Annotated Literature & Resources
NEW REPORT: CASE STUDIES OF WINNING STRATEGIES
Non-traditional Students; Defining, Recruiting and Supporting
Central Michigan UnvIersity; Wendolyn D Davis
This PowerPoint presentation gives statistics on what defines a non-traditional student and then suggests as to how schools can
assist these students in being successful in their field of study. Such suggestions consist of having non-traditional pathways that appeal
to students to better achieve their goals and address any stigmas associated with their chosen fields through connections and support systems rather than
ignore them. Furthermore, the presentation demonstrates that courses, advisors, and support services should be flexible with weekend and evening availability and that there should also be feasible collaboration between two year and four year institutions because it has shown to positively influence retention and graduation rates.
Building New Possibilities: Promising Practices for Recruiting and Retaining Students in Career and Technical Education Programs that are
Nontraditional for their Gender
The National Women’s Law Center
This article gives some background on nontraditional enrollment findings. Primarily the lack of enrollment is due to gender bias and the article
calls on administrators, educators, lawmakers, and advocates to ensure that sex discrimination and stereotypes do not affect recruitment and retention. In
eliminating these barriers, mentoring programs that support the education and learning of non-traditional pathways should be available to students starting at a young age. For example, programs that help to educate young girls as engineers and scientists from a young age and that have had considerable support from mentors and frequent communication with mentees. The education-community partnerships, along with hands-on learning present a successful way to recruit and retain non-traditional students. Participation in these non-traditional mentoring programs have helped inspire young girls and boys to overcome barriers of discrimination and continue their passion in non-traditional careers.
A New Approach to Non-traditional Student Recruitment and Retention
Nadine Pelling; Australian Universities’ Review
Pelling argues that in order to help non-traditional students an integrated and comprehensive approach is needed. Firstly, it is important for
students to have visible role models in their career field. There is currently an under-representation of these non-traditional role models due to stigmas
associated with gender roles. To exemplify, the article argues that visibility of role-models that are of the same gender is important for recruitment and
retention because it is similar to studies done on the increase of recruitment and retention of African American students because of the increase in the hiring and retention of African American faculty. With an increase in role-models, there would be an increase in support systems that would help lessen any feelings of isolation that lead to drop outs. Furthermore, the article argues that it is important for the faculty and staff to receive multicultural training
in providing for a non-traditional environment and welcoming students. Such training would help reduce cultural misunderstandings and produce a welcoming environment for non-traditional students.
Recruiting, Retaining, and Graduating College Students
Jason Ross; Somerset Community College
In this piece, the author mentions some reasons why colleges have failed to retain and even recruit students, and ways in which these reasons
can be eliminated. One of the biggest findings in not being able to retain students is due to financial issues. Providing financial assistance and ways in
which students can receive financial aid would be one dominant factor in retaining students who are of disadvantaged backgrounds. In instances where
there are a lot of non-traditional older students returning back to school, the author suggests that institutions should create programs via an outside agency that will not only help with financial aid, but also with child care and job placement. Furthermore, Ross argues that it is vital to“personalize” the school in order to provide a welcoming environment. In many cases, schools are personalized to traditional students but fail to enhance a welcoming environment for those who are non-traditional. By hiring recruiters and mentors with similar backgrounds to the students you want to target, recruiting rates will rise. And in order to retain these students, it is important that these mentors continue to work with the students throughout their program.
Effective Techniques for Recruiting and Retaining Non-Traditional Students
Lipscomb University; Michelle Swearingen, John Williams, Teresa Clark
This PowerPoint Presentation effectively guides the audience through best-practices that have been implemented at Lipscomb University and
proved effective in recruiting and retaining non-traditional students. The authors mention that it is important to attempt to recruit individuals that have
already made up their minds about wanting to attending school, rather than trying to change minds. Furthermore, make the application process quick and
feasible by offering good customer service, clarifying requirements and even offering incentives such as a discounted tuition rate. In retaining students,
the presentation suggests offering more engaging activities such as cookouts, sports events, recognition dinners, and gift card giveaways.
A Toolkit for Recruiting and Retaining Women in Non-traditional Positions
Center for Energy Workforce Development
This article outlines the issues involved in recruiting and retaining non-traditional employees, and possible solutions that can overcome these issues. The article suggests that an important strategy for outreach is going right to the source. In other words, advertise a construction program in a women’s magazine or advertise a cosmetics program on a sports website. It is good to broaden your advertisements and utilize all types of media. Alter advertisements in a way that grab the attention of the audience you are trying to recruit. This article also mentions the importance of providing internships and job shadowing opportunities for students in order for them to gain experience in their nontraditional careers. Most importantly, the article talks about the need for organizations to actively engage in sexual harassment prevention and discrimination, especially in areas where non-traditional job trainings are offered.
