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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Korade, Dr Shivaram. "Analysis of Work Participation Rate among Tehsils Level of Ahmednagar District of Maharashtra State." International Journal for Research in Applied Science and Engineering Technology 10, no. 11 (November 30, 2022): 1808–12. http://dx.doi.org/10.22214/ijraset.2022.47715.
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Abstract: India has a large number of primary workers, so the Indian economy is highly unbalanced. Ahmednagar district is an agriculture-oriented district. This research paper is written to explore the changing pattern of work participation rate and the gender gap in the workforce among the tehsils of Ahmednagar district during 2001-2011. In the present study, the tehsils have been taken as the component areal units of the study region for determining the variation in the distribution of the workforce. The present study is entirely based on a secondary source of data collected from the census of the Ahmednagar district between 2001 and 2011. Simple statistical methods are used to process the collected data to calculate work participation rate, decadal variation, and gender gap. This paper has attempted a comprehensive study of the trends in the work participation rate tehsil level in general and male-female.
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Maji, Sucharita. "“Doing Men’s Jobs”: A Commentary on Work–Life Balance Issues Among Women in Engineering and Technology." Metamorphosis: A Journal of Management Research 18, no. 1 (June 2019): 68–75. http://dx.doi.org/10.1177/0972622519854887.
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Despite a steep increase in female representation in the workforce in the last decade, the gendered division of labour in the family remains broadly unaltered. Women, even who work for the same duration as their husbands in the office and contribute equally or more to the financial status of the family, often take most of the shares of childcare responsibility and domestic work. Work–family conflict is a global problem for working men and women; the struggle is even more prominent among working women, especially those who work in male-dominated sectors such as engineering and technology. Working in gender-atypical professions, females in engineering and technology face solo status and experience perceived discrimination and social identity threat. They require to put additional efforts to adjust to the work environment which, in turn, impacts their work–life balance status. The gendered work culture in engineering and technology sectors is reported to be masculine and patrifocal as a result of the skewed sex-ratio. Moreover, the study attempted to find out how the gender-role perception and identification of them, gender stigma consciousness, and role conflict may further aggravate the work–family conflicts among women engineers. In addition, the added responsibilities and conflicts that come with motherhood and their impacts on the work–life balance are discussed.
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O. Akintayo, Folake, Jacqueline Nyirajana, Olatunde Okunlola, and Ikeoluwapo B. Baruwa. "Gender in Civil Engineering Education: A Case Study of the University of Ibadan, Nigeria and Institut d’Enseignement Superieur de Ruhengeri, Rwanda." African Journal of Gender, Society and Development (formerly Journal of Gender, Information and Development in Africa) 11, no. 3 (September 1, 2022): 169–83. http://dx.doi.org/10.31920/2634-3622/2022/v11n3a8.
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Engineering and technology are basic in any country’s development. Addressing the gender gap in civil engineering education will help to narrow the gender pay gap, enhance women’s economic security and ensure a diverse and talented STEM workforce. This paper focuses on gender disparity in civil engineering education at Institut d’Enseignement Superieur de Ruhengeri (INES), Rwanda, and the University of Ibadan (UI), Nigeria. Data were sourced from the graduating records of the Departments of Civil Engineering, INES Ruhengeri, Rwanda, and the University of Ibadan, Nigeria, covering a period of 5 years (2016 - 2021). Data were analysed using excel tools. The Department of Civil Engineering, University of Ibadan, recorded a slight increase in the number of female graduating students from 5 in the 2015/16 session to 6 in the 2020/21 session, representing a 20% increment and a slight reduction in the number of male graduating students in the department from 37 in the 2016/17 session to 28 in the 2020/21 session representing a 32% reduction. At INES, Ruhengeri, the number of male graduating students in the Department of Civil Engineering increased from 46 in the 2016/17 session to 145 in 2020/21, showing a 215% increment, and the number of female students increased from 18 in 2016/17 to 23 in 2020/21 showing an increment of 28%. The overall percentage of females in civil engineering education is below 20% compared to over 80% of males in the two institutions. Although the number of male graduating students decreases as the year progresses, the increase in female graduating students is not significant. Hence the gender gap seems to remain with year progression. The study proposes an improvement in motivating female students by providing scholarships, including pedagogical motivation in science courses
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Broaded, C. Montgomery, and Chongshun Liu. "Family Background, Gender and Educational Attainment in Urban China." China Quarterly 145 (March 1996): 53–86. http://dx.doi.org/10.1017/s0305741000044131.
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Substantial gender imbalances in Chinese higher education and in the urban occupational structure are widely recognized.1 Women comprise only about one–third of students in colleges and universities, and they tend to be concentrated in particular types of institutions, such as teacher training colleges, and departments such as humanities, while men predominate in the scientific and engineering fields that have served as the primary avenues for upward occupational and political mobility. In the urban workforce, men are overrepresented in state–run factories and in positions of authority and expertise generally, while women are overrepresented in the collective sector, medium and light industry, and in the lower clerical and service sectors. These circumstances are the result of pervasive societal sorting processes which begin much earlier in life than sitting for the college entrance exams or entering the labour force, and which channel girls and boys towards different if partially overlapping futures. The research we report here on the determinants of educational attainment at the senior high school level helps to shed light on processes of gender differentiation and stratification in urban China.
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Infante-Perea, Margarita, Marisa Román-Onsalo, and Elena Navarro-Astor. "An early view of the barriers to entry and career development in Building Engineering." DYNA 82, no. 194 (December 21, 2015): 247–53. http://dx.doi.org/10.15446/dyna.v82n194.49985.
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The construction sector plays an important role in the global economy since it generates approximately 10% of the world GDP and employs around 7% of the workforce. Professional profiles for building engineers and barriers they may encounter when accessing the labor market as well as in their career development in the sector are researched. Having identified some variables as relevant barriers, this empirical research is exploratory in nature and adopts a descriptive and inferential approach, in order to analyze the influence of gender in the perception of barriers in two Spanish universities. Results show more difficult working circumstances for women, which allows us to reflect on the consequences of these early perceptions on the career development of the next generation of both male and female building engineers.
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Sterling, Adina D., Marissa E. Thompson, Shiya Wang, Abisola Kusimo, Shannon Gilmartin, and Sheri Sheppard. "The confidence gap predicts the gender pay gap among STEM graduates." Proceedings of the National Academy of Sciences 117, no. 48 (November 16, 2020): 30303–8. http://dx.doi.org/10.1073/pnas.2010269117.
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Women make less than men in some science, technology, engineering, and math (STEM) fields. While explanations for this gender pay gap vary, they have tended to focus on differences that arise for women and men after they have worked for a period of time. In this study we argue that the gender pay gap begins when women and men with earned degrees enter the workforce. Further, we contend the gender pay gap may arise due to cultural beliefs about the appropriateness of women and men for STEM professions that shape individuals’ self-beliefs in the form of self-efficacy. Using a three-wave NSF-funded longitudinal survey of 559 engineering and computer science students that graduated from over two dozen institutions in the United States between 2015 and 2017, we find women earn less than men, net of human capital factors like engineering degree and grade point average, and that the influence of gender on starting salaries is associated with self-efficacy. We find no support for a competing hypothesis that the importance placed on pay explains the pay gap; there is no gender difference in reported importance placed on pay. We also find no support for the idea that women earn less because they place more importance on workplace culture; women do value workplace culture more, but those who hold such values earn more rather than less. Overall, the results suggest that addressing cultural beliefs as manifested in self-beliefs—that is, the confidence gap—commands attention to reduce the gender pay gap.
