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Relevant bibliographies by topics / Engineering workforce and gender

Academic literature on the topic 'Engineering workforce and gender'

Author: Grafiati

Published: 10 December 2022

Last updated: 28 January 2023

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Journal articles on the topic "Engineering workforce and gender"

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Nelson, Donna J., and Lynnette D. Madsen. "Representation of Native Americans in US science and engineering faculty." MRS Bulletin 43, no. 5 (May 2018): 379–83. http://dx.doi.org/10.1557/mrs.2018.108.

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Impending global crises and US demographic changes require the United States to develop its intellectual capital fully, especially in science and engineering, in order to maintain its global leadership and economic strength. As US population demographic changes continue and make their way through our educational system, they will directly affect thinking and practices regarding science and engineering education in the United States, the future of science and engineering professions, and the need for diversity in the science and engineering workforce. It is essential to measure and understand the demographics of science and engineering students who will be available to the workforce in the near future, and their same-gender and same-race role models and mentors.

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Shi, Guoqing, Yuanke Zhao, Xiaoya Mei, Dengcai Yan, Hubiao Zhang, Yuangang Xu, and Yingping Dong. "Livelihood Resilience Perception: Gender Equalisation of Resettlers from Rural Reservoirs—Empirical Evidence from China." Sustainability 14, no. 17 (September 5, 2022): 11053. http://dx.doi.org/10.3390/su141711053.

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Hydropower engineering has brought unprecedented benefits to the world while causing massive displacement of people. Since the implementation of the Post-Relocation Support (PReS) policy for reservoir resettlers in China in 2006, the distribution of perceived livelihood resilience by gender of resettlers has gradually become more equal. Based on data from a survey of rural reservoir resettlers’ livelihoods in nine regions of Guizhou Province, China, this data examines the distribution of resettlers’ perceived livelihood resilience across genders using logit regression and then explores the contribution to gender equality. The empirical results show that, unlike previous studies, household economic conditions do not bring about more gender differences in perceived livelihood resilience among resettlers (gender contribution ratio = 1.12). Gender differences in perceived livelihood resilience among resettlers were influenced by household workforce levels (e.g., gender contribution ratio = 1.23 at high workforce levels), education level (e.g., contribution ratio = 1.87 in primary education), and resettlement methods (e.g., contribution ratio = 4.53 at external resettlement). The implementation of the PReS policy also contributes to the gender equality of these resettlers’ perceived livelihood resilience. For rural resettlers in different regions with different livelihoods, resettlement patterns, capital, and gender differences of resettlers should be understood through different livelihood resilience perspectives. Improving capacity building of resettlers’ livelihoods resilience through site-specific, participatory development and resource interoperability to promote high quality, sustainable and simultaneous development in resettlement areas and reservoirs.

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DeAro, Jessie, Sharon Bird, and Shermaine Mitchell Ryan. "NSF ADVANCE and gender equity." Equality, Diversity and Inclusion: An International Journal 38, no. 2 (March 11, 2019): 131–39. http://dx.doi.org/10.1108/edi-09-2017-0188.

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Purpose Supporting the advancement of science, technology, engineering and mathematics (STEM) in ways that help to ensure the health, prosperity, welfare and security of the nation has been central to the mission of the US National Science Foundation (NSF) since 1950, the year Congress created the agency. Preparing a highly qualified and diverse STEM workforce plays a central role in supporting this mission. The paper aims to discuss these issues. Design/methodology/approach Over the past several decades, many positive steps have been taken throughout the US education system to help ensure a more diverse STEM workforce. Even so, women remain underrepresented among STEM faculty in higher education, especially at the upper ranks. Contributing to women’s underrepresentation are systemic obstacles to the recruitment, retention and promotion of women of different racial, ethnic, disability, sexual orientations and nationality statuses. Findings The NSF ADVANCE Program is designed to address these barriers. Success for ADVANCE is, therefore, best defined in terms of the changes made to the structures and climates of academic workplaces, rather than in numbers of women hired, retained or promoted in any one institution at a given point in time. Originality/value This introduction briefly examines the origins of ADVANCE, key transitions in the program over time, its reach nationally and internationally, and its future.

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RissleR, Leslie J., Katherine L. Hale, Nina R. Joffe, and Nicholas M. Caruso. "Gender Differences in Grant Submissions across Science and Engineering Fields at the NSF." BioScience 70, no. 9 (July 29, 2020): 814–20. http://dx.doi.org/10.1093/biosci/biaa072.