Retaining Minority Students in Higher Education: A Framework for Success
ASHE-ERIC Hiehger Education Report: Watson Scot Swail, Kenneth E Redd, Laura W. Perna
One of the major points that this article makes is that social integration of students is what increases institutional commitment, and therefore leads to greater retention. Thus, it is important to allow for the establishment of strong and positive peer relations. If one is having any issues in school, or is on the verge of perhaps dropping out, it is their peers who they will most often seek advice and reassurance from. The article gives a framework for retention through the “Geometric Model of Student Persistence and Achievement”, which is a geometric model that demonstrates that cognitive, social and institutional factors, together, provide for a successful retention plan. Furthermore, the article explains the importance of looking at racial and
demographic factors of students. These factors also play a large role in recruitment and retention. It demonstrates to institutions that some groups of
students need a bit more attention than others when completing their respective program. It is therefore also important for colleges to look into the numbers and have some sort of academic preparation for students who are less likely to graduate, either by partnering with regional high schools, or requiring pre-classes before the semester starts, to allow for proper preparedness. This would help susceptible students develop the skills needed for successful completion of their respective program.
Generation STEM, What Girls Say about Science, Technology, Engineering, and Math
The Girl Scout Research Institute
This report explores what girls say about their interests and perceptions about the STEM field. It looks into how to engage girls in STEM fields over time. It debunks myths about girls and STEM and gives an insight into what entices girls’ interest in STEM and into careers in STEM.
http://www.girlscouts.org/content/dam/girlscouts-gsusa/forms-and-documents/about-girl-scouts/research/generation_stem_full_report.pdf#page=29
Increasing Opportunities for Low-Income Women and Student Parents in Science, Technology, Engineering and Math At Community Colleges.
Institute for Women’s Policy Research
Some of the fastest growing occupations in the U.S. economy are in STEM fields. Median earnings in STEM occupations tend to be higher, on average, than earnings in the workforce overall for both male and female workers in these fields. This report discusses women’s representation in STEM occupations. It also expands on promising approaches for promoting women’s participation and success in STEM fields at community colleges. The report concludes with recommendation for strengthening programs, conducting research and implementing federal policies to support the expansion of STEM programs at community colleges.
http://www.iwpr.org/publications/pubs/increasing-opportunities-for-low-income-women-and-student-parents-in-science-technology-engineering-and-math-at-community-colleges/
The Influence of Role Models on Women’s Career Choices
Julie L. Quimby and Angela M. DeSantis
It discusses the relationship between role models and career choices. The findings of this article support general social cognitive theory’s hypotheses regarding the relationships between role models, self-efficacy, and career choice.
http://onlinelibrary.wiley.com/doi/10.1002/j.2161-0045.2006.tb00195.x/pdf
Factors That Influence Persistence in Science and Engineering Careers Aspirations
Wei-Cheng Mau
The research draws a link between continued support and encouragement for women in increasing persistence in the Science and Engineering field. It also examines other factors that influence persistence. Strengthening support system and removing barriers are seen as the best way to help women persist in the Science and Engineering related field. Counsellors are suggested to tailor developmentally appropriate and culturally sensitive career interventions for individuals for students of different backgrounds
http://onlinelibrary.wiley.com/doi/10.1002/j.2161-0045.2003.tb00604.x/epdf
Women in Community Colleges- Access to Success
AAUW (American Association of University Women)
This research shows that women can improve their earnings by completing a degree or certificate and it shows how traditionally male fields can be rewarding for female. It outlines barriers to success like low academic preparation, college costs, limited information and guidance , work and family responsibilities and difficulty in transferring to four-year schools. It also provides recommendation to two year and four year schools for retaining women in STEM programs.
http://www.aauw.org/files/2013/05/women-in-community-colleges.pdf
Women Recruitment/ Retention in STEM Fields
Rebecca G. Book ; Pittsburg State University
It is a short report on how to improve recruitment and retain women in STEM fields.
https://www.asee.org/documents/sections/midwest/2011/ASEE-MIDWEST_0014_7142ac-1.pdf
Revisiting the Glass Escalator: The Case of Gender Segregation in a Female Dominated Occupation
Karrie Ann Snyder and Adam Isaiah Green
Men are disproportionately represented in the top positions in female dominated occupations. This research examines the Glass Escalator effect in nursing. In order to capture the sex segregation in female dominated fields, the research also focuses on horizontal sorting process. It also highlights the horizontal segregation that is so pervasive in nursing. Their research finds that male nurses self-select into male-clustered specializations as a consequence of gender identity and their effort to find masculine positions within a female dominated profession.
http://www.jstor.org/stable/pdf/10.1525/sp.2008.55.2.271.pdf?_=1460035230726
Why So Few? Women in Science, Technology, Enginerring, and Mathemantics
Catherine Hill, Ph.D. Christianne Corbett and Andresse St. Rose, Ed.D.
