not your mama’s gender equity: lessons from nape
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Not Your Mama’s Gender Equity: Lessons from NAPE. Adrian San Miguel Allison Molitor Lucilla Mendoza Pat Weber. Introductions. Adrian San Miguel, Career and Guidance Transition Coordinator, Idaho Division of Professional Technical Education - PowerPoint PPT PresentationTRANSCRIPT
Not Your Mama’s
Gender Equity: Lessons from
NAPE Adrian San Miguel
Allison Molitor
Lucilla Mendoza
Pat Weber
Introductions Adrian San Miguel, Career and Guidance
Transition Coordinator, Idaho Division of Professional Technical Education
Allison Molitor, Learning Community Coordinator, CND, College of Western Idaho
Lucilla Mendoza, PTEC Counselor, Lewis-Clark State College
Pat Weber, Center for New Directions, Grants Director, College of Southern Idaho
What is equity? Equity is a set of actions, attitudes, and
assumptions that provide opportunities and create expectations about individuals.
Women in Trades
Fields with a Higher Median Wage Have Fewer Female Students
Percentage of Students that are Female Average Median Hourly Wage
100%98%
$30.00
87% $24.35
80%$25.00
69%$17.38 $20.00
60%$18.74
$17.53 $17.74 $15.00$15.66
40%
$10.00
$10.2525%
20% $8.4816%
9% 10% $5.0018%
0% $0.00Child Care Cosme- Health Ag. Auto
Precision& Dev tology Prof. Mgmt. Prod.
Const. &Repair
Engineering
Career Counseling for Equity
Equity Statements1. In 2012,_ % of registered nurses were men2. In 2012, % of firefighters were women3. In 2012, % of automotive service technicians were
women4. In 2012, % of childcare workers were men.5. Women comprised_____% of the total U.S. labor force in 2011. 6. Carpenters are expected to have a percentage employment
increase from 2010 to 2020 of_____%.7. In 2012, % of mechanical engineers were women.8. In 2011, women worked full-time year round earned cents
for each dollar earned by men.9. In 1975, 34.3% of women with children under age 3 were in the
civilian labor force. In 2011,_____% of women with children under age 3 were in the civilian labor force.
10. In terms of women in leadership positions, in 2009 only 24 percent of CEOs in the US were women and they earned_ ____% percent as much as male CEOs
9.4 3.4 1.25.9 58.
121.7
4.577
60.9
74.5
Stem Equity pipeline Dallas-Fort-Worth Texas Instruments Projects
High Tech High Heels 700 Girls attended 2 week camps
AP Physics Camps for HS Girls Girls taking more physics exams to earn college
credit increased by almost 100, with girls passing 161
tests for college credit in 2010 Gender Equity Training
gender equity training was offered to 57 teachers with a focus on physics teachers
STEM Career workshops for counselors
MICROMESSAGING – To Reach and Teach Every StudentTraining for educators,
administrators, and counselorsAcademy-9-12 month program for
educators30 hours of professional
developmentWorkshops, webinars and online
courses
NAPE Focus on Counselors Initiative-Counselor Tool Kit and Resources•1 Exploring STEM Careers Booklet•4 lesson plans and related documents
• STEM careers scavenger hunt STEM careers are essential to our health happiness & safety (lesson plan,worksheet 1, worksheet 2)
• Engineering our world (lesson plan)• Work values (lesson plan and
worksheet)•100 Kudos Cards to encourage girls in STEM•1 desktop Kudos Cards holder
Pipe stem-program improvement process for equity in STEM
NAPE offers PIPE-STEM for any type of educational institution K-12 and beyond
Five step process to increase the participation, completion, and transition of females and other underrepresented groups in STEM-related programs of study
NAPE provides training and technical support
NAPE STEM Equity Pipeline Goals
Build the capacity of formal education community to implement research based approaches proven to increase the participation and completion of females, including those with disabilities, in STEM education
Institutionalize the implemented strategies by connecting the outcomes to existing accountability systems
Broaden the commitment to gender equity in STEM education
Idaho Equity Efforts Creation of Career Pioneer Network for statewide
collaboration Mission: To inspire individuals to explore and pursue a full range
of career options by enhancing awareness and knowledge of nontraditional careers; encouraging participation through best practices of recruitment, and retention strategies; and effectively removing barriers to success for females and males of all ages.
Career Pioneer: students or professionals who either train for or work in occupations where one’s gender comprises less the 25% of that occupation or field of work
Focus on women in STEM and men in healthcare
Connection with NAPE to support efforts
Idaho NAPE Pipeline Efforts Creation the Idaho Career Pioneer Network
website http://www.careerpioneernetwork.org/ Resources for:
Students Counselors Parents Teachers Business/Industry
Idaho NAPE Pipeline Efforts
Billboards in Eastern Idaho promoting nontraditional fields
Data dashboards
Monthly professional development provided by NAPE
CPN Symposiums
Idaho NAPE Pipeline Efforts STEM conferences at all CNDs
Focus on girls or women Hands-on activities
Nontraditional scholarships
1. How can we impact gender equity on a state level?
2. What ideas do you have for the Career Pioneer Network?
Question?
Local Equity Efforts Trainings with high school teachers on
equity Nontraditional networking
luncheons/end of year celebrations Collaboration with iSTEM Review of marketing items with an
equity lens