The Lived Experiences of Black Women Faculty in the Instructional Technology Professoriate

Black women currently and historically have faced challenges as faculty in higher education. The problem the study addressed was the lack of intellectual study and resulting literature about Black women faculty in the field of Instructional Technology. This research sought to gain better insight into experiences of Black women professors in Instructional Technology. Specifically, the purpose of this research was to identify and describe the lived experiences of Black women who are tenure-track faculty in the Instructional Technology professoriate. A review of literature regarding faculty work, Black faculty in the Academy, Women in the Academy and Black women in the Academy provide groundwork for the investigation. The study employed a phenomenological methodology to answer the research questions. Siedman’s (2005) “three-interview series model” was used to collect data from the participants. The researcher facilitated three 90 minute interviews with each participant – the life history interview, the current experience interview and the meaning-making interview. The findings of this research indicate that the support of their parents and attendance at integrated grade schools prepared the participants to work in their current positions. As they worked in the professoriate, these Black women realized that they had to self-advocate and set their own boundaries. They made meaning of their experiences by connecting it to their faith and realizing that they were not in the position for themselves. The implications of this study are also indicated in the advice the participants gave to Black women who wish to pursue careers in the Instructional Technology professoriate

Gendering the digitalized metal industry

With an empirical investigation of the Swedish metal industry, this study explores the gendering of metalwork in the context of digitalization. Adopting Butler's notions of gender performativity, and taking a broad feminist perspective, our analysis renders the following findings: first, inequality in the workplace between normative masculine and feminine characteristics is still present in the metal industry. The dominant exploitative expectations of masculine physical strength are gradually being replaced by the persistent masculine association with technology. Both men and women contribute to the confirmation and strengthening of this new masculine attribute. Second, women, through the construction of their sense of self as competent digital steelworkers, take on a vital role in re-formulating the gender script of the digitalized metal industry. By enacting stereotypical feminine aesthetic gestures, using 'housewifely' metaphors parodying masculine discourses, and through deliberately connecting feminine attributes with competences and strengths in technology, female operators subvert the ideal image of a metalworker and disrupt the persistent myth of femininity as being incompatible with technology

Picture This: Using photo-research exhibits as science outreach

Is a picture worth a thousand words? This paper discusses a unique science outreach initiative–provocative photo-research exhibits on sexism in science. Gender imbalance in science, technology, engineering, and math (STEM) is not only a concern from a social justice perspective, but also has negative consequences for scientific innovation and the economy, given that lack of workplace gender diversity is associated with lower revenue and returns. Science outreach (i.e., public outreach by scientists) could be particularly impactful in Waterloo, Ontario – a region known as ‘Canada’s Silicon Valley’ that contributes over $30-billion annually to the global economy. Portraying complex social issues using a visual medium has the potential to be accessible to a diverse audience. Images from two photo-research exhibits #DistractinglySexist (2015) and #DistractinglyHonest (2016) were based on social-psychological literature and findings from research by two of the authors (Hennessey and Foster) on the social costs of confronting sexism in science. Feedback indicates that these exhibits are effective outreach tools, and appear to facilitate discussions on sexism in science, and expand the social network of women in science by connecting those in the series and people who engage with exhibit materials

Dorper Sheep Technology Transfer in Damot Gale Woreda: Role of Food Security

A cross sectional study has been conducted in Damot Gale woreda with the objectives of documenting the role and technology transfer of Dorper sheep crosses. Three PA were selected, 4, 4, and 2 Dorper sheep crosses were distributed for Cocca, Ade koysha and Wanddara  PA target women, respectively to run technology transfer. The Dorper is a hardy South African composite breed, derived from a cross between the Black headed Persian, and regarded as early-maturing improved sheep breed.  The breed adapts well to a wide variety of environmental conditions and has fast growth than local sheep breed in the woreda. Technology transfer is the most important tool for livestock improvement. Lack of extension service in Dorper technology transfer as a problem was identified. Further study is needed to scale upping facilitating market opportunities by connecting the marketing route of this locality with big market players Keywords: Cross sectional, Dorper, improvement, and technology trasfe

Women chief information officers in higher education: Voices from the field

The lived experiences of women higher education Chief Information Officers (CIOs) were investigated and documented in this qualitative study. Three women higher education CIOs provided their perspectives on the opportunities and obstacles encountered as they pursued and achieved their current positions. These women\u27s stories were gathered under a conceptual framework focusing on the intersection of applicable elements from gendered organizational theory, feminist standpoint theory, and occupational jurisdiction. Methods of overcoming obstacles and facilitating opportunities were discussed in relation to their lived lives and experiences. Examining institutional gendered norms accentuated the thoughts, values, practices, and processes that lead to muted women\u27s voices and the continuation of male-dominated organizations and social structures. The co-narrators described themselves as pioneers in the field and agreed that professional advancement opportunities resulted from having excellent personal strengths, mentors, family support, and a good educational and experiential background. Major obstacles included stereotypic responses and beliefs from co-workers or supervisors, a lack of recognition, support, and trust, and marginalization. Methods used to overcome or eliminate obstacles were strength from support groups, perseverance, and connecting with credibility to others. Elements related to genderedness and occupational jurisdiction were discussed in attempts to integrate women into typically-male and typically-less-technical positions. The perpetuation of gendered organizations was also discussed. The findings should be of interest to information technology divisions within higher education institutions as they consider designing and implementing programs to assist women aspiring to leadership roles. An awareness of the opportunities and obstacles of prospective employees may inform recruitment and retention efforts for the institution. The findings may also help institutional officials to recognize factors characterizing women higher education information technology leaders and to consider recommendations for enhancing the work environment for these women leaders. Women seeking such positions will benefit by having an understanding of the experiences of current women CIOs

