the heart of equity a cat chasing a dog? or what the world looks like?
TRANSCRIPT
The Heart of Equity
A Cat Chasing A Dog?
Or What the World Looks Like?
Counselor Tool KitUnderstand the Demand
Understand the Challenges
Deconstruct the Disparity
Change the Conversation
Dispel Stereotypes/Gender Bias
Work Values Framework
Resources
INDUSTRY
CLUSTER
PATHWAYS
PLAN OF STUDY
PWR!!
Colorado Statistics (2011)
232,000 STEM-related jobs by 2018$74,958 Average salary (2005-2008)Occupational area
115,000 Computer/Mathematical Science58,000 Engineers and technicians30,000 Life and physical sciences17,000 Architects and technicians12,000 Social Sciences Source: Colorado’s K-12 STEM Ed Report
Card 2011, STEMConnector, www.stemconnector.org
CTE: Nontraditional Career Fields
Occupations for which individuals from one gender comprise less than 25 percent of the individuals employed in that occupation.
ACTIVITY
Why Do We Care if Women and Minorities Study
Non-Traditional Careers for their gender?
• As a consequence of a lack of diversity we pay an opportunity cost, a cost in designs not thought of, in solutions not produced.Source: Dr. Bill Wulf, Past President, National Academy of Engineering
• If we do not engage the underrepresented gender and minorities in the non-traditional career fields, we are ignoring more than 50% of America’s intellectual talent.
• Many boys have not seen a male role-model until they are in junior high school.
Source: Bostonworks.comSource: Bostonworks.com
Community College Enrollment:Women and men study different
fields.
Challenges for the 21st Century
Why Do We Need to Encourage Students to Study Non-
Traditional Careers for their gender?
• In the last 50 years, more than half of America’s sustained economic growth was fueled by engineers, scientists and advanced-degree technologists, a mere 5% of America’s 132 million-person workforce.
• Twenty-five percent of our scientists and engineers will reach retirement age by 2010.
• 37% increase in job growth for ORANGE Cluster by 2018 and 2020. http://www9.georgetown.edu/grad/gppi/hpi/cew/pdfs/Colorado2020.pdf
Inventions by Women
1. Kevlar (1964 ) Stephanie Kwolek 2. Windshield wiper (1903) Mary Anderson3. Dishwasher (1886) Josephine Cochrane4. Square bottom paper bag (1871) Margaret Knight5. Colored flare system (1857) Martha Coston6. Liquid paper (1958) Bessie Nesmith7. Chocolate Chip Cookie (1930) Ruth Graves
Wakefield8. Circular saw (1812) Tabitha Babbit
Gendered expectationsMen
• Instrumental
• Strong
• Decisive
• Inventive
• Task-oriented
• Competent
Women
• Nurturing
• Emotional
• Helpers
• Relationship-oriented
• Nice
• Dependent
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Male traits unconsciously associated with leadership, competence, science, and technical skills
Women More than Men• Okay to express weakness, ask for
help• Encouraged to perform for the
approval of others• Confidence levels dependent on
others’ signs (e.g., praise)• May see lack of encouragement as
discouragement• Discouraged from self-promotion
Men More than Women• Encouraged to display
confidence and ability• Independence from
nurturing• Inappropriate to express
weakness
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HOW DOES THIS RELATE TO STUDENT BEHAVIOR IN YOUR
CLASS?
ACTIVITY
Understanding Your Biases
Question:Why do we need to understand our biases to
make an inclusive environment?
Activity:• Think about a person you work with
• What are your thoughts, beliefs, and perceptions about the person – negative and positive?
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Understanding Your Biases
1. How long have I known/worked with him or her?1. Quite a while2. A little while3. I just met the person recently
2. How well do I know him or her?1. Very well2. Somewhat3. Not well at all
3. Why do I think, believe, perceive those things about him or her?
1. My interactions with him or her (experience)2. What others have told me about him or her (hearsay)3. What I concluded based on his or her background and
demographics (assumptions)
READ THE COLOR OF EACH WORD:
Unconscious Bias
Knowledge schemas create biased viewsof the world
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Visualize a small tabby looking into a mirror and seeing a lion as his reflection.
John DoeJane Doe
Identical Resume Evaluation
Both male & female participants gave male applicant better evaluations and were more likely to hire the male than the female applicant. (238 academic psychologists, ~50/50 male/female evaluating a résumé randomly assigned a male or a female name.)
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Steinpreis, Anders & Ritzke. (1999). The impact of gender on the review of the curricula vitae of job applicants and tenure candidates: A national empirical study. Sex Roles, 41: 509-528.
Orchestra auditions behind curtains
• Increased by 50% the probability that women would advance out of preliminary rounds.
• Increased the percentage of new orchestral hires that were women between 25-46%.