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Alqahtani, Abdullah Saad, Nasser Raqe Alqhtani, Khalid Gufran, Ibrahim Saleh Aljulayfi, Abdulaziz M. Alateek, Soltan Ibrahim Alotni, Anas J. Aljarad, Albatool A. Alhamdi, and Yasser Khaled Alotaibi. "Analysis of Trends in Demographic Distribution of Dental Workforce in the Kingdom of Saudi Arabia." Journal of Healthcare Engineering 2022 (October 19, 2022): 1–12. http://dx.doi.org/10.1155/2022/5321628.
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Dental professionals are playing an imperative role in the healthcare system. It is important to distribute the dental workforce across the country. Therefore, this study aimed at analyzing the recent distribution of the dental workforce in the Kingdom of Saudi Arabia (KSA) and determining the current dentist-to-population ratio in the KSA. This is a cross-sectional study focused on the dental workforces working in the KSA between 2015 and 2020. Complete data of dentists working in the KSA with different professional ranks were obtained. The data were stratified by gender, professional rank (Saudi and non-Saudi), area of working (13 provinces in the KSA), and sector of working (public and private). A complete list of all dental universities was obtained to identify the increasing number of dental institutes at this current moment. In addition, the dentist-to-population ratio was also evaluated based on the current inhabitant in the KSA and the total dental surgeons. There are a total of 27181 dental surgeons and 8022 dental auxiliaries registered in different specialties as of 2020. Saudi citizens are holding the majority of the posts in both dentist and dental auxiliary categories. The percentage of males and female is slightly higher in dentists and dental auxiliaries, respectively. It also indicated that where most of the dental personnel work in the private sector, dental auxiliaries work in the public sector. Moreover, the highest number of dental workforces is identified in the Riyadh region among all the 13 provinces. Based on the databases, the current dentist-to-population ratio is 1 : 1288.16. In conclusion, the number of dental professionals is ample; however, rural areas lack specialists. Saudi dentists are progressively replacing foreign dentists in different professional ranks working in the KSA.
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Shaleh, Abdul Rahman, and Putri Nuraini. "Examining gender role attitude as a moderator of personality, social support, and childcare responsibilities in women’s work-life balance." Psikohumaniora: Jurnal Penelitian Psikologi 6, no. 2 (November 30, 2021): 229–44. http://dx.doi.org/10.21580/pjpp.v6i2.9591.
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The participation of women in the workforce creates challenges and problems. Those with various roles in their lives must be good at playing and balancing these successfully. This study focuses on the work-life balance factor by exploring the predictor factors including personality, family social support, and childcare responsibilities, as moderated by gender role attitude. A work/ nonwork interference and enhancement scale, mini-IPIP, gender role beliefs scale, and social support scale were developed for the data collection. A sample of 220 married female workers was identified using purposive sampling. The data analysis, which used multiple regression and a modgraph, shows a significant effect of personality, social support, and childcare responsibilities on the work-life balance moderated by gender role attitude. Four independent variables with significant influence are neuroticism, openness to experiencing family support, gender role attitude and there is a moderating effect on neuroticism and family support. The implication is the need to provide a comfortable work environment and arrangement of work patterns so that women's work-life balance can be achieved positively.
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Pasupuleti, Mahesh Babu, and Md Nur-E.-Alam Siddique. "The Implications of Artificial Intelligence for the Future of the Workforce Markets." Global Disclosure of Economics and Business 10, no. 2 (July 15, 2021): 45–54. http://dx.doi.org/10.18034/gdeb.v10i2.628.
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Contrary to output and employment statistics, mechanization and artificial intelligence has always been viewed as threats to job security. Modern industrial robotization with worker replacement raises unemployment, yet there is evidence of its reduction. This book shows how, despite inevitable robotization and job loss, new trades and professions will emerge, just as in the previous three revolutions, in all sectors of goods, services, and the military. However, current publications confront them with the technological trend of the twentieth century, company activity, and its effect on the future labor market. Statistically, highly qualified organizations and employees adapt quickly. Negative implications include loss of low-skilled worker competitiveness, loss of union bargaining power, increased gender pay gap, and wider gap between high-tech industrialized and undeveloped countries. It is concluded that immediate improvements are required in educational programs, labor reforms, and financial reforms. Less developed countries will continue to fall behind unless they reform their economic policies innovatively and pragmatically.
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Dasgupta, Nilanjana, and Jane G. Stout. "Girls and Women in Science, Technology, Engineering, and Mathematics." Policy Insights from the Behavioral and Brain Sciences 1, no. 1 (October 2014): 21–29. http://dx.doi.org/10.1177/2372732214549471.
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Scientific advances fuel American economic competitiveness, quality of life, and national security. Much of the future job growth is projected in science, technology, engineering, and mathematics (STEM). However, the supply of domestic students who pursue STEM careers remains small relative to the demand. On the supply side, girls and women represent untapped human capital that, if leveraged, could enhance the STEM workforce, given that they comprise 50% of the American population and more than 50% of the college-bound population. Yet the scarcity of women in STEM careers remains stark. What drives these gender disparities in STEM? And what are the solutions? Research points to different answers depending on the stage of human development. Distinct obstacles occur during three developmental periods: (a) childhood and adolescence, (b) emerging adulthood, and (c) young-to-middle adulthood. This article describes how specific learning environments, peer relations, and family characteristics become obstacles to STEM interest, achievement, and persistence in each period. Evidence-based policies and programs promise to eliminate these obstacles, increasing girls and women’s participation in STEM.
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Frehill, Lisa. "Satisfaction." Mechanical Engineering 132, no. 01 (January 1, 2010): 38–41. http://dx.doi.org/10.1115/1.2010-jan-4.
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This article discusses the results of a survey conducted to understand reasons why people give up engineering. The survey looked at engineers’ experiences in the workforce after they have graduated from college, including whether they have remained in engineering or not. The survey data show that there is not much difference in women’s and men’s retention in engineering when looking at new graduates. The results from the survey show that more than one in five of all engineers said that they are very satisfied with their job. The data show a complicated picture of job satisfaction that depends on gender, discipline, and whether they are still doing engineering work. The most satisfied men are chemical or electrical and computer engineers who are now in non-engineering jobs. The issue of equity in engineering is an important one for the Society of Women Engineers as an organization and for engineering as a discipline. There are larger differences in attrition across engineering disciplines. In addition, the data show that those who leave the job are not necessarily less satisfied with their jobs than those who stay.
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Du Plessis, Yvonne, and Nicolene Barkhuizen. "Exploring the career path barriers of women professional engineers in a South African context." African Journal of Employee Relations (Formerly South African Journal of Labour Relations) 39, no. 1 (February 19, 2019): 38–57. http://dx.doi.org/10.25159/2520-3223/5882.
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Despite various initiatives to address inequalities and barriers faced by women in engineering, it appears that once women engineers enter the workforce, they tend to leave engineering faster than their male colleagues, despite having worked so hard to qualify. The aim of this study is to explore the barriers to the career advancement of women in the engineering profession that exist despite the enforcement of labour equity, and try to determine why women engineers go into management rather than staying in the profession. The results and findings revealed various barriers, in both the professional and the psychological categories, to the advancement of women engineers in South Africa. Gender issues, a lack of training and real exposure to engineering practice, poor talent management and a lack of mentorship were the most prominent career barriers highlighted. A majority of the sample group of women engineers considered management as a career option as opposed to engineering. Recommendations on how organisations may address these barriers are made.
