Telling Stories About Engineering: Group Dynamics and Resistance to Diversity

Burack, Cynthia; Franks, Suzanne

doi:10.1353/nwsa.2004.0029

Cited by 12 publications

(18 citation statements)

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“…Science culture is identifi ed with notions of whiteness and masculinity, even though science is portrayed as being objective and neutral regarding issues of racial, ethnic, cultural, and gender differences (Johnson, 2007;Seymour and Hewitt, 1997). The culture of science is a meritocracy that is seen as competitive, diffi cult, and intellectually superior to other academic and professional fi elds because of the required technical and scientifi c expertise (Burack and Franks, 2006;Johnson, 2007;Seymour and Hewitt, 1997). These values stood in sharp contrast to the cultural values for women of color who strongly identifi ed with their racial, ethnic and cultural backgrounds, and this made it difficult to navigate STEM environments.…”

Section: The "Double Bind" For Women Of Color In Stemmentioning

confidence: 99%

Women of color in science, technology, engineering, and mathematics (STEM)

Johnson

2011

New Drctns for Instit Rsrch

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Scholars have theorized and examined women' s underrepresentation in science, technology, engineering and mathematics (STEM) fi elds for well over thirty years (Clewell and Campbell, 2002). However, much of this research has paid little attention to issues of racial and ethnic diversity among women, suggesting that all women have the same experiences in STEM (Clewell and Ginorio, 1996;Hanson, 2004). Women of color were excluded from research designs, or when they were included their numbers were too small for any meaningful analysis (Clewell and Ginorio, 1996). Some researchers did not describe the racial and ethnic composition of their samples, even if only to note that all of the participants were white women, or simply chose not to examine racial and ethnic differences in the design of the study (Atwater, 2000). Ignoring race and ethnicity obscures important dimensions of women' s experiences in STEM and fosters the notion of a universal gender experience among women, without considering the differential experiences of women of color or the effects of racial privilege for white women (Atwater, 2000;Collins, 1999;Hanson, 2004). Women of color should not be further marginalized in a body of research that, in theory, is about transforming women' s underrepresentation in male-dominated academic disciplines and career fi elds.There are many calls for inclusion of women of color in STEM research and policy development in conferences and symposia (Malcom, Hall, and BrownTreating women as a homogeneous group obscures important racial and ethnic differences among women in STEM. This chapter focuses on the experiences of women of color in science and engineering and highlights the importance of addressing intersecting identities among women. 75NEW DIRECTIONS FOR INSTITUTIONAL RESEARCH, no. 152, Winter 2011

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Section: The "Double Bind" For Women Of Color In Stemmentioning

confidence: 99%

Women of color in science, technology, engineering, and mathematics (STEM)

Johnson

2011

New Drctns for Instit Rsrch

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“…A US study of engineering education (Burack and Franks, 2004) demonstrated the politics of how engineers maintain their homogeneous identity. Using a group psychodynamic model the authors found that only engineers (including those currently in training) can welcome newcomers and out‐group members into engineering.…”

Section: Introductionmentioning

confidence: 99%

Flawed Policy, Failed Politics? Challenging the Sexual Politics of Managing Diversity in Engineering Organizations

Sharp

Franzway

Mills

et al. 2011

Gender Work & Organization

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In Australia, as in most other developed countries, women constitute less than 10 per cent of engineers and they are leaving the profession faster than men. Engineering organizations have taken up managing diversity as a key policy to improve the recruitment and retention rates of women engineers. This article contributes to the developing literature of critical approaches to diversity by drawing on data from three large engineering companies to argue that this policy fails to challenge the prevailing sexual politics in engineering. We propose the concept of ‘sexual politics’ in order to stress that gender is relational, contested and always political. In failing to engage with the sexual politics in engineering organizations, managing diversity obscures the systematic nature of women's disadvantage and men's advantage in the workplace. Only when these politics are recognized, confronted and transformed will engineering careers be more equitable.

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“…Burack/Franks 2004). an Fachhochschulen) gewährleisten, andererseits sollen sie ihre Lehre entsprechend dem gesetzlichem Auftrag möglichst inklusiv gestalten 1 -wobei sie in beiden Aspekten von den gegebenen Rahmenbedingungen an den Universitäten abhängig sind.…”

Section: Rheinländer 2014)unclassified

Ungleichheitssensible Hochschullehre

2015

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Telling Stories About Engineering: Group Dynamics and Resistance to Diversity

Cited by 12 publications

References 0 publications

Women of color in science, technology, engineering, and mathematics (STEM)

Women of color in science, technology, engineering, and mathematics (STEM)

Flawed Policy, Failed Politics? Challenging the Sexual Politics of Managing Diversity in Engineering Organizations

Ungleichheitssensible Hochschullehre

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