Feeling Different: Being the 'Other' in US Workplaces

What does it mean to be an "other" in the workplace?Everyone has complex and multiple identities that define both how they see themselves and how others perceive them. These include personal attributes such as gender, race, ethnicity, or nationality and are lenses through which people view the world. The more different someone is and feels from their workgroup or workplace as a whole, the more they may feel like the "other" at the table.This report examines the experience of otherness in the US workplace and focuses on how people with multiple sources of otherness in a workplace are impacted in terms of their opportunities, advancement, and aspirations

Research-based assessment of students' beliefs about experimental physics: When is gender a factor?

The existence of gender differences in student performance on conceptual assessments and their responses to attitudinal assessments has been repeatedly demonstrated. This difference is often present in students' preinstruction responses and persists in their postinstruction responses. However, one area in which the presence of gender differences has not been extensively explored is undergraduate laboratory courses. For example, one of the few laboratory focused research-based assessments, the Colorado Learning Attitudes about Science Survey for Experimental Physics (E-CLASS), has not been tested for the existence of gender differences in students' responses. Here, we utilize a national data set of responses to the E-CLASS to determine if they demonstrate significant gender differences. We also investigate how these differences vary along multiple student and course demographic slices, including course level (first-year vs.\ beyond-first-year) and major (physics vs.\ non-physics). We observe a gender gap in pre- and postinstruction E-CLASS scores in the aggregate data both for the overall score and for most items individually. However, for some subpopulations (e.g., beyond-first-year students) the size or even existence of the gender gap depends on another dimension (e.g., student major). We also find that for all groups the gap in postinstruction scores vanishes or is greatly reduced when controlling for preinstruction scores, course level, and student major.Comment: 11 pages, 3 figures, accepted to Phys. Rev. - PE

College Football Games and Crime

There is a great deal of anecdotal evidence that college football games can lead to aggressive and destructive behavior by fans. However, to date, no empirical study has attempted to document the magnitude of this phenomenon. We match daily data on offenses from the NIBRS to 26 Division I-A college football programs in order to estimate the relationship between college football games and crime. Our results suggest that the host community registers sharp increases in assaults, vandalism, arrests for disorderly conduct, and arrests for alcohol-related offenses on game days. Upsets are associated with the largest increases in the number of expected offenses. These estimates are discussed in the context of psychological theories of fan aggression

A Foot in Both Worlds: Asian Americans' Perceptions of Asian, White, and Racially Ambiguous Faces

Past research on racial perception has often focused on responses from White participants, making it difficult to determine the role of perceiver race in the perception of others. Similarly, studies examining perceptions of individuals whose racial category membership is unclear have not systematically examined responses from non-Whites. This was addressed by showing Asian participants pictures of Whites, Asians, and racially ambiguous White-Asian faces. Event-related potentials were recorded to measure early attention responses. Participants initially oriented more to outgroup White than ingroup Asian or racially ambiguous faces. Shortly after that, they showed sensitivity to the racial context in which the faces were presented, more deeply processing ingroup Asian and racially ambiguous faces when they were seeing lots of other Asians, but more deeply processing outgroup White and racially ambiguous faces when they were seeing lots of other Whites. Still later, responses were more sensitive to the objective physical properties of the faces, with racially ambiguous faces differentiated from both Whites and Asians. These results demonstrate the fluidity of racial processing, and when compared to responses obtained from White participants, show how perceiver race and racial context influences attention to racial cues

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

Sense Of Belonging Among Technology Students In Finland

This paper examines Finnish technology students’ belonging in technology. The phenomenon is studied at the level of the field (belonging in the field of technology) and at the level of institution (belonging in one’s study community). The data were collected within the annual student survey conducted by a professional organization for academic engineers in 2022, and analysed statistically. Results suggest that men strongly experience they belong in technology while women express some doubts, and non-binary respondents are even less certain of their belonging. Gender differences in belonging in the field of technology are more prominent than those of belonging in the student community