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Atakhanova, Zauresh, and Peter Howie. "Women in Kazakhstan’s Energy Industries: Implications for Energy Transition." Energies 15, no. 13 (June 21, 2022): 4540. http://dx.doi.org/10.3390/en15134540.
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Kazakhstan has a relatively high level of overall gender development, as well as of female employment in its energy industries. Diverse views and backgrounds are necessary to address the challenges of curbing emissions in Kazakhstan, a major fossil fuel producer and exporter. However, our analysis of the Labor Force Survey indicates that female representation among energy sector managers and overall workforce has been falling over time. Moreover, we find that women in Kazakhstan’s coal mining, petroleum extraction, and power industries are concentrated in low-skilled and non-core occupations. Next, by analyzing data on labor compensation within energy occupations, we discover signs of persistent vertical discrimination, which may reduce incentives for women to upgrade their skills. Finally, we find that major shocks, such as the COVID-19 pandemic, may stall or reverse prior progress in increasing the energy sector’s gender diversity. Our findings contribute to raising gender awareness among the stakeholders in Kazakhstan’s energy sector in order to facilitate evidence-based gender mainstreaming.
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Pilotti, Maura A. E. "What Lies beneath Sustainable Education? Predicting and Tackling Gender Differences in STEM Academic Success." Sustainability 13, no. 4 (February 4, 2021): 1671. http://dx.doi.org/10.3390/su13041671.
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In many societies across the globe, females are still underrepresented in science, technology, engineering, and math (STEM fields), although they are reported to have higher grades in high school and college than males. The present study was guided by the assumption that the sustainability of higher education critically rests on the academic success of both male and female students under conditions of equitable educational options, practices, and contents. It first assessed the persistence of familiar patterns of gender bias (e.g., do competencies at enrollment, serving as academic precursors, and academic performance favor females?) in college students of a society in transition from a gender-segregated workforce with marked gender inequalities to one whose aims at integrating into the global economy demand that women pursue once forbidden careers thought to be the exclusive domain of men. It then examined how simple indices of academic readiness, as well as preferences for fields fitting traditional gender roles, could predict attainment of key competencies and motivation to graduate (as measured by the average number of credits completed per year) in college. As expected, females had a higher high school GPA. Once in college, they were underrepresented in a major that fitted traditional gender roles (interior design) and over-represented in one that did not fit (business). Female students’ performance and motivation to graduate did not differ between the male-suited major of business and the female-suited major of interior design. Male students’ performance and motivation to graduate were higher in engineering than in business, albeit both majors were gender-role consistent. Although high school GPA and English proficiency scores predicted performance and motivation for all, preference for engineering over business also predicted males’ performance and motivation. These findings offered a more complex picture of patterns of gender bias, thereby inspiring the implementation of targeted educational interventions to improve females’ motivation for and enrollment in STEM fields, nowadays increasingly available to them, as well as to enhance males’ academic success in non-STEM fields such as business.
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Tang, Liyaning (Maggie), Shaleeza Sohail, Emma Shorthouse, Larissa Sullivan, and Matthew Williams. "Put Gender on the Tender in Australian Public Projects." World 3, no. 3 (September 7, 2022): 681–91. http://dx.doi.org/10.3390/world3030038.
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Australia’s construction industry throughout the last two decades has seen an increase in the number of women pursuing careers. The percentage it has increased by between 1998 and 2020 is a disappointing 0.2% despite the research, strategies, and initiatives the Australian Government has implemented during the interval. The purpose of this study is to evaluate and support the legislative notion of required gender percentages on tendering documents and how this change could increase the number of women in public projects. A systematic literature review of scholarly sources from the database Scopus was applied to develop a thematic analysis of women in the industry. The results found four themes: underrepresentation, barriers to career, education pathways, and opportunities for employment. These themes reinforced the need to introduce legislation such as gender requirements for public projects. Connections made were that gender legislation would increase the number of job opportunities, more jobs would encourage all levels of education to promote women in construction, more women in construction would improve their underrepresentation, and thus make women-centric problems in the workforce a more common issue and more likely to improve. The paper concludes that to see an increase in the number of women in Australia’s construction industry, the government must take enforceable legislative change. This change must start by creating legislation that requires organisations that want to tender with the government to have a minimum percentage of women in any proposed public works submission before it can be awarded.
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Shifna, Aishath. "Societal Barriers that Hinder Maldivian Women from Succeeding in Information Technology Sector Jobs." International Journal of Social Research and Innovation 5, no. 1 (October 10, 2021): 27–46. http://dx.doi.org/10.55712/ijsri.v5i1.29.
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The under-representation of women in Information Technology (IT) sector in the Maldives reflects in the overall under-representation of women in Science, Technology, Engineering and Mathematics (STEM) and in paid employment in general. Despite the challenges, a significant number of Maldivian women complete higher education in IT, but very few succeed to make a life-long career in IT. Hence, the purpose of the research presented in this paper was to analyze the societal barriers that impact Maldivian women pursuing IT-related careers. The findings of this correlational study revealed that antiquated thinking, gender discrimination, and marital status were perceived to have a higher significant negative impact on Maldivian women pursuing IT-related careers, while work-home conflict or the double burden of domestic work and work demands, and age discrimination had a lesser perceived correlation. The findings have implications for policy on promoting gender equality in the workforce in the Maldives.
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Hunt, Patricia K., Michelle Dong, and Crystal M. Miller. "A multi-year science research or engineering experience in high school gives women confidence to continue in the STEM pipeline or seek advancement in other fields: A 20-year longitudinal study." PLOS ONE 16, no. 11 (November 3, 2021): e0258717. http://dx.doi.org/10.1371/journal.pone.0258717.
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There remains a large gender imbalance in the science, technology, engineering and mathematics (STEM) workforce deriving from a leaky pipeline where women start losing interest and confidence in science and engineering as early as primary school. To address this disparity, the Science Research & Engineering Program (SREP) at Hathaway Brown School was established in 1998 to engage and expose their all-female high school students to STEM fields through an internship-like multi-year research experience at partnering institutions. We compare data from existing Hathaway Brown School SREP alumnae records from 1998–2018 (n = 495) to Non-SREP students and national datasets (National Center for Educational Statistics, National Science Foundation, and US Census data) to assess how SREP participation may influence persistence in the STEM pipeline and whether SREP alumnae attribute differences in these outcomes to the confidence and skill sets they learned from the SREP experience. The results reveal that women who participate in the SREP are more likely to pursue a major in a STEM field and continue on to a STEM occupation compared to non-SREP students, national female averages, and national subsets. Participants attribute their outcomes to an increase in confidence, establishment of technical and professional skills, and other traits strengthened through the SREP experience. These data suggest that implementing similar experiential programs for women in science and engineering at the high school stage could be a promising way to combat the remaining gender gap in STEM fields.
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Bird, Sharon R., and Laura A. Rhoton. "Seeing Isn’t Always Believing: Gender, Academic STEM, and Women Scientists’ Perceptions of Career Opportunities." Gender & Society 35, no. 3 (April 28, 2021): 422–48. http://dx.doi.org/10.1177/08912432211008814.