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Abstract There has been great growth in women's participation in the US academic doctoral workforce, but underrepresentation remains in all science and engineering fields, especially at high academic ranks. We obtained estimates of the numbers of professorial women and men in fields likely to seek funding from the National Science Foundation and aligned those numbers with each of six research directorates to investigate temporal trends in submission patterns. We found that women are as likely to be funded as men, but the percentage of women submitting proposals was less than expected in every field but engineering. Women are as likely as men to be employed at the most research active institutions, but women are less likely than men to self-report research as their primary work activity in almost all fields but engineering. This work imbalance ultimately limits the diversity of basic science research ideas in science and engineering.

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Levin, Sharon G., and Paula E. Stephan. "WOMEN AND UNDERREPRESENTED MINORITIES IN THE IT WORKFORCE." Journal of Women and Minorities in Science and Engineering 11, no. 4 (2005): 345–64. http://dx.doi.org/10.1615/jwomenminorscieneng.v11.i4.30.

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Tyler-Wood, Tandra, Karen Johnson, and Deborah Cockerham. "Factors Influencing Student STEM Career Choices: Gender Differences." Journal of Research in STEM Education 4, no. 2 (December 1, 2018): 179–92. http://dx.doi.org/10.51355/jstem.2018.44.

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This study examined factors that influence middle school students’ dispositions towards science, technology, engineering, and math (STEM) careers. Interest and ability in STEM subject areas were compared by gender, based on 182 middle school students’ responses to four different test instruments. While findings from t-tests indicated significant differences between males and females on mathematics interest scores, no significant differences were found in science, technology, engineering, or STEM career interest. Stepwise multiple regression showed that STEM variables explained 47% of the variance in boys pursuing a STEM career and 36% of the variance in girls. The findings of this study underscore the challenges that still exist in achieving equal gender representation in the STEM workforce, and suggest that adopting a constructivist learning approach may provide a foundation for girls to develop a more positive approach toward science, boost STEM awareness and interest, and increase STEM success.

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Pomales-García, C., Z. A. Reyes-Rivera, J. Mercado-Colón, A. M. Padovani, O. M. Suarez, and J. E. Álvarez. "Impact of Materials Science and Engineering Clubs on Student’s perceptions and aspirations towards STEM." MRS Advances 4, no. 19 (October 17, 2018): 1087–100. http://dx.doi.org/10.1557/adv.2018.584.

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AbstractThis research evidences the impact of Materials Science and Engineering Clubs as an outreach effort to expand the education and training required for a competitive Nanotechnology workforce beyond traditional STEM areas. An engineering perception questionnaire was implemented as a pre-test/post-test to track student perceptions and goals throughout the academic year to identify trends amongst gender and school level groups. Findings (107 students) show a perceived increase in student knowledge and interest for different fields of study, based on pre/post-test responses, with differences amongst gender and school level groups (middle school and high school). Also, significant differences in students’ aspirations for higher education degree were found among school level and gender. Results show that over 20% of participants increased their aspirations to higher education degrees and their interests in pursuing STEM degrees at end of the academic year. Specific findings on engineering perceptions and perceived level of knowledge and interest in science, engineering, materials, and nanotechnology as a result of club participation and student’s educational aspirations, expectations and future study plans are discussed along with implications for future STEM education.

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Wilson, Denise, and Jennifer VanAntwerp. "Left Out: A Review of Women’s Struggle to Develop a Sense of Belonging in Engineering." SAGE Open 11, no. 3 (July 2021): 215824402110407. http://dx.doi.org/10.1177/21582440211040791.

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Unmet or thwarted belonging needs have been implicated in multiple studies of women in engineering in college and in the engineering workforce. A wide range of other challenges that women face in engineering are tightly linked to deficits in belonging. Furthermore, many women face intersectional factors across race and ethnicity that make it even more difficult to belong. This literature review looks at women’s struggles in engineering in the context of the fundamental psychological need to belong. Studies that investigate belonging are reviewed, as are major contributors to unmet or thwarted belonging including gender identity threat and normative and numerical male dominance. Belonging is not the only psychological need that is inadequately met for women in engineering, but it is a common factor in multiple contexts and the situation worsens as women progress in their career pathways. Studies of belonging among women in engineering underscore the importance of supporting women in fulfilling this basic need even when the cultural transformation of engineering into a gender-balanced environment is not yet a reality.

