Diversity Symposium Co-Chairs:

Diversity Symposium Peer Reviewers:

Presentations
9:00am-9:55am		DVR01	On Our Own Terms: Panel Discussion
10:00am-10:25am		DVR02	Exploring Ethics in Engineering
10:30am-10:55am			Coffee Break - Visit the Open Technical Exchange Poster Session
11:00am-11:25am		DVR03	Engineering in the South Texas Culture: A Case Study
11:30am-11:55am		DVR04	Focus on the New Engineer
1:00pm-1:25pm		DVR21	Identifying Underrepresentation in the Workforce: An Approach to Affirmative Action in the 90s
1:30pm-1:55pm		DVR06	Maintaining a Diverse, Creative Engineering Workforce
2:00pm-2:25pm		DVR07	Undermining the Glass Ceiling: Strategies for Survival & Success
2:30pm-2:55pm		DVR08	Gender Differences in the Workplace
3:00pm-3:25pm		DVR09	Future Trends for Women and the Workplace
3:30pm-3:55pm		DVR10	Yes, It Really Does Help You Get the Job Done: A Flexible Wardrobe That WORKS
4:00pm-4:25pm		DVR12	Getting the Best Employees for your Business: Tools for Managing Diversity in your Workplace

Session Codes
*xxxnn		Both an oral presentation and a poster
xxxPnn		Poster Only

DVR01
On Our Own Terms: Panel Discussion
Amy E. Carothers, Former Vice President, The University of Texas at San Antonio SWE Student Chapter, Engineer, United Space Alliance
F. Carroll Dougherty, PhD, Assistant Professor of Mechanical Engineering, The University of Texas at San Antonio, Division of Engineering
Thursday, 9:00am–9:55am

As women continue to diversify the engineering environment, it is wise to look back and remember where we have been. This paper outlines a planned panel discussion of women engineers and focuses on setting a timeline of progress for women in engineering. The panel will highlight the experiences and accomplishments of women engineers within the past 25 years. Here we introduce the panelists, share some questions that will be addressed, and emphasize the goals of the panel discussion. While obstacles to progress will be discussed, the emphasis will be on the accomplishments of the women who have succeeded on their own terms. The achievements of the women who have gone before us will be acknowledged, shared, and appreciated.

The four panelists are Linda Pritchard Patterson, Dr. Betty Barr, Beverly Scheliga and Paula Dworsky. Ms. Patterson is the space station flight control systems officer and lead for the space station mechanisms and mechanisms systems group in the mission operations directorate at NASA, Johnson Space Center. Dr. Betty Barr has been a professor at the University of Houston in the Electrical Engineering Department since graduating with her PhD in mathematics in 1971. Ms. Scheliga is an engineering manager at the Unocal Company. Ms. Dworsky works for Hernandez Engineering doing software engineering and math modeling for flight simulators.

DVR02
Exploring Ethics in Engineering
Janis B. Reynolds, President UTSA SWE Student Chapter, The University of Texas at San Antonio, Division of Engineering
Cheryl B. Schrader, PhD, Associate Professor of Electrical Engineering, The University of Texas at San Antonio, Division of Engineering
Julie Ferguson, The University of Texas at San Antonio, Division of Engineering
Thursday, 10:00am-10:25am

In preparing engineering students for entrance into the professional work force, many diverse topics in their chosen field are introduced and examined. Students are encouraged to appreciate diversity within their field as they weigh myriad considerations required in problem solving. The problems, although theoretical at the college level, should help prepare students to meet professional standards and established protocol. Public accountability, safety, and fair competition are a part of the professional world; however, it seems daunting to consider the amalgam of ethical views present in the modern work place. The engineering student needs to acquire a global understanding of ethics and ethical behavior in the university. Higher education, with the support of the Accreditation Board of Engineering and Technology, has included ethics training as required curricula for accredited programs. The student chapter of the Society of Women Engineers at The University of Texas at San Antonio (UTSA) sponsored ethics awareness training to encourage students to opine their own ethical considerations as well as to acknowledge ethical diversity in specific case studies. The use of The Ethics Challenge featuring Dilbert and Dogbert(tm), developed by Lockheed Martin Corporation in cooperation with Scott Adams, provided an informative and light atmosphere to encourage ethical problem solving. This paper examines such a methodology to incorporate ethics in education and presents conclusions from the UTSA study.