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Studies about women’s underrepresentation in the U.S. science, technology, engineering, and mathematics (STEM) academic workforce have flourished in the past decade. Much of this research focuses on institutionalized gender barriers and implicit biases, consistent with theorizing about how work organizations disproportionately benefit men, white people, and other systemically advantaged groups. But to what extent do faculty most likely disadvantaged by systematic inequities actually perceive “barriers” to equity in the context of their own work lives? What might the repercussions associated with variation in perceptions about inequity be, especially within institutions of higher education actively pursuing equity agendas under such programs as the National Science Foundation’s ADVANCE program? Using interview data from 53 STEM women faculty working at a university that received a 5-year NSF ADVANCE IT award, we examine the range of views held among women scientists about the extent to which opportunity and success are a function of meritocratic versus nonmeritocratic processes. Findings show that almost a third of participants held the view that opportunities and advancement are primarily a function of meritocratic processes. We discuss implications of these findings for broader institutional efforts to reduce inequities in academic STEM.
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Ronnie, Linda, and Sarah Boyd. "Alison Bourne: leading at Bergmann engineering works (SA)." Emerald Emerging Markets Case Studies 9, no. 3 (November 4, 2019): 1–18. http://dx.doi.org/10.1108/eemcs-05-2019-0110.
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Learning outcomes The learning objectives to be drawn from the case are to evaluate the various biases that women face in organisational life, understand the challenges facing women at all organisational levels, understand the importance of adopting a proactive approach to change perceptions and discriminatory behaviours and processes and appreciate the role that an inclusive culture within an organisation can play in advancing and championing women’s progression to senior management roles. Case overview/synopsis The case highlights the challenges facing women in leadership positions in emerging economies and societies in transition like South Africa and explores the role that gender plays in the world of work. It focuses on the dilemmas faced by Alison Bourne, newly promoted to the CEO role at Bergmann Engineering Works (SA).The case shows that, despite the positive contribution resulting from the inclusion of women in organisations, women experience a multitude of obstacles. Some of the limitations highlight that women must work even harder to be perceived as legitimate leaders. These challenges come about despite research showing that the inclusion of women in the workforce improves company performance, enriches the knowledge base and improves the decision-making quality of company boards. Complexity academic level Postgraduate business students at the master’s level. Supplementary materials Teaching notes are available for educators only. Please contact your library to gain login details or email support@emeraldinsight.com to request teaching notes. Subject code CSS 6: Human Resource Management
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Smith-Doerr, Laurel, Sharla N. Alegria, and Timothy Sacco. "How Diversity Matters in the US Science and Engineering Workforce: A Critical Review Considering Integration in Teams, Fields, and Organizational Contexts." Engaging Science, Technology, and Society 3 (April 2, 2017): 139. http://dx.doi.org/10.17351/ests2017.142.
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How the race and gender diversity of team members is related to innovative science and technology outcomes is debated in the scholarly literature. Some studies find diversity is linked to creativity and productivity, other studies find that diversity has no effect or even negative effects on team outcomes. Based on a critical review of the literature, this paper explains the seemingly contradictory findings through careful attention to the organizational contexts of team diversity. We distinguish between representational diversity and full integration of minority scientists. Representational diversity, where organizations have workforces that match the pool of degree recipients in relevant fields, is a necessary but not sufficient condition for diversity to yield benefits. Full integration of minority scientists (i.e., including women and people of color) in an interaction context that allows for more level information exchange, unimpeded by the asymmetrical power relationships that are common across many scientific organizations, is when the full potential for diversity to have innovative outcomes is realized. Under conditions of equitable and integrated work environments, diversity leads to creativity, innovation, productivity, and positive reputational (status) effects. Thus, effective policies for diversity in science and engineering must also address integration in the organizational contexts in which diverse teams are embedded.
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Indayanti, Dwi Novi, and Lilik Sugiharti. "INVESTMENT RETURNS ANALYSIS OF EDUCATION IN EAST JAVA." Jurnal Ilmu Ekonomi Terapan 6, no. 2 (November 29, 2021): 235. http://dx.doi.org/10.20473/jiet.v6i2.31143.
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Education is one of the tools in human capital investment because it is considered important in producing an adequate return to schooling. At the East Java Province in 2015 and 2018 the highest education was marked by a difference in the number of each level of education, especially at the tertiary level, which was still relatively low. So, that will be affect return to schooling received by the workforce. This research uses cross section data sourced from SAKERNAS data in 2015 and 2018, with Ordinary Least Square (OLS). The results of OLS in 2015 and 2018 shown if the level of education, age, worked training, worked experience, sex, and location have a significant effect on income. The results of the OLS regression are then used to calculated return to education based on education level, sex, and location. The results shown if the education achieved produce a rate of return that is always increasing at every level of education while return to schooling based on gender is a difference in junior and university education, in rural areas return to schooling at the primary school is higher than in the urban area.Keywords: Gender, Education, Return To Education, LocationJEL: J24, I21
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S., Majumder,, and Kunte, M. "A study of Employee Engagement Practices and its Impact on Team Effectiveness in the context of Virtual and collaborative Workplace." CARDIOMETRY, no. 24 (November 30, 2022): 802–14. http://dx.doi.org/10.18137/cardiometry.2022.24.802814.
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Purpose: To identify the challenges faced by virtual teams and study the impact of employee engagement practices on performance, team effectiveness of Virtual workforce/Virtual teams. Research Problem: With the Gig Economy coming in and the worldwide disruption in the operation of many organizations due to Geo-political or Biological Factors, organizations should be well prepared to continue to give an uninterrupted performance. Under such circumstances, managing the virtual workforce becomes very important. Due to technological advances, people all across the globe can collaborate without traveling. However, as a result, organizations operate change and require developing a new set of competencies from both managers and employees. Therefore, to ensure the smooth running of an organization, it is imperative to have a concrete performance management system in place as far as the virtual workforce is concerned. Execution of virtual work calls for extensive scientific research because managing a virtual team is different from managing an ordinary team. Research Methodology: The stratified sampling method has been used as the mode of data collection for this research, which has been done by floating a set of questionnaires among the sample set of respondents. Stratified sampling would help classify the sample set into different strata as required and optimize the sample size accordingly to have better precision. In this case, the sample has been categorized primarily into two strata of Gender (Male and Female). The responses have been then analyzed through SPSS by Factor analysis to reach the objective from a grass root level. In this case, the respondents were selected from only those organizations where the work-from-home nature is a viable option. Then the respondents were selected and segregated based on gender to ensure a diverse sample set. Once the data has been run through factor analysis and the independent variables have been identified, linear regression analysis has then been performed on the data to understand the relationship between the deduced independent variables and team effectiveness. Finally, based on the literature review and the responses received through the questionnaire, this piece of research will analyze the inputs and recommend suitable practices in leading virtual teams, taking the challenges faced by the virtual teams into consideration. Expected Outcome/Findings: Through this research, it is expected to conclude the challenges that virtual teams face and the factors that affect the performance of the virtual teams, It is then required to map the associated factors influencing performance to recommend viable, practical, and virtually implementable employee engagement practices. Practical / Managerial Implications: The study shall help virtual team managers better identify the needs of the employees, which would lead to better employee engagement and, in turn, improve productivity. It would help the Human Resource specialists pay specific attention to certain areas of employee engagement and motivational factors while introducing a virtual work ecosystem to optimize the workforce’s performance. Originality/Value: The paper’s originality comes from its methodological approach to identify the factors or the clusters of factors that impact the performance of virtual teams and the in-depth analysis of the factors to incorporate the same while designing employee engagement practices in an organization for its virtual workforce.
