# Presentation: 803486

## Diversity Update

- Presented to:
- Advisory Committee For Engineering
- May 11, 2005

**Diversity Update**

**By: Garie A. Fordyce**
**       ****ENG/Diversity Coordinator**

## Outline......

- ENG Workforce Profiles
- ENG Management Team
- ENG Staff
- Internal Efforts to Broaden Participation
- Recruitment
- Professional Development
- External Efforts to Broaden Participation
- ENG Support for Women PIs
- ENG Participation in NSF-wide Diversity Programs
- ERC Outreach Connections
- SBIR Outreach Connections
- Other Outreach Efforts
- Future Planned Diversity Activities

**Notes:**
The purpose of my presentation is to brief you on the diversity of the Engineering Directorate’s management and staff.
Last meeting, you asked for the demographic makeup of ENG’s management and we weren’t sure that you received an adequate answer.

Therefore, the first section of section of my presentation will show profiles of ENG’s management and workforce.

Then, I’ll share with you activities and programs the ENG Directorate is active in to broaden participation both within the directorate and outside in the engineering community. 

The rest of my presentation will focus on some of the things ENG is doing to broaden participation both internally and externally in the engineering community.

## Profile of ENG Management Team by Gender, Race & Ethnicity

| Race/ Ethnicity | ENG Staff 
(%) | National Civilian Labor Force
(Source: US Census, 2000) |
| --- | --- | --- |
| ASIAN |  3 (13%) | 5% |
| BLACK | 2 (8%) | 11% |
| Hispanic | 0 | 11% |
| WHITE | 19 (79%) | 73% |

**Notes:**
This first chart shows a profile of the ENG’s management TEAM by gender, race and ethnicity.

The team consists of the AD, DAD, all DDs, and senior OAD staff.

Note that women are represented at about 25% on the management team.  And, of the 4 racial/ethnic categories, 3 are represented on ENG’s management.  

Using the civilian labor force statistics as our benchmark, this is how ENG management compares:

Source: US Census Bureau, Census 2000 special tabulation 

## Profile of All ENG Staff by Job Class, Race & Ethnicity

| Job Class Key:
BO: Business Operations = 12%
PS: Program Support = 31%
PD: Program Director = 51%
DD: Division Director = 6% |
| --- |

| Race/ Ethnicity | ENG Staff (%) | National Civilian Labor Force
(Source: US Census, 2000) |
| --- | --- | --- |
| ASIAN | 16 (12%) | 5% |
| BLACK | 53 (38%) | 11% |
| HISPANIC | 4 (3%) | 11% |
| WHITE | 65 (47%) | 73% |

**Notes:**
This chart shows a staff profile of all ENG personnel by job classification, race and ethnicity.

The Job Class Key shows that......... BO stands for Business Operations

Once again, this is how we compare to the civilian labor force stats:

For purposes of this Diversity Plan the Census Bureau’s definition for race, national origin and ethnicity were applied.  “White” means not of Hispanic origin; all persons having origins in any of the original peoples of Europe, North Africa, or the Middle East. “Black” is not of Hispanic origin; all person having origin in any of the black racial groups of Africa. “Hispanic” refers to all persons of Mexican, Puerto Rican, Cuban, Central or South America, or other Spanish culture or origin, regardless of race. “Asian American/Pacific Islander” applies to all persons having origin in any of the original peoples of the Far East, Southeast Asia, the Indian subcontinent, or the Pacific Islands.  “American Indian/Alaskan Native” refers to all persons having origins in any of the original peoples of North America and who maintain cultural identification through tribal affiliation or community recognition. 

## Profile of All ENG Staff by Job Class & Gender 

| Job Class Key:
BO: Business Operations
PS: Program Support
PD: Program Director
DD: Division Director |
| --- |

| Gender | ENG Staff (%) | National Civilian Labor Force
(Source: US Census, 2000) |
| --- | --- | --- |
| Male | 72 (52%) | 53% |
| Female | 66 (48%) | 47% |

**Notes:**
This chart shows all ENG personnel by job classification & gender.

Note, how the civilian labor force statistics compares with the distribution of male & female in the ENG workforce.

## Profile of ENG Program Directors By Gender, Race & Ethnicity 

| Gender | ENG Staff (%) | Employed Faculty (PhD) 
Source: NSF/SRS, S&E Indicators, 2001 |
| --- | --- | --- |
| Male | 56 (79%) | 93% |
| Female | 15 (21%) | 7% |

| Race/ Ethnicity | ENG Staff (%) | Employed Faculty (PhD) |
| --- | --- | --- |
| ASIAN | 13 (18%) | 19% |
| BLACK | 4 (6%) | 3% |
| HISPANIC | 4 (6%) | 3% |
| WHITE | 50 (70%) | 74% |

**Notes:**
This chart shows a profile of Program Directors by gender, race & ethnicity.

The two tables below shows the gender distribution and the ethnic distribution as compared to the PhD faculty statistics.