Creating Community Among Women of Color in STEM at the University of San Diego

Women of color (WOC) are underrepresented in STEM (science, technology, engineering, and mathematics) and many feel disconnected from their fields of study. At the University of San Diego (USD), a predominately White institution, WOC in STEM are particularly underrepresented. Thus, I explored how USD might create a community that could enhance the belonging, retention, and the future success of WOC in STEM. I sought to learn if the USD environment welcomed and allowed WOC to feel they belonged. Findings indicated USD and the STEM departments provide these students with a welcoming environment. However, the lack of representation of WOC faculty and staff at USD has created a disconnect between these women and the faculty. Several students questioned whether they belong. A more diverse faculty, as well as support in connecting WOC with each other would help these students feel they belong in STEM at USD

Gender, Research, and Advocacy: What We’ve Learned and What Work Lies Ahead

From the global Women’s Marches to the #metoo movement and SDG 5, women’s rights and gender equality are clearly among the most urgent issues for the international human rights movement today. Long-held commitments and established language on women’s rights and gender equality are under threat at all levels of governance and in issue areas ranging from sexual violence to reproductive health to political participation. If history has made one thing clear, it’s that women’s rights are fragile and constantly at risk of being extinguished for political purposes. This panel will explore the following four themes from the conference in light of this global reality: Connecting Scholars and Practitioners: What are the opportunities and limitations of connecting research and advocacy when working on women’s rights and/or gender equality issues? Which research methods are ideal for bridging scholars and practitioners on these issues? Movements: To what extent do we or should we distinguish between studying (and doing) women’s activism and using a gender perspective in human rights advocacy? Are there ways in which greater visibility to women’s issues has narrowed our understandings of women? To the exclusion of other gender-related issues? Technology: What role does technology play in creating visibility for gender issues and voices? For sharing research on human rights advocacy or aiding mobilization? Neoliberal Solutions: What is the status of philanthropy and funding for work on gender issues? Have market-based solutions to raise funds for NGOs become dominant in ways that perpetuate stereotypes

Connecting the dots: information visualization and text analysis of the Searchlight Project newsletters

This report is the product of the Pardee Center’s work on the Searchlight:Visualization and Analysis of Trend Data project sponsored by the Rockefeller Foundation. Part of a larger effort to analyze and disseminate on-the-ground information about important societal trends as reported in a large number of regional newsletters developed in Asia, Africa and the Americas specifically for the Foundation, the Pardee Center developed sophisticated methods to systematically review, categorize, analyze, visualize, and draw conclusions from the information in the newsletters.The Rockefeller Foundatio

Attracting and Retaining Women in the Transportation Industry

This study synthesized previously conducted research and identified additional research needed to attract, promote, and retain women in the transportation industry. This study will detail major findings and subsequent recommendations, based on the annotated bibliography, of the current atmosphere and the most successful ways to attract and retain young women in the transportation industry in the future. Oftentimes, it is perception that drives women away from the transportation industry, as communal goals are not emphasized in transportation. Men are attracted to agentic goals, whereas women tend to be more attracted to communal goals (Diekman et al., 2011). While this misalignment of goals has been found to be one reason that women tend to avoid the transportation industry, there are ways to highlight the goal congruity processes that contribute to transportation engineering, planning, operations, maintenance, and decisions—thus attracting the most talented individuals, regardless of gender. Other literature has pointed to the lack of female role models and mentors as one reason that it is difficult to attract women to transportation (Dennehy & Dasgupta, 2017). It is encouraging to know that attention is being placed on the attraction and retention of women in all fields, as it will increase the probability that the best individual is attracted to the career that best fits their abilities, regardless of gender

Issues Affecting Women Programme's New Strategy and Strategic Learning and Evaluation System

The Issues Affecting Women Programme (IAWP) developed a new strategic plan over the course of 2011 with two pillars: building women's rights movements and combating violence against women. These pillars branch out into four core Programme Areas: movement building; intra-familial violence; trafficking & exploitation; and violence in situations of crisis. Our Programme strives for impact at the individual, community and systemic levels. As illustrated in Figure 1, we do so by applying a comprehensive social change model to our work through three levers of change: promoting a human rights-based framework; creating networks and building/strengthening movements, and striving to transform individuals and systems. In order to affect change, we will leverage a variety of instruments grantmaking, including advocacy, learning, donor "education" and engagement, networking, coalition building, and gender mainstreaming across the Oak Foundation. This includes collaborating with peer donors and funding sectors to inform philanthropic practice in particular gender mainstreaming and to mobilize increasing resources for women and girls. 2012 will be the first year of implementation of the new strategy. A critical aspect of the implementation plan will be a strategic learning and evaluation system which will allow us to track our progress and evolve our strategy based on what the Programme and our learning. This is especially critical as the strategy calls for an experimental approach, hoping to determine tactics and interventions that work. Further, as our Programme works very closely with a community of partners in a cluster-approach, it is vital that key partners understand and support our learning and impact goals and work in partnership with us to answer key learning questions.A cluster approach refers to either a geographic or thematic group of grants and partners whose work is inter-related and iterative. Thus, the learning and evaluation from one grant is relevant to the work of the other organisations that form the cluster