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Maryam, Siti, Akung Daeng, and Dwi Saputri. "The Waiting Time Analysis of Educated Workers in Sumbawa Regency." AFEBI Economic and Finance Review 5, no. 1 (June 29, 2020): 1. http://dx.doi.org/10.47312/aefr.v5i01.290.
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<p align="justify">The purpose of this study is to analyze the causes and dilemmas of educated workers in Sumbawa Regency to experience waiting times in looking for or finding work in accordance with the demand side hypothesis of wage levels, types of work, education levels. From the supply side namely gender (gender specific), majoring in education, and work experience. This study used a quantitative approach with the type of descriptive research. The population in this study was the educated workforce in Sumbawa Regency with the last education such as Senior high school , D-I / II / III, or S1 and 100 samples were taken. This research data used primary data from questionnaire results. The results of this study indicated that educated workers experience waiting time or unemployed due to the level of education that was not in accordance with the demands of existing jobs or not in accordance with the majors they completed. Educated workers were willing to accept any job if they did not get work for a certain time but still consider the level of wages, type of work, and level of education.</p>
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Cech, Erin A., and Mary Blair-Loy. "The changing career trajectories of new parents in STEM." Proceedings of the National Academy of Sciences 116, no. 10 (February 19, 2019): 4182–87. http://dx.doi.org/10.1073/pnas.1810862116.
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The gender imbalance in science, technology, engineering, and math (STEM) fields has remained constant for decades and increases the farther up the STEM career pipeline one looks. Why does the underrepresentation of women endure? This study investigated the role of parenthood as a mechanism of gender-differentiated attrition from STEM employment. Using a nationally representative 8-year longitudinal sample of US STEM professionals, we examined the career trajectories of new parents after the birth or adoption of their first child. We found substantial attrition of new mothers: 43% of women leave full-time STEM employment after their first child. New mothers are more likely than new fathers to leave STEM, to switch to part-time work, and to exit the labor force. These gender differences hold irrespective of variation by discipline, race, and other demographic factors. However, parenthood is not just a “mother’s problem”; 23% of new fathers also leave STEM after their first child. Suggesting the difficulty of combining STEM work with caregiving responsibilities generally, new parents are more likely to leave full-time STEM jobs than otherwise similar childless peers and even new parents who remain employed full time are more likely than their childless peers to exit STEM for work elsewhere. These results have implications for policymakers and STEM workforce scholars; whereas parenthood is an important mechanism of women’s attrition, both women and men leave at surprisingly high rates after having children. Given that most people become parents during their working lives, STEM fields must do more to retain professionals with children.
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Munawaroh, Enggar Tyastiwi, Rani Irma Handayani, and Euis Widanengsih. "The Implementation of K-Means Algorithm for Cluster Majoring to New Students in SMKN 2 of South Tangerang." SinkrOn 4, no. 1 (October 10, 2019): 164. http://dx.doi.org/10.33395/sinkron.v4i1.10133.
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The diversity of majors in vocational schools of SMKN 2 South Tangerang makes some students confuse of their choices. Determination of majors is important because it will affect the academic activities of students. The purpose of the right majoring is so that students can learn optimally, and be able to equip themselves with competency skills according to their talents, interests and abilities when entering the workforce. This study applies the Clustering Method with the K-means Algorithm, to help students determine their majors, also helps the school in clustering majors. Determination of these majors is based on 320 student data with attributes of the National Examination during Junior High School (Mathematics, English, Indonesian, and Science), Registration Pathways, and Gender. Calculations that occur as many as 7 iterations with the K-Means Clustering Method, with the final centroid: C1 = 1.55; 4.08; 3.65; 4.06; 3.36; 1.93. C1 represents the Industrial Electronics Engineering Major, with the results of 49 students. C2 = 1; 3.69; 3.26; 2.55; 3.09; 1.96. C2 represents Light Vehicle Engineering majors, with 95 students. C3 = 1,98; 4,09; 3,60; 2,79; 3,083; 1,94. C3 = 1.98; 4.09; 3.60; 2.79; 3,083; 1.94. C3 represents the Accounting major, with 96 students. C4 = 1.18; 3.90; 3.39; 2.18; 2.02; 1.93. C4 represents the Multimedia major, with a total of 44 students And C5 = 1,055; 3.72; 2; 2,389; 2.86; 1.97. C5 represents the Motorcycle Business Engineering major with 36 students.
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Sundström, Agneta, Zahra Ahmadi, and Kristina Mickelsson. "Implementing Social Sustainability for Innovative Industrial Work Environments." Sustainability 11, no. 12 (June 20, 2019): 3402. http://dx.doi.org/10.3390/su11123402.
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Industrial companies are in a situation that requires them to reconsider their social sustainability agenda in order to attract new employees. Building upon interviews with CEOs and HR managers in 20 small medium enterprises (SMEs), this study aims to analyze how high-tech companies and industrial engineering companies define and implement social sustainability into business strategies and operations. Data was collected from 20 interviews and secondary information coded for categorical data analysis in SPSS Statistics 22 software. The findings show that although the companies have adopted several kinds of International Organization for Standardization (ISO) standards, social sustainability is still absent from their operational activities and is considered of lower importance than environmental sustainability. Thus, the implementation of social sustainability can be considered symbolic rather substantive. The study also shows differences between the two groups of companies. The high-tech company group pays little attention to social sustainability aspects, instead focusing on product innovation development. While the industrial engineering group has some interest in social sustainability, their focus is primarily on issues linked to health and safety in order to meet increasing demands from supply chain compliance. Neglecting social aspects of sustainability, such as addressing gender equality and diversity, may cause difficulties in attracting a new workforce.
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Bilimoria, Diana, and Lynn T. Singer. "Institutions Developing Excellence in Academic Leadership (IDEAL)." Equality, Diversity and Inclusion: An International Journal 38, no. 3 (April 15, 2019): 362–81. http://dx.doi.org/10.1108/edi-10-2017-0209.
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PurposeThe purpose of this paper is to describe the objectives, activities and outcomes of the National Science Foundation ADVANCE project, Institutions Developing Excellence in Academic Leadership (IDEAL) during 2009–2012. The goal of IDEAL was to create an institutional learning community empowered to develop and leverage knowledge, skills, resources and networks to transform academic cultures and enhance gender equity, diversity and inclusion in science, technology, engineering and math (STEM) disciplines at six research universities in the northern Ohio region. Over the three-year period, these institutions developed academic leaders and institutionalized gender equity transformation through multi-dimensional and multi-level initiatives, improving the advancement and leadership of women faculty in STEM disciplines.Design/methodology/approachThe authors describe the objectives, activities and outcomes of the NSF ADVANCE project, IDEAL during 2009–2012. The six research institutions included in IDEAL were Bowling Green State University, Case Western Reserve University (the lead institution), Cleveland State University, Kent State University, University of Akron and University of Toledo.FindingsIDEAL’s outcomes included the institutionalization of a number of gender equity initiatives at each university, an increase in the number of tenured women faculty in science and engineering disciplines over three years across the six universities, and increases in the numbers of women in faculty and administrative leadership positions. Out of 62 of the IDEAL participants (co-directors and change leaders), 25 were promoted or appointed to roles of leadership within or beyond their institutions during or after their participation in IDEAL. A number of new institutional collaborations and exchanges involving the six universities occurred during and emerged from IDEAL. An integrative model of the IDEAL program is developed, describing the nested components of each institution’s gender equity transformation within the IDEAL partnership consortium and the larger NSF ADVANCE community, and highlighting the dynamic interactions between these levels.Social implicationsThe IDEAL program demonstrates that systemic change to achieve equity for women and underrepresented minority faculty in STEM disciplines must be rooted on individual campuses but must also propagate among higher education systems and the broader scientific community. The effort to develop, sustain and expand the IDEAL partnership model of institutional transformation (IT) in higher education illuminates how innovative, context-sensitive, cost-effective and customized institutional strategies may be implemented to advance gender equity, diversity, inclusion and leadership of women faculty at all levels across the country.Originality/valueThis is an original description of a unique and distinctive partnership among research universities to foster gender equity IT. The manuscript details the objectives, activities and outcomes of the IDEAL program, established with the aim of broadening participation in the STEM academic workforce and advancing gender equity, diversity and inclusion in institutions of higher education. An integrative model is developed, illustrating the key components and outcomes of the IDEAL program.