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Harris, Cheryl M. "QUITTING SCIENCE: FACTORS THAT INFLUENCE EXIT FROM THE STEM WORKFORCE." Journal of Women and Minorities in Science and Engineering 25, no. 2 (2019): 93–118. http://dx.doi.org/10.1615/jwomenminorscieneng.2019021205.

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Rouhanizadeh, Behzad, and Sharareh Kermanshachi. "A gender-based analysis of workforce promotion factors in U.S. transportation agencies." Transportation Research Interdisciplinary Perspectives 12 (December 2021): 100457. http://dx.doi.org/10.1016/j.trip.2021.100457.

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Dissertations / Theses on the topic "Engineering workforce and gender"

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Pels, Sarah E. "INCREASING GENDER DIVERSITY IN THE IT WORKFORCE: CHARACTERIZING AND EVALUATING ORGANIZATIONAL EFFORTS." Ohio University Honors Tutorial College / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1338573882.

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TSIOUGKOU, DESPOINA. "Gender Diversity in the Workforce and New Firms'Capacity to Innovate Insights into Tech start-up teams." Thesis, KTH, Skolan för industriell teknik och management (ITM), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-232489.

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White, Jason Larry. "Multigenerational Cohorts, Gender, Experience, Technology and Voluntariness Effects on Efficiency and Productivity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7520.

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Since the beginning of the 2000s, unique challenges for a multigenerational workforce (MW) using different types of current technology (CT), informational and noninformational, at an increasing rate have surfaced. Necessary considerations were made among companies using these types of CT that changed frequently and influenced employee efficiency (EE) and organizational productivity (OP), leading to an under-identified impact on management decisions. The problem addressed in this study was the difficulty management had in managing work tasks and activities when CT was used in a MW. Most of the Baby Boomer generation will be retiring over the next decade, thus compromising and leaving a major gap in skills, experience, and talent. The purpose of this quantitative research study was to study the effects of multigenerational cohorts (MC), gender (GEN), CT, experience (EXP), and voluntariness of use (VU) (independent variables [IVs]), among a MW and their impact on EE and OP (dependent variables [DVs]). Two research questions were used that focused on the relationship between the IVs and DVs. Positivism was used as the theoretical framework. A convenience sampling approach was used to select participants. The participants were full-time employees between 23 and 71 years of age in the continental United States. Multiple and stepwise regression analyses was used to investigate the relationship between the IVs and the DVs. Results showed that only IVs type of CT and VU had a significant effect on EE and OP. These findings may contribute to positive social change by helping organizations create comprehensive and explicit business models of efficiency and productivity among a MW.

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White, Jason L. "Multigenerational Cohorts, Gender, Experience, Technology and Voluntariness Effects on Efficiency and Productivity." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7522.

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Since the beginning of the 2000s, unique challenges for a multigenerational workforce (MW) using different types of current technology (CT), informational and noninformational, at an increasing rate have surfaced. Necessary considerations were made among companies using these types of CT that changed frequently and influenced employee efficiency (EE) and organizational productivity (OP), leading to an under-identified impact on management decisions. The problem addressed in this study was the difficulty management had in managing work tasks and activities when CT was used in a MW. Most of the Baby Boomer generation will be retiring over the next decade, thus compromising and leaving a major gap in skills, experience, and talent. The purpose of this quantitative research study was to study the effects of multigenerational cohorts (MC), gender (GEN), CT, experience (EXP), and voluntariness of use (VU) (independent variables [IVs]), among a MW and their impact on EE and OP (dependent variables [DVs]). Two research questions were used that focused on the relationship between the IVs and DVs. Positivism was used as the theoretical framework. A convenience sampling approach was used to select participants. The participants were full-time employees between 23 and 71 years of age in the continental United States. Multiple and stepwise regression analyses was used to investigate the relationship between the IVs and the DVs. Results showed that only IVs type of CT and VU had a significant effect on EE and OP. These findings may contribute to positive social change by helping organizations create comprehensive and explicit business models of efficiency and productivity among a MW.

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De, Kretser Kara. "Gender Parity, Gender Equality, and Intersectionality : Public Perceptions of a ‘50:50’ Workforce." Thesis, Linköpings universitet, Institutionen för tema, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-166655.

