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2016 Forum Track Four
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Track 4: Beyond the Dean's Pledge, Moving Towards Academic Culture Change

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Keynote Plenary Presentation

 

  1. Institutional Transformation: The Process of Change

    Abigail J. Stewart, Ph.D. 

    Dr. Abby Stewart is THE GURU of institutional transformation! A highly-respected, leading thinker and researcher on the psychology of women's lives, personality and adaptation to personal and social changes, Dr. Stewart will engage us in dialogue about one large institution's effort at institutional change over 15 years, the indicators of success, particular factors that may account for that success, as well as factors that operated to slow and limit change. 

 

Keynote Plenary Panel

 

  1. Creating and Sustaining Inclusive & Diverse Culture in Engineering Departments

    Engineering culture is a primary factor in the retention or attrition of engineering faculty, students and staff—especially women and those from other underrepresented groups. To advance inclusion and diversity, engineering faculty, encouraged and supported by institutional leaders, must orchestrate and maintain inclusive, motivating and welcoming department environments. This session introduces participants to TECAID-Transforming Engineering Culture to Advance Inclusion and Diversity, a joint project of the Women in Engineering ProActive Network (WEPAN), the American Society of Mechanical Engineers (ASME) and Purdue University; and will include an overview of findings to date—including an emergent change model to advance inclusion in engineering departments, interviews with participating faculty/chairs and an engagement exercise for attendees. 

 

Sessions

 

  1. WEPAN’S Engineering Inclusive Teaching (EIT)—Faculty Professional Development Project: Dialogue about Unintended Bias Against Diverse Women in Engineering Education

    Gretal Leibnitz, Kelly J. Cross 
  2. The “Unintended Bias in Engineering Education” webinar produced by WEPAN’s Engineering Inclusive Teaching: Faculty Professional Development Project is the foundation for an interactive workshop in which participants identify, explore, practice addressing, and develop strategies to respond to unintended bias experienced by diverse women in engineering.

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  4. Gender Values: Meeting the Challenge for STEM Gender Diversity

    Kelly Mack, Melissa Soto 
  5. This session introduces preliminary findings of an institutional self-assessment tool designed to enable U.S. four-year colleges and universities to assess their level of family-friendly policies and programs as a function of institutionalization and inclusivity.

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  7. A Dean’s Life: Finding Solutions to Tough Questions using MBTI Personality Type

    Raymonda Burgman 
  8. Cultural change requires us to use every available tool to understand that our sense of a situation is only one perspective or lens. Taking an opportunity to discover how we can use our lens to improve our view and solve conflicts will improve the environments where we live and work.

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  10. ProAction Community for Equity

    Fatma Mili, Willie Burgess, Guity Ravai 
  11. The central hypothesis in this panel is that our collective inability to meet our shared goals of diversity stems from the unexamined beliefs, mental models and values within the STEM culture. The panel discusses work done by a group of faculty and administrators at Purdue who made themselves (rather than the students) the locus of intervention.

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  13. Making Academic Change Happen

    Julia M. Williams 
  14. The Making Academic Change Happen (MACH) Workshop is a three-day, intensive, hands-on workshop that helps faculty, administrators, staff, and graduate students. The workshop is designed to help individuals learn and practice a set of skills that can help them as they design and deploy change projects on their campuses. MACH at WEPAN offers a focused version of the workshop, introducing two key components of the MACH curriculum. As a result of attending MACH at WEPAN, you will learn more about the MACH approach and have the opportunity to learn how these skills are crucial for making your academic change a success.

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  16. How Academic Culture Fuels Impostor Syndrome in Students and Faculty and Strategies for Addressing It In the Classroom and the Department

    Valerie Elizabeth Young, Diana Marculescu 
  17. Impostor syndrome is rampant in higher education. Notably, the only study where a higher percentage of men identified with impostor feelings, was conducted with university faculty. This merits an exploration of how academic culture impacts confidence as well as effective strategies to address impostor feelings in both students and faculty.