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Broder, E. Dale, Katie E. Guilbert, Robin M. Tinghitella, Shannon M. Murphy, Cameron K. Ghalambor, and Lisa M. Angeloni. "Authentic Science with Dissemination Increases Self-Efficacy of Middle School Students." Integrative and Comparative Biology 59, no. 6 (July 29, 2019): 1497–508. http://dx.doi.org/10.1093/icb/icz140.
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Abstract Ethnically and gender diverse groups are more efficient, creative, and productive than homogeneous groups, yet women and minorities are underrepresented in the science, technology, engineering, and mathematics (STEM) workforce. One contributor is unequal access to high-quality STEM education based on socioeconomic status and race, which we may be able to address through inquiry-based out-of-school time programs. Here we describe a 6-month after-school program that allows an underrepresented community of middle school students to conduct original scientific research that they present at a conference each year. Through qualitative assessments and interviews, we found a trend for increased interest in STEM careers and self-efficacy in participants. Self-efficacy, or belief in one’s ability to succeed, predicts performance and persistence in STEM. Both self-efficacy and interest in STEM careers increased after students presented their research at a conference, highlighting the unexplored importance of dissemination for shaping self-efficacy in K-12 students. Small after-school programs like ours can be easily accomplished as broader impacts by scientists, and well-designed programs have the potential to positively affect change by increasing access and participation in STEM for diverse students.
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Groshans, Garth, Elena Mikhailova, Christopher Post, Mark Schlautman, Patricia Carbajales-Dale, and Kayla Payne. "Digital Story Map Learning for STEM Disciplines." Education Sciences 9, no. 2 (April 11, 2019): 75. http://dx.doi.org/10.3390/educsci9020075.
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Modern technological advances and trends require new pedagogy and delivery of mapping materials to prepare the future workforce in the disciplines of Science, Technology, Engineering, and Mathematics (STEM) for an increasingly technology-dominated society. The purpose of this study was to develop an Environmental Systems Research Institute (ESRI) Story Map “Soil Forming Factors: Climate” for multiple STEM disciplines based on the design guidelines from the Cognitive Theory of Multimedia Learning (CTML). The study incorporated a two-group post-test only design that utilized multiple methods of analysis, including a quality assessment of the ESRI Story Map using the five principles of effective storytelling, direct quantitative measures of learning (quiz), and surveys of participants’ perceptions (PowerPoint presentation versus ESRI Story Map) using QualtricsTM. Survey results were summarized by gender, academic classification (year), and academic major program. The newly developed ESRI Story Map was an effective teaching tool as demonstrated by quiz scores and students’ positive responses. Post-testing scores indicated that ESRI Story Maps were an effective way to learn and were viewed as effective as traditional teaching methods (e.g., PowerPoint). Additionally, students reported feeling comfortable using ESRI Story Maps. These positive responses were consistent by gender, major, and academic classification (year). This research indicates that adding audio may improve the use of this ESRI Story Map for educational concept delivery. Empirical studies such as this that include multifaceted quantitative and qualitative assessments are critical to understanding the benefits of new types of multimedia learning in an educational setting.
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Zulgani, Zulgani, and Faradina Zevaya. "Inclusive Economic Growth Diagnosis Of Jambi Province." 12th GLOBAL CONFERENCE ON BUSINESS AND SOCIAL SCIENCES 12, no. 1 (October 8, 2021): 47. http://dx.doi.org/10.35609/gcbssproceeding.2021.12(47).
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High economic growth is an achievement that is always expected and targeted by a country or region. However, whether this economic growth has been in line with the reduction in poverty, the decrease in unemployed people, and the provision of many and quality jobs is still in question. Thus, the problem that can be studied is whether Jambi Province has been in inclusive economic growth. And, what factors are calculated and analyzed in determining its inclusiveness. The method and data used are the adaptation of the main variables used by the Asian Development Bank (ADB) and the measure of the quality of economic growth is assessed from the IGI (Inclusive Growth Index). The result shows that IGI Jambi Province has an increasing trend during the 2016 – 2020 period, although it is stagnant at a satisfactory level of progress and at the level of satisfaction in 2019 it experienced growth compared to the previous year accompanied by an increase in several sub-dimensions such as the sub-dimension of productive workforce, economic infrastructure, poverty, health, education, sanitation and social protection.Meanwhile, the level of satisfaction with economic growth grew negatively, as well as the subdimensions of gender equality and constant income inequality. Keywords: Economic Growth, IGI, Inclusive Economic, Jambi.
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Davidovitch, Nitza, and Roman Yavich. "The Effect of Motivation and Self-Efficacy on Math Studies in the Israeli Ministry of Education's Program "Give Five"." International Journal of Higher Education 7, no. 6 (December 3, 2018): 63. http://dx.doi.org/10.5430/ijhe.v7n6p63.
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Studying mathematics is an essential condition for acquiring an education in most fields such as all exact sciences, financial sphere, programming, etc. It enables students to choose from among a large variety of professions with significantly high chances of academic admission, mainly in fields such as engineering, natural sciences, and technology, as well as in a considerable part of the social sciences Hence, studying mathematics in high school is a critical and key factor for continued studies and for integration in many professions in the Israeli workforce. The current study sought to expand knowledge on the effect of students' psychological feelings, such as motivation and self-efficacy, in light of the "Give Five" reform initiated by the Ministry of Education implemented in 2015. The study examined the effects of the "Give Five" reform on student motivation and self-efficacy, while examining whether these influences were gender-dependent. The study confirmed a positive correlation between the degree of motivation to study mathematics and the level of self-efficacy, and no difference was found between males and females in their level of motivation and self-efficacy. Future recommendations include research into the significance of motivation and self-efficacy as a major determinant of scholastic success.
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Musonda, Chalwe, and Monde M.K Kabemba. "MULTI-LEVEL STUDENT PEER ASSISTED MENTORING (MSPAM) OF COMPUTER SCIENCE FEMALE STUDENTS AT UNDERGRADUATE." International Journal of Engineering Applied Sciences and Technology 6, no. 6 (October 1, 2021): 8–21. http://dx.doi.org/10.33564/ijeast.2021.v06i06.002.
