Thesis (Ed. D.)--University of Massachusetts Amherst, 2009. / Open access. Includes bibliographical references (p. 150-158). Print copy also available.

Mobile technology is changing the way we communicate and programmers are needed to turn a companies’ ideas into reality. This report describes the design decisions and programming details involved in developing a novel iPhone app for the medical industry. In the process, the report examines how women succeed in a male-dominated sector of engineering – software development – and explores how to encourage high school students to take an interest in software engineering as a possible career. / text

Status Characteristics Theory and Contact Theory are tested to measure gender bias in engineering students, and to determine if contact with female engineers helps reduce gender bias. To assess this, two versions of a resume, one with a female's name and one with a male's name, were given to senior mechanical engineering students (n=225) to establish if they would rate the male applicant better than the female applicant. Respondents were asked how qualified they thought the respondent was, how much they would want the respondent on their team, and whether or not they would hire the applicant. Respondents were also questioned about contact with female engineering faculty, having female engineers in the family, and having female engineering co-workers. Results showed that all of the effects that were expected to occur were not significant, except one. The interaction between having a female engineer in the family and the applicant sex of the resume significantly impacted males' desire to have the applicant on their senior design team. Therefore, overall there is very little support for Status Characteristics Theory and Contact Theory. Only one result supports both Status Characteristics Theory and Contact Theory — having a female engineer in the family seems to reduce gender bias toward team members among males. / Master of Science

<div>In recent decades women have continued to move towards, and even reach, equality with men in terms of educational and professional representation and success in numerous fields. Yet women consistently are underrepresented in the field of engineering in both settings. The present study sought to develop and test interventions in both academic and employment settings aimed at promoting women’s behavioral intentions to pursue and remain within engineering. Grounded in Social Role Theory and the Theory of Planned Behavior, I proposed that an intervention involving a shift of emphasis in the perceptions of engineering toward the communal and people-oriented aspects of engineering roles – increasing engineering’s alignment to women’s gender identity.</div><div>To empirically test the effectiveness of the intervention, I conducted two studies using two populations of women. The first study involved women who had not yet declared a major and the second study involved women who were presently working as an engineer. The aim was to examine the effectiveness of the intervention to increase women’s intention to pursue an engineering major and women’s intention to remain versus leave an engineering career, in Study One and Study Two, respectively. I predicted that women in the condition emphasizing the communal and people-oriented aspects of engineering would experience more positive outcomes as compared to women in the condition emphasizing the agentic and thing-oriented aspects of engineering.</div><div>Collectively, the results were mixed in terms of supporting the effectiveness of the intervention on the outcomes of interest for the study populations. For Study One, there was substantial support for the intervention’s positive impact on women’s attitudes and behavioral intentions, particularly for women who had not previously considered engineering. However, for Study Two, there was no support for the intervention’s effectiveness. While helping to improve women’s intention to pursue engineering is important, future work must continue to seek theoretically and empirically founded ways to improve women’s state in engineering across all stages of the academic and employment cycle.</div>

Thesis (M. Phil.) -- University of Newcastle, 2001. / Faculty of Engineering. Includes bibliographical references (leaves 133-141). Also available on line.

abstract: Women are under-represented in engineering, in school and in the workplace. Reasons for this include the socio-historical masculinization of technology, which has been established by feminist technology researchers such as Faulkner, Lohan and Cockburn, and makes developing role models of women engineers difficult. The under-representation of women in engineering is a social problem that typically lies outside the area of interest of rhetoricians. However, my dissertation considers storytelling by women engineers as a powerful rhetorical tool, one that is well-suited for the particular structural inequalities endemic to engineering. I analyze stories told by participants in an oral history project conducted by the Society of Women Engineers, with women engineers who worked between the 1940’s and the early 2000’s. I use a textual coding research method to reveal the claims participants make through stories, themes that are evident across those claims, and how women engineers effectively use stories to advance those claims. My study extends the scholarly understanding of the rhetoric of engineering work. I find that in their stories participants argue for a complex relationship between social and technical work; they describe how technical thinking helps them work through social problems, how technical work is socially situated, that an interest in technical work impacts family and interpersonal relationships, and how making career decisions is facilitated by social relationships. They also demonstrate considerable rhetorical expertise in their use of narrative. As a collection these stories meet a pressing need: the need for an understanding of engineering and women engineers that creates possibilities for change. They meet this need first by helping the audience understand both significant systemic oppressions and the problem-solving individual actions that can be taken in response (in ways that highlight possibilities without placing the full responsibility for change on women engineers), and second by illustrating a heterogenous understanding of engineering and women engineers (in order to avoid essentializing women and essentializing technology). As a result of these qualities, the stories are a way to get to ‘know’ engineers and engineering from a distance, which is exactly the pressing lack felt by so many potential women engineers. / Dissertation/Thesis / Doctoral Dissertation English 2020

