Supports And Barriers That Recent Engineering Graduates Experience In The Workplace

Abstract

He is currently a Fellow with the iFoundry project in the College of Engineering at the University of Illinois. His research investigates how engineering students navigate their education and how engineering graduates transition into the workplace. Additional research interests include theory, philosophy, workplace learning and performance, socialization, adult education, social psychology, and organization studies. Micah Lande, Stanford University Micah Lande is a Ph.D. candidate in Mechanical Engineering and Design at the Center for Design Research at Stanford University. He is researching how engineers learn and apply a design process to their work. Micah is a co-Editor-in-Chief of Ambidextrous, Stanford University's Journal in Design. His academic interests include design and engineering education, design thinking and foresight thinking, creativity and innovation, and interdisciplinarity and multidisciplinarity in higher education. He has a B.S in Engineering from Stanford's Product Design program and has a M.A. in Education from the Stanford School of Education program in Learning, Design and Technology.

Understanding the Socializer Influence on Engineering Students’ Career Planning

“…35 Early career professionals' experiences on the job are shaped by numerous factors, such as the nature of the work, company culture, and work conditions. [36][37][38] Choosing a job that is the right fit for them is therefore important.…”

Board 15: Understanding the Educational and Career Pathways of Engineers

“…For those working in a career that is unrelated to their degree 2 to 3 years after graduation, over half indicate that the location of their job, the opportunities for pay or promotion, and the working conditions play at least some role in their career decision [5]. Pathways can also be affected by the social environment of the workplace [6], the complexity of the engineering problems they are asked to work on [6], or the presence of explicit and implicit employee supports and barriers to the success of new hires [7].…”

Literature Review of Counterfactual Thinking and Career Motivation Theory for Early Career Women Engineers

“…Harassment does not have to be of a sexual nature, however, and can include offensive remarks about a person's sex" [10]. In addition to sexual discrimination and harassment, other gender-based challenges include work-life balance, especially for those with families and children; unequal pay; less access to professional development opportunities, such as networking and training; and lack of support from managers and co-workers [5]- [7].…”

“…We did not find that any of those factors influenced women engineers' persistence decisions at all, which is why we are saying we really need to be focusing on the environment. [4, p. 93] Other identified factors that are a result of the company or organization environment include women experiencing discrimination and/or harassment and the failure of the organization to respond [5], [6], company barriers such as a frustrating work environment and problems with onboarding [4], [5], [7], and gender bias and stereotype threat [4]- [6]. However, there are also factors for leaving engineering careers that relate to the individual women.…”