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- The percentage of female students majoring in computer science is much smaller than that of male students. Computer science has one of the lowest shares of women degree recipients among the broader field of Science and Engineering, with reports of only nineteen percent of the computer science degrees in 2016 been awarded to women at University of Zambia. As such, fewer women than men enter the computing profession, leading to a gender disparity in the computing workforce. A number of factors as suggested as contributing to the current state of poor performance of female in the computing field: women lack confidence; negative stereotype; male orientated culture; lack of appropriate role models in the field, self-efficacy, the curriculum is not tailored to suit their interests and many more, that contribute to this disparity. One way to improve the current state of Female in computer science is to mentor female in the computer science at both undergraduate and in industry. The study used mixed methodology to collect data which are observation, interviews, Literature review, asking questions, gathering information and then presenting the facts. This study proposes Multi-level Student Peer Assisted Mentoring (MSPAM) computer science female at undergraduate, an approach to optimize peer mentoring by organizing mentors into levels.
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Handley, Heather K., Jess Hillman, Melanie Finch, Teresa Ubide, Sarah Kachovich, Sandra McLaren, Anna Petts, Jemma Purandare, April Foote, and Caroline Tiddy. "In Australasia, gender is still on the agenda in geosciences." Advances in Geosciences 53 (September 24, 2020): 205–26. http://dx.doi.org/10.5194/adgeo-53-205-2020.
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Abstract. Diversity and inclusion in the workplace optimise performance through the input of a range of perspectives and approaches that drive innovation and invention. However, gender inequity is prevalent throughout society and females remain underrepresented in geoscience careers. This study provides the current status of gender equity in geosciences throughout Australasia within the context of broader gender equity policy, frameworks and initiatives and suggests additional solutions and opportunities to improve gender equity and the retention of women in the geoscience workforce. At an individual institutional level in academia, females make up between 23 %–52 % of the total geoscience departmental or school staff in Australia, 26 %–39 % of the total staff in New Zealand, 29 % of total staff at the University of Papua New Guinea and 18 % at the University of the South Pacific. Significant gender imbalance exists at more senior levels, with disproportionately more males than females, a pattern typical of many Science Technology Engineering and Maths (STEM) disciplines. Gender inequity is prevalent within the general membership, committee roles and in award recipients of Australasian geoscience professional associations. Within the Geological Society of Australia and Geoscience Society of New Zealand, only 4 % (n=47) and 18 % (n=161), respectively of past award recipients for national and general awards were female. All past awards considered in this study that are named in honour of a person were named in honour of a man (n=9). In recent years, women-focused networks have begun to play an invaluable role to support the retention and promotion of women in geosciences and provide a supportive mentoring environment to discuss challenges and share advice. The improved visibility of women in the geoscientific community is an ongoing issue that can in part be addressed through the development of public databases of women geoscientists. These provide a list of women geoscientists that encourages and supports the achievement of gender balance of invited talks, job shortlisting and on panels, as well as in the media. This work highlights that more must be done to actively reduce and eliminate sexual harassment and assault in university and field environments. We emphasise that particular efforts are required to make geoscience careers more inclusive and safer, through the establishment of specific codes of conduct for field trips. Shared learning of best practices from evidence-based approaches and innovative solutions will also be of value in creating positive change. Greater engagement from the wider geoscientific community, and society in general, is required for the success of gender equity initiatives. Identified solutions and opportunities must target all levels of education and career development. Additional data in future should be collected to look beyond gender to monitor and assess intersectionality. Improved efforts to understand why women leave STEM careers will help to address the “leaky pipeline” and determine the initiatives that will be most effective in creating long term sustainable change.
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Peres, S. Camille, William D. Johnson, Sarah E. Thomas, and Paul Ritchey. "The Effects of Native Language and Gender on Procedure Performance." Human Factors: The Journal of the Human Factors and Ergonomics Society 61, no. 1 (August 24, 2018): 32–42. http://dx.doi.org/10.1177/0018720818793042.
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Objective: Evaluation of effects of native language—native (L1) versus nonnative (L2)—on procedure performance. Background: Written procedures are used by global industries to facilitate accurate and safe performance of hazardous tasks. Often companies require that all employees be sufficiently literate in English and to use only English versions. Method: Industrial tasks were tested using a virtual reality industrial environment (Second Life®) to explore effects on procedural performance and safety statement adherence. Fifty-four engineering students (27 L2) participated in the study to explore the native language variable. The participants completed the procedures under time pressure and were scored according to procedure performance and hazard comprehension. Results: Analysis of eight procedures showed significant differences between L1 and L2 for procedure performance (specifically for L2 females). There were no language fluency or hazard comprehension differences found between the two groups. Conclusion: The results suggest that (a) the lower procedure performance of L2 readers was not due to English proficiency but more likely to time pressure; (b) implications regarding single language procedures are not fully understood, particularly with regard to gender differences. Application: This research is applicable to high-risk industries providing single language, time critical procedures to multilingual workforces.
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Kamal, Raza, Fizza Zehra, and Shurooque Fatima. "Dual Working Couples: Blessings or Burden." GATR Global Journal of Business Social Sciences Review 5, no. 1 (January 21, 2017): 23–29. http://dx.doi.org/10.35609/gjbssr.2017.5.1(4).
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Objective - To examine the problems of dual working couples in the Pakistani context, examining their problems and suggesting measures to be taken by organizations to minimize their ill-effects on family structures and the organizations. Methodology/Technique - There were two different questionnaires designed for HR managers and working couples, the respondents for this study. Findings - The findings support the belief that social factors stand out as the main reason for minimal participation of working couples in productive activities. The female gender still attributes a higher priority to family life and do not pursue professional career after the mid-career stage. National participation of educated females, especially in the urban centres will remain stagnant if affirmative action plans are not designed to encourage dual working couples to remain productive. Novelty - Employers need to tailor their policies according to the preferences of couples in order to retain their skilled employees and obtain productive output from them. Joint family living is presently solving the problems being encountered by dual working couples, but it is fast fading in cities. Type of Paper - Empirical Keywords: Adverse Working Conditions; Affirmative Action Plan; Benefits; Dual Working Couples; Flexible Work-Hours; Pakistani Workforce; Telecommuting. JEL Classification: J21, J24.
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McAlexander, S. L., S. M. Noble, K. McCance, M. R. Blanchard, and R. A. Venditti. "Measuring undergraduate students’ beliefs about and career interest in bioproducts and bioenergy." BioResources 16, no. 3 (June 25, 2021): 5679–93. http://dx.doi.org/10.15376/biores.16.3.5679-5693.
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Two survey instruments measuring undergraduate students’ beliefs about bioproducts/bioenergy and related careers were developed and validated in this research study. The Beliefs about Bioproducts/Bioenergy (BABB) and Career Interest in Bioproducts/Bioenergy (CIBB) surveys were administered to undergraduate students enrolled in courses in a natural resources college. BABB (N = 168) and CIBB (N = 203) survey results were analyzed using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Validity and reliability were demonstrated. The BABB has two related scales, Personal (P) and Societal (S), which can be used together or separately. ANOVA and t-test analyses determined that students with majors closely related to bioproducts/bioenergy held significantly more positive personal and societal beliefs about bioproducts/bioenergy, as well as related career interests. Differences were identified based on gender, but not by race/ethnicity. Measuring student beliefs about bioproducts/bioenergy and interest in related careers may help to gauge trends and changes in beliefs that influence environmentally-related choices and support efforts to prepare a diverse workforce for the bioeconomy. The authors recommend the use of these surveys to measure the impacts of academic and professional development experiences.