Grounded theory methods of Strauss and Corbin (1990) and multidimensional scaling techniques (Kruskal & Wish, 1991) were used in this investigation to study the factors that influence a woman's choice to remain in or to leave a male-dominated major (Zuckerman, 1981). Focus group interviews were conducted with 62 sophomore women who had originally chosen male-dominated majors as freshmen to gain insight into the meanings and motivations of the student decisions. The participants responded to a 25-item survey which yielded a-three dimension solution with five clusters in the multidimensional scaling analysis. Five themes emerged from the focus groups as factors influencing a woman's choice to remain in or to leave a male-dominated major: (a) self confidence and refuse to lose attitude; (b) interest in the field; (c) career goals, jobs, and money; (d) ability and experience in the field; and (e) the desire to make a difference. The three dimensions were (a) time of experience, (b) motivation, and (c) career rewards. The five clusters were: (a) pre-college experiences, (b) college experiences, (c) career rewards, (d) self-confidence, and (e) self-fulfillment. The findings are consistent with current literature; however, the use of the multidimensional procedure goes further and helps to explain some of the motivations of the students and challenges some of the beliefs that persons in the practice of student affairs profess about woman and chilly climate. The study extends knowledge about how women deal with their chilly environment. / Ph. D.

Purpose: The purpose of this study is to examine the factors that influence the underrepresentation of women in managerial positions in engineering sector. The study is based on the fact that there are less female leaders both in management and in engineering. Design/Methodology/Approach: The method used in order to accomplish this research is a qualitative approach. The primary data was collecting by semi-structured interviews with employees of the case company (ABB). The sample consists of ten employees, males and females, who hold different positions in the company. Findings: The empirical findings and the analysis show the factors regarding the underrepresentation of women in managerial positions. The study indicates that glass ceiling, gender stereotyping, engineering culture and balancing professional and family life, are major obstacles in women‘s career today. Limitations: I limited my study to only one engineering company therefore the results cannot be generalized for the whole engineering industry. Also, even though this study examines why women are underrepresented in engineering industry, I interviewed both male and female employees in order to illustrate both perspectives about the issue. Contribution: This study confirms the existing theories regarding the affect of underrepresentation of women in engineering industry and highlights the facts that delay women‘s advancement. Engineering culture does not encourage mentoring towards women and women are seen as outsiders in networking activities. Thus, this study gives the opportunity to managers in engineering to consider the reality about females in the sector in order to improve the current situation.

Despite significant efforts to boost female enrollment levels and retention rates in engineering programs, females continue to make up only a small portion of the Canadian undergraduate engineering student population. However, this traditionally-male field is undergoing a culture change as a result of the recent establishment of a female minority. New initiatives that are encouraging women to enter the field are also challenging assumed gender differences previously used to legitimize women's low participation. Through a series of multiple-choice, scenario-based questionnaires, this exploratory study seeks to establish whether or not gender differences observed in the broader population are applicable to the unique engineering undergraduate population at the University of Waterloo. In particular, respondents are quizzed on their preferences for specific job attributes and aspects of life outside of work. In addition, short-answer open-ended questions are used to gauge the level of integration experienced by female students in the faculty. Attention is paid to the general academic and social engineering environment as well as the specific dynamics of mixed-gender groups. Although some gender differences, such as higher preference for earnings on the part of males and work-life balance on the part of females, are in line with previous findings, other differences are found to be either absent or reversed. A surprising side effect of our culturally-diverse sample is the emergence of cultural background as a strong factor which, besides gender, affects work and life attribute preferences, especially preferences for task challenge and earnings. Another interesting outcome of the study is the resulting asymmetry between factors that respondents acknowledge as contributing to their happiness, and factors, which when absent, are found to contribute to the respondents' unhappiness. The study also reveals that female engineering students find themselves in a balancing act between perceived privileges due to their minority, and reduced participation and decision making power due to perceptions of engineering projects as stereotypically in the male domain.

Despite significant efforts to boost female enrollment levels and retention rates in engineering programs, females continue to make up only a small portion of the Canadian undergraduate engineering student population. However, this traditionally-male field is undergoing a culture change as a result of the recent establishment of a female minority. New initiatives that are encouraging women to enter the field are also challenging assumed gender differences previously used to legitimize women's low participation. Through a series of multiple-choice, scenario-based questionnaires, this exploratory study seeks to establish whether or not gender differences observed in the broader population are applicable to the unique engineering undergraduate population at the University of Waterloo. In particular, respondents are quizzed on their preferences for specific job attributes and aspects of life outside of work. In addition, short-answer open-ended questions are used to gauge the level of integration experienced by female students in the faculty. Attention is paid to the general academic and social engineering environment as well as the specific dynamics of mixed-gender groups. Although some gender differences, such as higher preference for earnings on the part of males and work-life balance on the part of females, are in line with previous findings, other differences are found to be either absent or reversed. A surprising side effect of our culturally-diverse sample is the emergence of cultural background as a strong factor which, besides gender, affects work and life attribute preferences, especially preferences for task challenge and earnings. Another interesting outcome of the study is the resulting asymmetry between factors that respondents acknowledge as contributing to their happiness, and factors, which when absent, are found to contribute to the respondents' unhappiness. The study also reveals that female engineering students find themselves in a balancing act between perceived privileges due to their minority, and reduced participation and decision making power due to perceptions of engineering projects as stereotypically in the male domain.