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Gender parity. Gender equality. Diversity and intersectionality. Are they understood to be one and the same thing? Whilst there is much public data and opinion on economic benefits to having gender parity within organisations and how it can help support women’s empowerment and inclusion in male dominated professional sectors, public perception on the topic may paint a different picture. In this thesis, the social media platform Twitter is used to collect data to conduct a content analysis in order to understand public sentiments in response to one company’s perceived success in their organisational gender parity initiative. That company is American tech organisation, Duolingo. In 2018, Duolingo posted via Twitter that they had achieved a 50:50 male:female ratio in their recruitment of new engineering hires. The response on Twitter reveals that whilst many Twitter users agreed with Duolingo that this was a success, many did not. The Tweets are classified and analysed according to sentiment and coded according to the core topic in their communication – gender parity, gender equality, and diversity and intersectionality - to gain an in-depth understanding into how the public understands and reacts to these concepts. By analysing 275 Tweets through textual and visual analysis, this thesis supports an investigation via case study as to whether or not gender parity is publicly perceived and understood as a positive organisational strategy towards gender equality. Or whether it is seen to be exacerbating gender inequalities and perpetuating gender and intersectional stereotyping, biases and norms.

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McDermott, Elizabeth. "The barriers affecting women's career progression in library and information services : a feminist critique." Thesis, Aberystwyth University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.245467.

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Barajas, Christopher. "DATA DRIVEN WORKFORCE PERFORMANCE PLANNING." CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/945.

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The business of logistics and transportation is increasing in demand and complexity and will do so into the future. As with many businesses in the digital age, large amounts of data is being generated at increasing speeds leading us all into the era of big data. A common result is that organizations are left data rich and information poor. At ABC Logistics, and many other third party logistics and transportation companies, the question is how to harness the data and create centers of excellence through business intelligence methodologies. This research project goes through the steps taken to identify an area where business intelligence and data transformation could be an advantageous prospect and how to present it in a way that would be of great benefit to the organization as a whole. Third party logistics companies, such as ABC Logistics, operate under a business model where they do not produce or own any of the product they manage through the supply chain process. What they sell is their expertise in logistics services from the inbound of product, processing of orders, and outbound shipping to and from the customer. This makes the third party logistics business very competitive. Competitive advantages are key to success in this type of business and one area that is underutilized is measuring and managing labor productivity. Currently, ABC Logistics utilizes an AS400 system for warehouse management and Kronos for timekeeping. The problem lies in how to get all the information together in one location where transactional master data is shared across the organization. Once we do that, then the second problem would be analysis and decision management i.e., how we analyze the data and present the information in a human readable format for frontline supervisors and middle management to be able to interpret the data and take action. The solution will be to create a data warehouse to normalize all the various data sources for timekeeping and warehouse production transactions. In order to build the data warehouse, we will utilize an SQL Database with SQL Server Integration Services to transform the data into our data warehouse. With the data transformed into a structured and consistent format, the data is analyzed and the results presented in a human readable format. This will be done through business intelligence tools such as Power BI that allows us to create custom dashboards. This solution will lead to a better understanding of our operation, increase profit, and give ABC Logistics a competitive advantage over their competitors.

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Boothby, Gwen. "An exploration of the role of 'community' in the search for workforce diversity at the shipyard." Thesis, University of Central Lancashire, 2017. http://clok.uclan.ac.uk/20754/.

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The concept of workforce diversity has been considered from many perspectives. Based on the equality legislation, the ‘equal opportunities’ approach evolved, with the premise of moral concern (Noon and Ogbonna 2001) and equality (Cockburn 1991), where all individuals are treated the same by ensuring that ‘the rules of the game’ were fair. However, in the 1990s, a move was made to ‘managing diversity’ (Kandola and Fullerton 1994), a business case approach whereby equality was ensured by taking into account the circumstances of the individual. Although prevalent in organisational rhetoric, neither approach has fully realised its potential in terms of ensuring equality of opportunity or outcome for groups or individuals in the labour market (Miller 1996; Webb 1997; Liff 1999; Johns and Green 2009). Therefore, in this research project, other bodies of literature are used in conjunction with the equality and diversity research, to identify barriers to workforce diversity. The case study on which this research project is based, is situated at a shipyard in Barrow-In-Furness, in the North West of England. The shipyard is part of BAE Systems, a global defence, aerospace and security company, which in 2009, stated its desire to increase the diversity of its workforce. The geography and demographics of Barrow meant that this was a particularly challenging concept for the shipyard. This research was based on qualitative semi-structured interviews with four groups of employees and trade union representatives, alongside documentary and data analysis. The original contribution of this thesis has been made by considering three bodies of literature together (equality and diversity, masculine culture and occupational communities), in order to identify the key barriers to increasing the diversity of the shipyard. These barriers included the shipyard’s hegemonic masculine culture, the existence of occupational communities within the construction and engineering departments, and the impact of the local community on the diversity of the shipyard. Thus, it has been possible to identify that barriers to increasing the workforce diversity of the shipyard exist not only in the organisation, but also in Barrow’s local community.

