这些干预措施：1）机构或部门级别的干预措施：机构领导力参与；气候;和教师发展； 2）核心策略：夏季桥梁计划，学者队列计划；协作学习环境；早期警报系统；并促进研究小组； 3）批判概念：自我效能感；和身份。会议主持人和主旨演讲者将邀请在主题领域实施成功计划的大学。