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Oo, Bee Lan, Benson Teck Heng Lim, and Sumin Kim. "Working from Home during COVID-19 and Beyond: Exploring the Perceptions of Consultants in Construction." Buildings 13, no. 1 (January 9, 2023): 166. http://dx.doi.org/10.3390/buildings13010166.
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Given the construction industry’s culture of presenteeism and long work hours, construction workforce who used to working in the company workplace were affected by the sudden shift to working from home (WFH) setting due to the COVID-19 pandemic lockdowns. Focusing on consultants in the Australian construction industry, this exploratory study examines: (i) individual perceptions of the impacts of WFH challenges on work activities and performance, and (ii) their self-reported work productivity, overall WFH satisfaction and future preference for WFH post-pandemic. The online survey results show that most respondents were new to the WFH arrangement. However, the evidence is suggestive that they were adapting well as demonstrated by their perceived positive impacts of most WFH challenges on their work activities and performance. The results also show that as the respondents’ self-reported work productivity increases, their overall satisfaction with WFH increases and they would welcome WFH arrangement post-pandemic, and vice versa. The female respondents demonstrated higher overall WFH satisfaction and preference for WFH post-pandemic compared to male respondents, signifying the relationship between gender and their perceptions. These findings have implications for employing organizations in addressing human resource management challenges to maximize the potential benefits of WFH practices post-pandemic.
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Athanasiadou, Rodoniki, Adriana Bankston, McKenzie Carlisle, Caroline A. Niziolek, and Gary S. McDowell. "Assessing the landscape of US postdoctoral salaries." Studies in Graduate and Postdoctoral Education 9, no. 2 (November 19, 2018): 213–42. http://dx.doi.org/10.1108/sgpe-d-17-00048.
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Purpose Postdocs make up a significant portion of the biomedical workforce. However, data about the postdoctoral position are generally scarce, and no systematic study of the landscape of individual postdoc salaries in the USA has previously been carried out. The purpose of this study was to assess actual salaries for postdocs using data gathered from US public institutions; determine how these salaries may vary with postdoc title, institutional funding and geographic region; and reflect on which institutional and federal policy measures may have the greatest impact on salaries nationally. Design/methodology/approach Freedom of Information Act Requests were submitted to US public universities or university systems containing campuses with at least 300 science, engineering and health postdocs, according to the 2015 National Science Foundation’s Survey of Graduate Students and Postdoctorates in Science and Engineering. Salaries and job titles of postdocs as of December 1, 2016, were requested. Findings Salaries and job titles for nearly 14,000 postdocs at 52 US institutions around December 1, 2016, were received. Individual postdoc names were also received for approximately 7,000 postdocs, and departmental affiliations were received for 4,000 postdocs. This exploratory study shows evidence of a postdoc gender pay gap, a significant influence of job title on postdoc salary and a complex relationship between salaries and the level of institutional National Institutes of Health/NSF funding. Originality/value These results provide insights into the ability of institutions to collate and report out annualized salary data on their postdocs, highlighting difficulties faced in tracking and reporting data on this population by institutional administration. Ultimately, these types of efforts, aimed at increasing transparency regarding the postdoctoral position, may lead to improved support for postdocs at all US institutions and allow greater agency for postdocs making decisions based on financial concerns.
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Kobelt, G., Q. Hou, S. Dong, and P. Flachenecker. "Einfluss von Fatigue und kognitiven Einschränkungen auf die Inanspruchnahme von Gesundheitsleistungen, Arbeitsleistung und Lebensqualität (Utility)." Neurologie & Rehabilitation 26, no. 03 (September 2020): 160–68. http://dx.doi.org/10.14624/nr2008004.
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Influence of fatigue and cognitive impairment on the use of health services, work performance and quality of life (utility): A study with 5,475 patients with multiple sclerosis in Germany Introduction: People with multiple sclerosis (MS) experience a number of neurological problems beyond the general outcome measures of relapses and disability that can independently affect costs and quality of life. Objectives: To investigate the effect of self-assessed fatigue and subjective cognitive impairment on direct healthcare consumption, work participation and utility in Germany. Methods: The study included 5,475 participants and investigated – in addition to all resource consumption – fatigue, cognitive impairment and the effect of MS while at work using visual analogue scales (VAS 0–10). The analysis controlled for gender, age, disease duration, education, disability, and use of disease-modifying treatments. Results: The level of fatigue and cognitive impairment was significantly and independently correlated with all resource utilisation, workforce participation and utility (p<0.0001). For each VAS point increase in severity, the probability of working was reduced by 10.6% for cognitive impairment and 4.9% for fatigue, while utility decreased by 0.03 for each point. Work hours decreased in linear fashion with each point of increasing severity for both symptoms, while sick leave increased accordingly. Both symptoms significantly affected productivity at work. Conclusions: The effect of fatigue and impaired cognition on work capacity has been shown in an international study, but demonstrating their effect on resource consumption requires a large single-country sample. This German analysis demonstrates their effect on all economic resources, both direct and indirect.
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Savino, Matteo M., Marco Macchi, and Antonio Mazza. "Investigating the impact of social sustainability within maintenance operations." Journal of Quality in Maintenance Engineering 21, no. 3 (August 10, 2015): 310–31. http://dx.doi.org/10.1108/jqme-06-2014-0038.
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Purpose – The purpose of this paper is to primarily focus on labor in maintenance areas, addressing human rights issues, labor standards and safety standards. The main issue is to investigate how these factors are considered to drive the prioritization of maintenance interventions within maintenance plans. In particular, a method for criticality analysis of production equipment is proposed considering specific labor issues like age and gender, which can be useful to steer maintenance plans toward a more social perspective. Design/methodology/approach – The authors focus on the two main social issues of SA 8000 norms, age and gender, exploring how these issues may drive the selection of maintenance policies and the relative maintenance plans. The research is conducted through fuzzy analytical hierarchy process (AHP) implemented within a failure mode effects analysis (FMEA). Findings – The research is conducted through fuzzy AHP implemented within a FMEA. The maintenance plans resulting from the FMEA driven by social issues are evaluated by a benchmark of three different scenarios. The results obtained allowed the firm to evaluate maintenance plans, considering the impact on workers’ health and safety, the environment, social issues like gender and age. Research limitations/implications – One of the main limitation of this research is that it should also encompass maintenance costs under social and safety perspective. The method developed should be extended by further study of maintenance planning decisions subject to budget constraints. Moreover, it would be worth evaluating the effect of adopting more proactive maintenance policies aimed at improving plant maintainability in view of what emerged during the test case in the presence of an aged workforce and the subsequent need to prevent and/or protect people from hidden risks. Practical implications – With reference to the results obtained from the two models of this scenario, the authors observed an increase of equipment criticality, from B class to the A class, and similarly from C class to B class. No equipment has reduced its criticality. This depends on the particular context and the relative weights of drivers indicated in its AHP matrixes. Social implications – The paper addressed the main social implication as well as other social issues represented by age and gender factors, which are normally neglected. The Action Research (AR) proved the effects resulted from considering either gender factor or gender and age factors at the same time for maintenance policy selection. All in all, an increase of criticality is evident even if “people” is a driver with less importance than “environment” and “structures.” Originality/value – The present work focussed on a new definition of a criticality ranking model to assign a maintenance policy to each component based on workers’ know-how and on their status. The approach is conceived by the application of a fuzzy logic structure and AHP to overcome uncertainties, which can rise during a decision process when there is a need to evaluate many criteria, ranging from economic to environmental and social dimensions.