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Hamade, Mona. "Women and Emiratisation in the UAE workforce." Thesis, University of Cambridge, 2016. https://www.repository.cam.ac.uk/handle/1810/288678.

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The Convention on the Elimination of All Forms of Discrimination against Women (CEDAW) which was adopted in 1979, and the 1995 Beijing Declaration and Platform for Action have generated global and regional momentum in the advance of equal gender opportunities. This research explores the increased presence of women in higher education and their subsequent entry into the workforce in the United Arab Emirates. The government has attempted to reduce its citizens' dependency on public sector employment and promote opportunities in the private sector. Governmental efforts have included improving the education system, granting women access to education and introducing funding schemes to encourage employment initiatives. Yet, despite these efforts, unemployment across the UAE remains at a high level, with public sector favoured by Emirati nationals. The country's drive to nationalise the labour force reflects the necessity of utilising the capabilities of Emirati nationals, both men and women, to diversify the rentier state economy. Emiratisation is a national government strategy in the United Arab Emirates that aims to reduce the country's reliance on expatriate labour and increase the participation of nationals in the labour market, both in the public and private sectors. The research for this thesis begins by exploring the inadequacy of classical rentier state theory and examining Mathew Gray's theory of late rentierism within the context of the United Arab Emirates. It further builds on the late rentierism model with a particular focus on the role of women, education and youth participation. The methodological approach used in this research is primarily qualitative, including interviews with final year university students, and professionals in the banking sector of both sexes. These groups were chosen to highlight the practical implications of governmental Emiratisation policies aiming to increase job opportunities across the United Arab Emirates. To date, very little research has been conducted on the issues of gender, work life balance policies and new workforce trends in the UAE.

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Crozier, Sarah Elizabeth. "Investigating Stress and Gender Diversity in the Temporary Clerical Agency Workforce : A Mixed Method Design." Thesis, University of Manchester, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.508629.

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Books on the topic "Engineering workforce and gender"

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Nembhard, David A. Workforce Cross Training. London: Taylor and Francis, 2007.

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Mary, Ayre, and Gill Judith 1942-, eds. Gender inclusive engineering education. New York: Routledge, 2010.

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Hayton, Geoff. Occupational clusters of the engineering technical workforce. Payneham, SA: TAFE National Centre for Research and Development, 1986.

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Virginia. Dept. of Personnel and Training. Technical report: Gender pay equity in the Virginia state workforce. Richmond, VA: Commonwealth of Virginia, 2000.

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Knudson, Becky. Workforce statistics by gender: Issues concerning working families in Oregon. Salem, Or: Oregon Employment Dept., Research, Tax and Analysis, Wage Analysis Unit, 1995.

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Jarboe, Kenan Patrick, and Steve Olson, eds. Adaptability of the US Engineering and Technical Workforce. Washington, D.C.: National Academies Press, 2018. http://dx.doi.org/10.17226/25016.

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Engineering and Marine Training Authority. Sector workforce development plan: For engineering manufacture 2001-2005. Watford: Training Publications, 2001.

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Engineering and Marine Training Authority. Sector workforce development plan: For engineering manufacture 2001-2005. Watford: Training Publications, 2001.

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Forbes, David E., Pornpit Wongthongtham, Chamonix Terblanche, and Udsanee Pakdeetrakulwong. Ontology Engineering Applications in Healthcare and Workforce Management Systems. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-65012-8.

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Ingelore, Welpe, Reschka Barbara, and Larkin June 1952-, eds. Gender and engineering: Strategies and possibilities. Frankfurt am Main: Peter Lang, 2007.

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Book chapters on the topic "Engineering workforce and gender"

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Wallace, Michelle, and Neroli Sheldon. "Women and Engineering: A Workforce Development Issue." In Workforce Development, 113–29. Singapore: Springer Singapore, 2013. http://dx.doi.org/10.1007/978-981-4560-58-0_7.