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Goldin & Rouse (2000) The American Economic Review, 90(4), 715-741.
Every human being has bias
Bias allows automatic decision making
Bias allows information bypass
Unconscious is more powerful than the conscious
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Even people who consciously reject negative
stereotypes {about women in science} can still hold
those beliefs at an unconscious level.
1. Take a test to learn about your unconscious bias
https://implicit.harvard.edu
2. Take steps to address your biases.
Most people associate science and math fields with “male” and humanities and arts fields with “female.”
GO! WHAT DO YOU SEE?
WHAT DO YOU SEE NOW?
Identifying Your Values
Ethnocentrism –using your own values to interpret the behaviors, intentions, and needs of people different than yourself
Values are our priorities – the things we care about most
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Indentifying Your Values
Question:What personal values and priorities influence
how I evaluate and perceive others?
Activity:• List some interactions you have had when you
found yourself judging others.
• Record the personal values/priorities that influenced those judgments
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ACTIVITY
Awareness of values can prevent them from distorting our view of others– We all tend to project our own personal values onto others
resulting in assumptions about their intentions, attitudes and abilities
Identifying incidents in the past
can help control their impact in the future
Significance: Identifying Your Values
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Workplace Gender Balance Mini-Grant Project
• 2013-2014:– TSJC: MS Girls in the Middle & CTE Day– CNCC: Aviation and Automotive Projects, School
visits, Shadow days– RRCC HVAC: Mentors, School Presentations,
Interns, Conferences– RRCC Electrical: Retention and Recruitment
increase – CCA Film School: Women Directors
Stereotype ThreatA stereotype about one’s own group, when salient, leads to
lower/higher performance, controlling for actual ability level
The effects occur out of awareness. We impose it on ourselves
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Effects higher for high performing
Confirmed in numerous experiments
Mindsets Survey
Dweck Video
In math and science, a growth mindset benefits women.
Maybe, growth mindset awareness is good for all of our ‘bookends’?
Fixed Mindset Growth Mindset
Intelligence is static. Intelligence can be developed.
Leads to a desire to look smart and therefore a tendency to
Leads to a desire to learn and therefore a tendency to
• avoid challenges • embrace challenges
• give up easily due to obstacles
• persist despite obstacles
• see effort as fruitless • see effort as path to mastery
• ignore useful feedback
• learn from criticism
• be threatened by others’ success
• be inspired by others’ success
• Teach individuals that intellectual skills can be acquired.
• Praise students for effort.
• Highlight the struggle.
• Gifted and talented programs should send the message that they value growth and learning.
GOALS of the Stem Equity Pipeline (SEP)
• Building the capacity of the formal education community
• Connecting the outcomes to existing accountability systems
• Broadening the commitment to gender equity and diversity in STEM Education.
Resources for Non-Trad• Implicit Bias: https://implicit.harvard.edu/implicit/selectatest.html
• Mindset Survey: http://www.mindsetonline.com/testyourmindset/step1.php
• National Alliance for Partnerships in Equity: NAPE – www.napequity.org
• STEM Equity Pipeline: [email protected]
• Kudos Cards: www.napequity/counselors
• Workplace Gender Balance: www.coloradostateplan.com/genderbalance.htm
More Resources www.ncwit.org
http://www.coloradostateplan.com/genderBalance.htm
http://www.napequity.org/
http://www.iwitts.org/
http://aamn.org/
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Sources Videos:
Ted Talks: http://ed.ted.com/lessons/what-adults-can-learn-from-kids-adora-svitak NPR Women in the Workplace: http://www.npr.org/player/v2/mediaPlayer.html?
action=1&t=1&islist=false&id=177511506&m=178368111 or http://www.npr.org/2013/04/22/177511506/want-more-gender-equality-at-work-go-to-an-emerging-market
NPR Men in Nursing: http://www.npr.org/player/v2/mediaPlayer.html?action=1&t=1&islist=false&id=1393114&m=1393115 or http://www.npr.org/templates/story/story.php?storyId=1393114
Women in STEM: A Gender Gap to Innovation (2011)U.S. Department of Commerce, Economics and Statistics Administration, ESA Issue Brief #03-11
Why So Few? Women in Science, Technology, Engineering, and Mathematics (2010)American Association of University Women
Colorado’s K-12 STEM Ed Report Card (2011)STEMConnector
Graduating to a Pay Gap: The Earnings of Women and Men One Year after College Graduation (2013)American Association of University Women
Women in Community Colleges: Access to Success (2013)American Association of University Women
Contact
• Lauren Jones [email protected] Workplace Gender Balance Grant Coordinator, CTE Program Director for Career Guidance,
Counseling & ACE
• Jennifer JirousSTEMEQUITY pipeline coordinator
• Lorrie Toni [email protected] Guru and Master VW Technician AND Gender Equity Regulator