Women and Minorities in Science, Technology, Engineering, and Mathematics: Upping the Numbers

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Ronald J. Burke, Mary C. Mattis
Edward Elgar Publishing, Jan 1, 2007 - Social Science - 379 pages
Scientific and technological advances and innovations are critical to the economic performance of developed countries and the standard of living of the citizens. This book discusses the nature and size of the problem and shows why increasing the number of

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Contents

a primer
3
2 Keys to success for women in science
28
PART II Experiences of women and minorities in STEM
45
women engineering students experiences of UK higher education
47
gender differences and similarities in climate perceptions
71
AfricanAmerican PhD candidates in the sciences
91
the Israeli case
101
7 An empirical test of the glass ceiling effect for Asian Americans in science and engineering
128
9 Attracting the engineers of 2020 today
184
myth versus reality
210
PART IV Enriching the educational experience
243
11 Achieving greater diversity through curricular change
245
12 Undergraduate student support programs
276
PART V Improving the professional experience
315
13 The representation and experience of women faculty in STEM fields
317
whats blocking US women from pursuing engineering careers?
334

PART III Building interest and commitment to STEM
157
examining the hidden barriers that gender stereotypes can impose
159
Index
363
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Page 198 - On the other hand, unlike the doctor, his is not a life among the weak. Unlike the soldier, destruction is not his purpose. Unlike the lawyer, quarrels are not his daily bread. To the engineer falls the job of clothing the bare bones of science with life, comfort, and hope.
Page 12 - No person in the United States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving federal financial assistance.
Page 130 - Labor has concluded that the glass ceiling is most clearly defined as those artificial barriers based on attitudinal or organizational bias that prevent qualified individuals from advancing upward in their organization into management level positions.
Page 361 - States as may be designated, and the Academy shall, whenever called upon by any department of the Government, investigate, examine, experiment, and report upon any subject of science or art, the actual expense of such investigations, examinations, experiments, and reports to be paid from appropriations which may be made for the purpose, but the Academy shall receive no compensation whatever for any services to the Government of the United States.
Page 50 - The pattern of beliefs, values and learned ways of coping with experience that have developed during the course of an organization's history and which tend to be manifested in its material arrangements and in the behaviour of its members.
Page 130 - glass ceiling" has been used to describe "a barrier so subtle that it is transparent, yet so strong that it prevents women and minorities from moving up the management hierarchy" (Morrison and Von Glinow, 1990, p.
Page 88 - Organizational culture and climate', in WC Borman, DR Ilgen and RJ Klimoski (eds), Handbook of Psychology: Industrial and Organizational Psychology, Vol.
Page 178 - Aronson. J.. Quinn. DM, & Spencer. SJ (1998). Stereotype threat and the academic underperformance of minorities and women. In JK Swim & C. Stangor (Eds.), Prejudice: The target's perspective (pp. 83-103). San Diego, CA: Academic Press.

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