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Loretto, Wendy, and Sarah Vickerstaff. "The Relationship between Gender and Age." In Managing an Age-Diverse Workforce, 59–79. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230299115_5.

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Zuga, Karen F. "Redefining Gender Roles in the Workforce." In International Handbook of Education for the Changing World of Work, 129–45. Dordrecht: Springer Netherlands, 2009. http://dx.doi.org/10.1007/978-1-4020-5281-1_8.

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Heywood, Susie. "Gender and the Early Years Workforce." In Challenging Gender Stereotypes in the Early Years, 126–33. London: Routledge, 2022. http://dx.doi.org/10.4324/9781003167921-16.

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De, Indranil, Shyam Singh, and Shilpi Smita Panda. "Social Norms and Women Workforce Participation." In Social Norms, Gender and Collective Behaviour, 37–66. Singapore: Springer Singapore, 2021. http://dx.doi.org/10.1007/978-981-16-6952-1_3.

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Ravindranath, Sindhu. "Is Work Engagement Gender Oriented? A Man/Woman Perspective." In Management Practices for Engaging a Diverse Workforce, 295–317. Includes bibliographical references and index.: Apple Academic Press, 2020. http://dx.doi.org/10.4324/9780367808419-11.

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Ravindranath, Sindhu. "Is Work Engagement Gender Oriented? A Man/Woman Perspective." In Management Practices for Engaging a Diverse Workforce, 295–317. Includes bibliographical references and index.: Apple Academic Press, 2020. http://dx.doi.org/10.1201/9780367808419-11.

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Kyngäs, N. R. M., K. J. Nurmi, and J. R. Kyngäs. "Workforce Scheduling Using the PEAST Algorithm." In Lecture Notes in Electrical Engineering, 359–72. Dordrecht: Springer Netherlands, 2013. http://dx.doi.org/10.1007/978-94-007-7684-5_25.

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Eidevald, Christian, Birgitte Ljunggren, and Thordis Thordardottir. "Professionalization and gender balance." In Exploring Career Trajectories of Men in the Early Childhood Education and Care Workforce, 57–69. Abingdon, Oxon ; New York, NY : Routledge, 2021. | Series: Towards an ethical praxis in early childhood: Routledge, 2020. http://dx.doi.org/10.4324/9781003048473-7.

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Erdoğan, Aslıhan, Ayşenur Talı, Berfu Kırcalı, Buket Günal, Ecem Nazlı Dedecengiz, Damla Yüksel, and Banu Yetkin Ekren. "Parallel Workforce Assignment Problem for Battery Production." In Lecture Notes in Mechanical Engineering, 747–56. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-90421-0_64.

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Conference papers on the topic "Engineering workforce and gender"

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Dlamini, Patience, John Mahlalela, Talent Rugube, Eunice Mthethwa-Kunene, and Cosmas Maphosa. "Work-based Learning as a Means to Foster Lifelong Learning: Views of Education Stakeholders in Eswatini." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.6917.

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One of UNESCO's advocacy messages states that ‘lifelong learning for all is the most appropriate philosophy, conceptual framework and organising principle for learning, education and training in the 21st century’. To ensure innovative and resilient employees, companies need to integrate lifelong learning into their operations. Investing in upskilling and reskilling employees across all gender has a potential to close the ever-increasing workforce skills gap in the complex business setting. Actively learning new skills and technologies by employees is mandatory to align with sustainable development goal No 4. Work-based learning is one approach that has increased access to higher education for working adults in many parts of the world. Though still not common in Sub-Saharan Africa, this approach resonates well with the 21st century demands for skilled workforce, innovation and educational resilience. This paper discusses views of Thirty-two (32) Education stakeholders who participated in the Survey on the importance of introducing a work-based learning approach using the distance education mode to upskill industry employees at the University of Eswatini. Survey questions were sent to stakeholders and document analysis on Work-based learning as a means to upskill the workforce in engineering was done. The findings showed that stakeholders embraced work-based learning as an approach to create a skilled workforce but policies have to be in place for effective implementation.

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Wamuga, Joseph Mwangi, and Florence Kamonjo. "Empowering Women through TVET Training in Male Dominated Trades: A Project Supported by Canadian Embassy at Nakuru Training Institute Kenya." In Tenth Pan-Commonwealth Forum on Open Learning. Commonwealth of Learning, 2022. http://dx.doi.org/10.56059/pcf10.1215.