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  19. Utilizing a Comprehensive, College-wide External Review Process to Propel Culture Change at Ohio State’s College of Engineering

    Donnie Perkins, Amy Freeman, Paige E. Smith 
  20. Session participants will have an opportunity to learn about the 2015 External Review Process conducted by the College of Engineering at The Ohio State University to assess progress of advancing diversity and inclusion in the college. Attendees will learn the origin of the External Review process, its goals, challenges, successes and potential as a model to critically assess College of Engineering structures, practices, programs and initiatives focused on advancing diversity, inclusion, equity and culture change. The Panel and session participants will engage in an interactive dialogue to discuss the review process and lessons learned. Participants will be asked to share their experiences with academic and program reviews and other initiatives used to evaluate the progress of diversity, inclusion, and equity programs.

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  22. Assessing Student Professional Competencies

    Rochelle L Williams 
  23. This presentation will address integrating professional skills into the curriculum, while simultaneously highlighting their importance to stakeholders. Beginning with student outcomes, participants will be able to demonstrate the value of these student professional competencies through the development of performance indicators and the calibration of scoring rubrics for multiple faculty raters.

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  25. Establishing an Inclusive Culture in Faculty Hiring

    Beverly Louie, Catherine Ashcraft 
  26. This workshop will guide participants towards developing personal skills and materials to address unconscious biases that can thwart the best intentions of faculty hiring committees to find and support diverse candidates. Participants will learn new strategies that can foster a more diverse and inclusive departmental culture. 

 

Hi-Five Presentations

 

  1. Helping Deans Meet Their Pledge: WEPAN’S Engineering Inclusive Teaching (EIT)-- Faculty Professional Development Project

    Gretal Leibnitz 

    Deans across the nation have pledged to fulfill their diversity and inclusion promises. WEPAN’s NSF GSE funded Engineering Inclusive Teaching (EIT): Faculty Professional Development Project provides innovative faculty professional development webinars that foster engineering faculty capacity to provide inclusive educational experiences for their students and complementary webinar downloadable resources.

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  3. Research Results on the Process of Beginning Academic Change

    Elizabeth Litzler, Cara Margherio 

    Learn about the early stages of embarking on large-scale change projects, focusing on team building and stakeholder engagement. This talk will discuss early findings of our participatory action research with change agents who are engaged in making change on their campuses through the NSF Revolutionizing Engineering Departments (RED) Program.

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  5. Broaden Participation Using Top High School GPAs

    Beth A Myers 

    The evidence is clear: diversity in the engineering workforce can be expanded now, with data-supported confidence, if engineering colleges aggressively admit more students who boast top high school performance yet have much lower standardized test scores than institutional averages.

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  7. Empowering Women Students through Introductory Research Experiences

    Beverly Louie, Tanya Ennis, Vanessa Dunn 

    This presentation highlights students participating in research experiences that have instilled leadership skills while bolstering engineering identity. Introducing the practice of research to novice students in stages will be presented. Participants will learn about implementing introductory research experiences at their institutions.

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  9. CETA Student Ambassadors and Leadership Program

    Ying Yu, Julie Spring, Hisham Alnajjar 

    The CETA student ambassadors program is a success story of an all-women organization which is a combination of an honor society, a supportive community, a leadership program, and a functional organization that help the college recruit prospective students, and reach out to the local communities. 

 

Showcase Participants

 

  1. Faculty Professional Development for Inclusive Student Professional Success

    Gretal Leibnitz, Bev Louie 

    Crafting inclusive engineering learning environments, fostering engineering student skills to be successful in a diverse world, and developing student capacity to serve as professional change agents for a broadly welcoming engineering culture require sophisticated faculty skill sets. Join us for a focused conversation on educator professional development needs and solutions!

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  3. WEPAN’S Engineering Inclusive Teaching (EIT): Faculty Professional Development Project Highlight

    Gretal Leibnitz 

    WEPAN’s NSF GSE funded Engineering Inclusive Teaching (EIT): Faculty Professional Development Project provides innovative faculty professional development webinars that foster engineering faculty capacity to provide inclusive educational experiences for their students and complementary webinar downloadable resources. Metrics on project success will be shared. 

     

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