DVR03
Engineering in the South Texas Culture: A Case Study
Cheryl B. Schrader, PhD, Associate Professor of Electrical Engineering, The University of Texas at San Antonio, Division of Engineering
F. Carroll Dougherty, PhD, Assistant Professor of Mechanical Engineering, The University of Texas at San Antonio, Division of Engineering
Thursday, 11:00am-11:25am

College curricula and learning expectations in general are designed for the "typical" student profile. Over the past 25 years, many rules, regulations, and expected outcomes have become entrenched at colleges and universities based on this standard profile. Although college curricula have expanded over the years to include state-of-the-art classes, they seemingly remain designed for the traditional student. Unfortunately, this traditional student is no longer predominant in many schools. In the advent of re-examinations of the teaching/learning process, it is appropriate for academia - and engineering in particular - to take another look at the curricula, rules, and expectations and to consider adaptation that incorporates students of today and tomorrow. This analysis examines some interesting and surprising demographics in relation to the typical south Texas college student using statistics and personal cases from The University of Texas at San Antonio. Consideration of effects of this environmental change in engineering renders the necessity of solutions that encourage success.

DVR04
Focus on the New Engineer
Gene Winfrey, Mechanical Engineering Student, The University of Texas at San Antonio, Division of Engineering
James R. Walton, Treasurer-Elect UTSA SWE Student Chapter, The University of Texas at San Antonio, Division of Engineering
Jason E. Polendo, The University of Texas at San Antonio, Division of Engineering
Thursday, 11:30am-11:55am

By the turn of the century, it is estimated that there will be a surplus of over one half million jobs in engineering. The opportunity and need for those traditionally underrepresented in engineering is evident. The engineer of tomorrow - the new engineer - is reflected in minorities, culturally speaking, and this diversification will continue to influence change in the industry. This paper profiles likely characteristics for the new engineer and identifies approaches encouraging engineering as a profession. Recommendations for reaching and retaining this prospective minority majority in the educational process are also advanced. We begin by focusing on the effects traditionally underrepresented minorities currently have, and have had, on the engineering industry; exploring the advantages and disadvantages afforded industry by their cultural diversity. In particular, consideration of the traditional atmospheres in both the educational process and the workplace regarding underrepresented and minority engineers will be identified and explored. There is little doubt regarding the changing composition of the engineering work force of the 21st century; however, as engineers themselves strive to remain dynamic, so too must the profession of engineering as a whole.

DVR21
Identifying Underrepresentation in the Workforce: An Approach to Affirmative Action in the 90s
Sharon J. Wagner, Equal Opportunity Specialist, NASA, Headquarters
Thursday, 1:00pm–1:25pm

Some people believe that affirmative action is now illegal. While that belief is certainly not true, affirmative action in the late 1990s is undeniably a different animal than when the phrase was first used by President Lyndon Johnson in a 1965 Executive Order. Affirmative action in the context of recent court cases (Adarand Constructors, Inc. v. Pena, 1995; City of Richmond v. J.A. Croson Co., 1989) must meet strict scrutiny tests. Affirmative action programs must be narrowly tailored and they must serve a compelling government interest. "Diversity for the sake of diversity" is not a sufficient foundation, in most cases, for an affirmative action program.

This paper will outline the approach used by one Federal government Agency to meet the elements of strict scrutiny. The approach begins by identifying the relevant civilian labor force. The Agency's professional workforce is compared only to the relevant portion of the civilian labor force. Substantial underrepresentation is determined by using a standard deviation methodology provided by the courts 20 years ago (Castaneda v. Partida, 1977). Using today's technology, the methodology can be easily automated. Off-the-shelf spreadsheets (Excel, Lotus, etc.) can provide quick, low-cost identification of substantial underrepresentation in the workforce.

DVR06
Maintaining a Diverse, Creative Engineering Workforce
Angela Summers, PhD, Risk Assessment Manager, Premier Consulting Services, Triconex
Thursday, 1:30pm–1:55pm

Margaret Mead wrote, "If we are to achieve a richer culture, rich in contrasting values, we must recognize the whole gamut of human potentialities, and so weave a less arbitrary social fabric, one in which each diverse human gift will find a fitting place."

Diversity in the workplace often focuses on the equal opportunity issues of age, race, sex, religion, and national origin. These issues have created opportunities for women in engineering, by rallying public opinion, resulting in the opening of engineering colleges and workplaces to women and minorities. As we move forward, it is important that we take the concept of diversity beyond equal opportunity. Diversity must include diversity of thought and communication, if we are to create a truly diverse workforce in which the issues of age, race, sex, religion, and national origin play little part.