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Globally a wide gender gap has persisted over the years at all levels of Science, Technology, Engineering and Math (STEM) disciplines. Girls and women are systematically tracked away from science and math throughout their education, limiting their access, preparation and opportunities to go into these fields as adults. Women make up only 28% of the workforce in STEM. Men vastly outnumber women majoring in most STEM fields in college and in the market place. There is still a gross underrepresentation of women in the STEM fields in Sub-Saharan Africa (SSA) where the share of females graduating from tertiary education engineering fields is below 30%. The under-representation is a concern both for gender equality and economic competitiveness. // This study was based on Instructional Theory for Skills Development. It applied descriptive survey method. The study sample was 76 TVET female students, 36 for pre-training survey and 40 for post training survey. A gender based survey on the issues affecting women in the society, their employability and if young women would enroll in male dominated course given an opportunity was done. The project trained 40 women in technical skills for employability in two male dominated careers; electrical wireman and plumbing and pipe fittings. The 40 women were linked to industries for job related experience and were further registered for examination by National Industrial Training Authority (NITA) in Kenya. They recorded 100% pass rate and were certificated. 80% of the young women and girls are gainfully employed while 20% are pursuing further training. The study found out that young women are willing and are capable of training in skills in male dominated TVET sectors.

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Rose, M. F., and D. Joyce. "Defence Youth STEM Outreach – Inspiring the Next Generation." In 14th International Naval Engineering Conference and Exhibition. IMarEST, 2018. http://dx.doi.org/10.24868/issn.2515-818x.2018.003.

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This paper focuses on the need to build a solid foundation of skills which the future maritime workforce can build on to provide the innovation and exploitation of new technologies that the Royal Navy requires. This need sits within the wider strategic context of the national engineering skills shortage, reflected recently in the EngineeringUK report: ‘The State of Engineering 2018.’ The report forecasts as a conservative estimate an average shortfall in engineering graduates (level 4+) of 22,000, with the impact of Brexit upon these figures yet to be determined (the UK relies on attracting talent from the EU and beyond to help meet current shortfalls). The situation regarding Level 3 – A levels, Highers, and Advanced apprenticeships reflects a similar shortfall. This issue is exacerbated by the fact that only 12% of engineering and technology employees in the UK are women; highlighting that access and availability, including gender diversity remains a challenge for this sector. It is against that backdrop, that the MOD, is collaborating across many areas; one specifically being on inspiring the next generation to undertake Science, Technology, Engineering and Mathematics(STEM) as subjects of choice initially, moving thereafter onto more informed careers awareness and ultimately onto career options. Such foundation building is manifest in Defence’s Youth STEM engagement strategy which is whole force by design, with several major developments to date following its launch in 2016, including the establishment of formal strategic partnerships with three national STEM outreach providers; notably: Primary Engineer; Tomorrows Engineer (replicated by Energy Skills Partnership in Scotland) and STEM Learning (replicated by SSERC in Scotland) each with niche capabilities. They sit alongside all four Services within Defence and key other government departments including the devolved administration in Scotland, in the form of an implementation group to take the strategy forward. The purpose is to inspire sufficient young people to study STEM subjects, to ensure that the appropriate national talent exists from which Defence can recruit its future technical people. Several initiatives are expanded upon with illustration of the benefits, ranging from impact in the classroom (both teacher and pupil) to Defence personnel as STEM ambassadors. The paper closes with the social mobility agenda and the potential thereof from Youth STEM outreach.

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"The gendered and cultural realities of managing a global workforce: Implications for research and practice." In Closing the Gender Gap. Purdue University, 2016. http://dx.doi.org/10.5703/1288284316101.

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Trauth, Eileen M., Monica Adya, Deborah J. Armstrong, K. D. Joshi, Lynette Kvasny, Cynthia K. Riemenschneider, and Jeria Quesenberry. "Taking stock of research on gender and the IT workforce." In the 2010 Special Interest Group on Management Information System's 48th annual conference on Computer personnel research. New York, New York, USA: ACM Press, 2010. http://dx.doi.org/10.1145/1796900.1796965.

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Noteboom, Cherie, Fenner Chad, Kalee Crandall, and Kodey Crandall. "The Past Decade View of the IS Workforce and Gender Literature: A Systematic Review." In Hawaii International Conference on System Sciences. Hawaii International Conference on System Sciences, 2022. http://dx.doi.org/10.24251/hicss.2022.847.