## Internal Efforts to Broaden Participation 

**Notes:**
Now, I will tell you about some of ENGs efforts to broaden participation within the directorate.  

## Efforts to Broaden Participation (Recruitment)

- Six (female) Program Directors:
- BES-3
- CTS-1
- ECS-2
- DMI-1
- Three (Hispanic) Program Directors:
- CMS-2
- CTS-1
- One African American Program Director (EEC)
- Four minority Summer Interns

**Notes:**
In terms of recruitment of women & minority Program Directors, over the past year ENG has hired:

Dr. Brighton will speak on our DD & PD recruitment and selection process a little later.

Each student will work for and shadow a engineer mentor who will provide him/her with meaningful projects and career guidance.

## Efforts to Broaden Participation (Professional Development)

- Promoted ***two females*** (1-Asian, 1-African American) and ***one African American*** male.
- Funded ***executive ***management ***training*** for ***two females*** PDs.
- Provided ***tuition*** for three ***African American female*** Program Support staff to attend night school.
- Supported ***detail assignments*** for two*** African American females.***

**Notes:**
In the past year, here is a list of activities ENG has conducted to promote professional development with its workforce.

## External Efforts to Broaden Participation 

**Notes:**
Now, let me inform you of some of the external activities ENG has been undertaking to broaden participation. 

## Efforts to Broaden Participation (ENG Awards to Women PIs)

| Division | Proposals | Awards | Success Rate |
| --- | --- | --- | --- |
| ECS | 116 | 23 | 20% |
| CTS | 105 | 33 | 31% |
| CMS | 185 | 48 | 26% |
| EEC | 118 | 35 | 30% |
| DMI | 329 | 69 | 21% |
| BES | 173 | 35 | 20% |
| Total (ENG) | 1026 | 243 | 24% |

**Efforts to Broaden Participation ****(ENG Awards to Women PIs)**

**Notes:**
This chart shows ENG awards to women PIs in FY-04.  ENG received 1026 proposals and made 243 awards to woman PIs.

Total ENG Proposals = 8,973
Total Female Proposals = 1026
Total Female awards = 243
Total ENG awards = 1,753
================================
Female proposals is 11.4% of all proposals
Female awards is 14% of all awards

## Efforts to Broaden Participation (NSF Diversity Related Programs) 

**Efforts to Broaden Participation ****(NSF Diversity Related Programs) **

**ADVANCE**: Increasing the Participation and Advancement of Women in Academic Science and Engineering Careers. **[****ENG****]**
**AGEP**: Alliances for Graduate Education and The Professoriate. **[****ENG****]**
**CAREER**: Faculty Early Career Development. **[****ENG****]**
**CIRE**: Collaboratives to Integrate Research and Education.  **[****ENG****]**
**CREST**: Centers of Research Excellence in Science & Technology. **[****ENG****]**
**GRS**: Graduate Research Supplements. **[****ENG****]**
**GSE**: Research on Gender in Science and Engineering. **[****ENG****]**
**HBCU-UP**: Historically Black Colleges and Universities Undergraduate Program. **[****ENG****]**

**IGERT**: Integrative Graduate Education and Research Training Program. **[****ENG****]**
**IRFP**: International Research Fellowship Program. **[****ENG****]**
**LSAMP**: Louis Stokes Alliances for Minority Participation. **[****ENG****]**
**MIE**: Model Institutions of Excellence. **[****ENG****]**
**MPostDoc**: Minority Postdoctoral Fellowships.
**PAESMEM**: Presidential Awards for Excellence in Science, Mathematics and Engineering Mentoring. **[****ENG****]**
**RDE**: Research in Disabilities Education. **[****ENG****]**
**REU**: Research Experiences for Undergraduates. **[****ENG****]**
**RET**: Research Experiences for Teachers. **[****ENG****]**
**SOARS**: Significant Opportunities in Atmospheric Research and Science.
**TCUP**: Tribal Colleges & Universities Program. **[****ENG****]**

**Key**: **ENG**** = ****ENG directly fund, co-fund, or actively **
**                    ****participates in the program.**

**Notes:**
NSF has a number of programs that address the issue of under representation of women and minorities in S&E.  

This chart shows most of those programs and you can see ENG is involved in some way with the majority of them. 

## Efforts to Broaden Participation (ERC Diversity Policy Requirements)

***Operate with strategic plans***** **that include goals, milestones, actions, and impacts to increase their diversity at all levels so as to exceed national engineering-wide averages;
***Form ***sustained ***partnerships ***with** **affiliated** *****deans***** **and** *****department chairs***** **to enable this enhancement;
***Develop outreach connections***** **with predominantly female and underrepresented-minority institutions as core or affiliate partners;
***Develop outreach connections***** **with** **at least one** *****LSAMP***** **and one or more** *****AGEP*****, *****TCUP*****, *****CREST*****, **etc.** **(long-term REUs and graduate bridge fellowships); and
***Operate a diversity-oriented***** **Research Experiences for Undergraduates (***REU***) program as well as** a *****pre-college program***** **focused on diversity involving teachers and students (e.g. Research Experiences for Teachers** **(***RET***)** **program)

**Notes:**
In 2004, we reported to you that the ERC program instituted a new diversity policy for the centers.  All centers required to submit a diversity strategic plan have done so.