The organization that I manage focuses on the design, operation, and maintenance of safety instrumented systems. While this niche market may seem to dictate only a certain type of individual, I have created a diverse workforce by seeking out and hiring personnel who not only have the right work experience but also have the right life experience. The combination of which has resulted in a creative, loyal, and interactive workplace. This paper will discuss how to pursue those of diverse thought and communication and how to organize them into a productive team.

DVR07
Undermining the Glass Ceiling: Strategies for Survival & Success
Lynne Graham Slater, MA, Equal Opportunity Manager, Goddard Space Flight Center
Thursday, 2:00pm–2:25pm

There is still a gender gap in the workforce, especially in technical and managerial professions. By understanding the underlying organizational dynamics which sustain the glass ceiling, women can depersonalize the issues, develop effective career strategies, and generate positive institutional change.

DVR08
Gender Differences in the Workplace
Sandra Robinson, Software Engineer III, Boeing Defense & Space, Irving Co.
Thursday, 2:30pm–2:55pm

Much research has been done regarding gender differences. Whether or not gender differences are based on nature, environment, or a combination of the two, there are perceived gender differences in the workplace. By understanding these differences, people can promote more positive and productive professional relationships between the genders. Men and women learned different lessons growing up about what it means to be a leader and what it means to be a team player. This overview of current research in the area will explore the different cultures men and women grow up in, and look at the rules that define behavior in each culture. Different conversation styles can create misunderstandings. Learn to adapt your own style when necessary to create successful communication and relationships, reduce gender conflict, and improve working relationships. If women learn to recognize the verbal power games played, they can learn how to be heard, how to advance professionally, and how to get things done in a male dominated culture.

DVR09
Future Trends for Women and the Workplace
Diane Martindale, President, Fresh Money
Thursday, 3:00pm–3:25pm

Diane's original research discusses how you may benefit from the trends pushing business and the workplace changes. There are trends that will affect your personal life and roll over into business, such as "cashing out," as some of those job blockers will be making room for you.

As leaders in education and technology, you will be pacesetters for other women in work force strategies. At long last, the changes in the faces of the labor force will give you support with your careers and family. Your technical education will be an asset in the managerial ranks. The collaborative team building skills that you have developed will finally be prized in business. Will balancing family and career become easier? The generation in their twenties is more diversity tolerant/sensitive; but are they more gender-accepting? Your work will increasingly be evaluated on performance, not "face-time" as work teams get measured for what gets done. Competition may not stand as the ultimate mechanism for change and improvement. Achievement will come more from cooperation and mentoring. Another anticipated change is that the system that has often rewarded "looking good" in the workplace will instead recognize the merits of "being good."

DVR10
Yes, It Really Does Help You Get the Job Done: A Flexible Wardrobe That WORKS
Nancy Wilfong, President, Get Organized
Thursday, 3:30pm–3:55pm

Impressions do positively impact your credibility and help you get any of your many jobs done. And dressing for success does affect your promotability. We're not just talking about business suits - your life is not that simple. Learn how you can go from desk to vendors to site visits and then to clients and maintain your clout, professionalism and credibility. The rules have changed - and you might like the outcome. Wardrobe helps you fit in, have power and get along. Gender and generational issues impact acceptance in the workplace and choices for management opportunities. Like it or not, wardrobe can move or stall out careers, smooth the waters and build confidence. Women in engineering have special issues, as we work in a broader variety of locations and situations than other professional women. Nancy understands the demands of a heavily male-oriented environment. Add another tool to you box of coping skills.

DVR11 - Withdrawn

DVR12
Getting the Best Employees for your Business: Tools for Managing Diversity in your Workplace
Catherine A. "Cass" Tang, Project Engineer and Intern Coordinator, Weyerhaeuser Company, Research and Development, Past Vice-President, Board on Minorities and Women, American Society of Mechanical Engineers; Corporate Member, Society of Women Engineers; Founding Member, Weyerhaeuser Women in Action Group
Thursday, 4:00pm–4:25pm

A new and growing challenge calls to businesses: establish the best employee labor pool to meet the demands of the future. Rather than train and lose students and employees to businesses abroad, the objective is to keep the expertise in the region and in the local economy. Managing a diverse workforce can make the difference between a successful company and one that is struggling to stay profitable.

Tools of the trade for managing diversity, starting diversity training programs and attracting excellent employees will be described. Challenges experienced by several institutions or corporations help you understand the benefit of the tools that create an effective, diverse workforce.