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Scott, R. L., and E. K. Schmidt. "Supply chain management: Workforce education." In 2013 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2013. http://dx.doi.org/10.1109/ieem.2013.6962543.

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Perkins, Edward G., Gregory B. Hutchins, Elizabeth Lions, and Henry J. Lindborg. "The Inter-generational Workforce." In PICMET '07 - 2007 Portland International Conference on Management of Engineering & Technology. IEEE, 2007. http://dx.doi.org/10.1109/picmet.2007.4349600.

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Adams, H. "Wireless technologies and the mobile workforce." In Technology-Based Re-Engineering Engineering Education Proceedings of Frontiers in Education FIE'96 26th Annual Conference. IEEE, 1996. http://dx.doi.org/10.1109/fie.1996.569996.

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Gellings, C. W. "Workforce issues in the electricity industry." In 2006 IEEE Power Engineering Society General Meeting. IEEE, 2006. http://dx.doi.org/10.1109/pes.2006.1709531.

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Reports on the topic "Engineering workforce and gender"

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Collett, Clementine, Gina Neff, and Livia Gouvea. The Effects of AI on the Working Lives of Women. Inter-American Development Bank, March 2022. http://dx.doi.org/10.18235/0004055.

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Globally, studies show that women in the labor force are paid less, hold fewer senior positions and participate less in science, technology, engineering and mathematics (STEM) fields. A 2019 UNESCO report found that women represent only 29% of science R&D positions globally and are already 25% less likely than men to know how to leverage digital technology for basic uses. As the use and development of Artificial Intelligence (AI) continues to mature, its time to ask: What will tomorrows labor market look like for women? Are we effectively harnessing the power of AI to narrow gender equality gaps, or are we letting these gaps perpetuate, or even worse, widen? This collaboration between UNESCO, the Inter-American Development Bank (IDB) and the Organisation for Economic Co-operation and Development (OECD) examines the effects of the use of AI on the working lives of women. By closely following the major stages of the workforce lifecycle from job requirements, to hiring to career progression and upskilling within the workplace - this joint report is a thorough introduction to issues related gender and AI and hopes to foster important conversations about womens equality in the future of work.

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Aberman, Noora-Lisa, Janice Meerman, and Amy van der Kaiij. Considering gender power dynamics for supporting workforce nutrition. Global Alliance for Improved Nutrition (GAIN), March 2022. http://dx.doi.org/10.36072/wp.26.

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Sauser, Brian, and Robert Cloutier. Systems Engineering Assessment & Workforce Development Plan. Fort Belvoir, VA: Defense Technical Information Center, November 2012. http://dx.doi.org/10.21236/ada582911.

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Lesieutre, George A., Susan W. Stewart, and Marc Bridgen. Wind Energy Workforce Development: Engineering, Science, & Technology. Office of Scientific and Technical Information (OSTI), March 2013. http://dx.doi.org/10.2172/1072049.

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McGrath, Elisabeth. Research on Building Education & Workforce Capacity in Systems Engineering. Fort Belvoir, VA: Defense Technical Information Center, October 2011. http://dx.doi.org/10.21236/ada582652.

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Ardis, Mark, Elizabeth McGrath, Susan Lowes, and Sophie Lam. Research on Building Education and Workforce Capacity in Systems Engineering. Fort Belvoir, VA: Defense Technical Information Center, January 2012. http://dx.doi.org/10.21236/ada582692.

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Ardis, Mark. Research on Building Education & Workforce Capacity in Systems Engineering. Fort Belvoir, VA: Defense Technical Information Center, September 2012. http://dx.doi.org/10.21236/ada582706.

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STEVENS INST OF TECH HOBOKEN NJ. SE Capstone Project: Building Systems Engineering Education and Workforce Capacity. Fort Belvoir, VA: Defense Technical Information Center, April 2012. http://dx.doi.org/10.21236/ada583488.

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INSTITUTE FOR DEFENSE ANALYSES ALEXANDRIA VA. Department of Defense Laboratory Civilian Science and Engineering Workforce - 2011. Fort Belvoir, VA: Defense Technical Information Center, May 2011. http://dx.doi.org/10.21236/ada590174.

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INSTITUTE FOR DEFENSE ANALYSES ALEXANDRIA VA. Department of Defense Laboratory Civilian Science and Engineering Workforce - 2013. Fort Belvoir, VA: Defense Technical Information Center, October 2013. http://dx.doi.org/10.21236/ada592102.

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