The policy required that each center:

## Slide 14

**Notes:**
This website was created by ERC to help the centers connect with the programs stipulated in the diversity policy.  

The website is a great resource where major EHR programs are prominently displayed on the main page of the website.   

## Efforts to Broaden Participation (ERC Outreach Results – 22 Centers)

| No. of Centers | Connected with: |
| --- | --- |
| 6 | Predominantly Female Institutions (As Affiliate partners) |
| 5 | Underrepresented Minority Institutions (As Core Partners) |
| 14 | Underrepresented Minority Institutions (As Affiliate Partners) |
| 14 | One or more LSAMP  |
| 5  | One or more AGEP |
| 6 | One or more TCUP |
| 6 | Bridge Fellowships to the PhD |
| 1 | One or more CREST |
| 1 | One or more CIRE |
| 16 | Diversity oriented REUs |
| 9 | Diversity oriented RETs |

**Notes:**
The ERC diversity policy has already started to pay dividents.  

Many of the centers have signed on and have developed connections with more participating everyday.

## Efforts To Broaden Participation (SBIR Outreach Connections) 

- SBIR funded ***Phase IIA*** supplements connecting grantees with ***CREST*** (predominantly minority research institutions).  Awards are co-funded by SBIR/EHR.
- Recent SBIR participation at the ***EHR/HRD Annual Grantees meeting*** will ensure future SBIR/EHR collaborations.
- SBIR contractor received ***more funding in FY-05***  to promote and assist more ***minority small businesses*** participate in NSF sponsored ***National SBIR conferences.***

**Notes:**
Other ENG programs have also increased their roles in making connections to broaden participation.

SBIR has just made its first few Phase IIA supplement grants that connects SBIR grantees with a CREST institution. 

## ENG delegation visited NCA&T

Visited New Mexico State University.  Mike Reischman discussed ENG’s programs & interacted with faculty and student.

Participated in 2004 ADVANCE  Engineering workshop – chaired by Delcie Durham.
Institutional Transformation and Leadership grant recipients shared successes and lessons learned with Engineering Deans.
DR. Brighton and Dr. Bement gave presentations.

Participated in the 2004 Women In Engineering Institute (WELI) conference at RPI
Keynote: Dr. John Brighton.

***Visited New Mexico State University***.  Mike Reischman discussed ENG’s programs & interacted with faculty and student.
- Participated in 2004 ***ADVANCE***  Engineering workshop – ***chaired by Delcie Durham*****.**
- Institutional Transformation and Leadership grant recipients shared successes and lessons learned with Engineering Deans.
- DR. Brighton and Dr. Bement gave presentations.
- Participated in the 2004 Women In Engineering Institute (***WELI)*** conference at RPI
- Keynote: Dr. John Brighton.

**Efforts To Broaden Participation **
**(Outreach)**

## Participated in National Conferences that serve under-represented minority groups, including NSBE, BEYA, SHPE, HACU, AISES and HBCU-UP. 
Staffed ENG exhibit Booth – Q&A with students, faculty, and prospective NSF reviewers or employees.
Conduct presentations & workshops and interact with faculty.
Judged science fair projects 
Developed minority reviewer database from outreach contacts. 

- Staffed ENG exhibit Booth – Q&A with students, faculty, and prospective NSF reviewers or employees.
- Conduct presentations & workshops and interact with faculty.
- Judged science fair projects
- Developed ***minority reviewer database*** from outreach contacts.

**Efforts To Broaden Participation **
**(Outreach, Cont...)**

## Future Planned Activities

***Minority Faculty Workshop*** scheduled for fall 2005.
***Dear Colleague Letter*** for the new Graduate Research Supplements to Current ECS and BES Awards for Women and Underrepresented Minority Students (***GRS***)
***Visit to ***University of Puerto Rico, ***Mayaguez***.
***Visits to regional HBCUs*** including, ***Hampton University***.
- Continue ***outreach collaboration activities*** with other directorates.
- Hispanic Association of Colleges and Universities (***HACU***), October 2005.
- Society for Advancement of Chicanos and Native Americans (***SACNAS***), Sept 2005.

**Notes:**
Here are some activities we have planned for the rest of the fiscal year.

GRS targets women and under-represented minority students enrolled in Ph.D. programs in Electrical, biomedical, biochemical, & environmental engineering.

Usha will elaborate more on this program.

Visit regional HBCU’s to inform about NSF programs, practices, proposal writing strategies, and to enlist their participation in the NSF panel review process.

## Questions & Comments