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Enhancing Women's Participation in Engineering: Recruitment, Retention, and Reentry Strategies

This report explores critical policies and experimental interventions aimed at improving the recruitment, retention, and reentry of women in engineering fields. It emphasizes the importance of addressing image problems, investing in existing programs, and creating targeted initiatives. The findings highlight the challenges women face, including lower persistence rates and barriers related to child and elder care. Recommendations for enhancing self-confidence, mentorship, and financial support are discussed to ensure that women not only enter but also thrive in engineering careers, ultimately paving the way for a more diverse workforce.

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Enhancing Women's Participation in Engineering: Recruitment, Retention, and Reentry Strategies

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  1. Part 4Investigation of policies and policy- related issues, and experimental intervention and implementation of relevant exploratory research

  2. Why 3R’s are important & what we should do? • Recruitment • Retention • Reentry and Career Change

  3. Recruitment in Engineering • Address the image problems • Focus on engineering • Invest time and funds in existing programs • Invest leadership, time and funds to create targeted new programs

  4. Retention in Engineering • Women have lower persistence rates - Self confidence declines even when academic performance does not • Factors: Influence of advisor and/or mentor Influence of other students Perception of academic performance Perception of career opportunities Financial difficulties

  5. Retention in Engineering • Retention : Is time-intensive Requires sustained commitment • Adopt : Student chapter Academic program Retention program Some students Faculty member

  6. Reentry and Career Change • Women more likely to have absence from work force Child care and elder care • Women in related disciplines more likely to be underemployed Mathematics, physics, chemistry

  7. 4-1 The 3Rs” Recruitment , Retention and retiring (project & report summary) • Recruitment: fewer women than men train or pursue careers in science, engineering and technology. • Retention: a significant proportion of women leave science, engineering and technology, either to pursue alternative careers or to start a family; • Returning: It is not easy to return to science, engineering and technology disciplines after a career break.

  8. 4-2Recruitment and retention of women graduate students in computer science and engineering • (Project & report summary) • Recruiting women to graduate in computer science programs • .Retaining women through graduation

  9. 4-3Women in to Engineering • (Project & report summary) • Read part 4-3 which includes material taken from the commissioned report by Etta Wharton provides a snapshot of the current state of women in engineering, particularly regarding enrolment, retention, & outreach activates that support girls and women to pursue a career in engineering.

  10. 4-4Engineering student Retention:Reducing Attrition and improving graduation Ratesof Upper classmen Engineering Students(An Annotated Bibliography)

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