AAUW (American Association of University Women)
The report talks about the barriers faced by female in the scientific fields and makes recommendation on how to overcome these biases. It outlines the trend of women in STEM workforce and also the trends of female students in their intention to pursue STEM fields and the courses they take in STEM fields. The report gives recommendation to colleges to attract and retain more female students and female faculty in STEM. It also talks about the benefit of attracting and retaining more women in the STEM workforce.
https://www.aauw.org/files/2013/02/Why-So-Few-Women-in-Science-Technology-Engineering-and-Mathematics.pdf
An Analysis of Retention Programs for Female Students in Engineering at The University of Toledo.
Matthew Franchetti.
The paper summarizes findings of 5 year study aimed at improving retention rates of female students pursuing careers in engineering. They examined six programs and assess their impact on the university. The programs are: 1) freshman mentoring program which paired female freshmen and senior engineering students; 2) Society of Women Engineers (SWE) for mentoring and networking; 3) Co-op program support group and peer mentoring for female; 4) introduction of Freshman Design course; 5) Hiring female faculty/ staff and 6) Eberly Center for Women advocating for women’s equity in education, work and health in the university and larger city communities.
http://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1053&context=jpeer
Evaluation of the Potential for Adapting the Green Dot Bystander Intervention Program for the Construction Trades in Oregon
This report evaluates the potential for adapting the Green Dot bystander intervention program for the construction trades in Oregon in order to reduce harassment on construction job sites. The Green Dot strategy is a comprehensive approach to violence prevention that capitalizes on the power of peer and cultural influence across all levels of the socio-ecological model. The Green Dot program has primarily been used on college campuses but Green Dot has also developed adaptations for community and statewide organizations and for the military
http://wrtwc.org/wp-content/uploads/2017/09/Evaluation-of-Green-Dot-for-the-Trades-1.pdf
(Still) Building A More Diverse Workforce in the Highway Trades: 2016 Evaluation of the ODOT/BOLI Highway Construction Workforce Development Program
The goal of the Highway Construction Workforce Development Program is to improve stability and diversity of the highway construction workforce by promoting recruitment and retention of apprentices. This report provides findings regarding the effectiveness of the Highway Construction Workforce Development Program at improving recruitment and retention of a diverse workforce as well as recommendations for continuing to improve the recruitment and retention of a diverse work force in the highway trades.
http://wrtwc.org/wp-content/uploads/2017/09/Still-Building-A-More-Diverse-Skilled-Workforce-in-the-Highway-Trades.pdf
Study on Health and Safety for Women Construction Workers
The study used focus groups and surveys with women and men working in the trades in Washington State to better understand the health and safety risks affecting tradeswomen at work.
http://wrtwc.org/wp-content/uploads/2017/09/SHEWT_Phase_I_Final_Report-women-and-workplace-safety.pdf
This fact sheet below presents findings from the Safety and Health Empowerment for Women in Trades (SHEWT) study. It highlights the top risks identified and key survey results.
http://wrtwc.org/wp-content/uploads/2017/09/SHEWT-fact-sheet_3.pdf
Non-traditional Students; Defining, Recruiting and Supporting
Central Michigan UnvIersity; Wendolyn D Davis
This PowerPoint presentation gives statistics on what defines a non-traditional student and then suggests as to how schools can
assist these students in being successful in their field of study. Such suggestions consist of having non-traditional pathways that appeal
to students to better achieve their goals and address any stigmas associated with their chosen fields through connections and support systems rather than
ignore them. Furthermore, the presentation demonstrates that courses, advisors, and support services should be flexible with weekend and evening availability and that there should also be feasible collaboration between two year and four year institutions because it has shown to positively influence retention and graduation rates.
Building New Possibilities: Promising Practices for Recruiting and Retaining Students in Career and Technical Education Programs that are
Nontraditional for their Gender
The National Women’s Law Center
This article gives some background on nontraditional enrollment findings. Primarily the lack of enrollment is due to gender bias and the article
calls on administrators, educators, lawmakers, and advocates to ensure that sex discrimination and stereotypes do not affect recruitment and retention. In
eliminating these barriers, mentoring programs that support the education and learning of non-traditional pathways should be available to students starting at a young age. For example, programs that help to educate young girls as engineers and scientists from a young age and that have had considerable support from mentors and frequent communication with mentees. The education-community partnerships, along with hands-on learning present a successful way to recruit and retain non-traditional students. Participation in these non-traditional mentoring programs have helped inspire young girls and boys to overcome barriers of discrimination and continue their passion in non-traditional careers.
A New Approach to Non-traditional Student Recruitment and Retention
Nadine Pelling; Australian Universities’ Review
Pelling argues that in order to help non-traditional students an integrated and comprehensive approach is needed. Firstly, it is important for
students to have visible role models in their career field. There is currently an under-representation of these non-traditional role models due to stigmas
associated with gender roles. To exemplify, the article argues that visibility of role-models that are of the same gender is important for recruitment and
retention because it is similar to studies done on the increase of recruitment and retention of African American students because of the increase in the hiring and retention of African American faculty. With an increase in role-models, there would be an increase in support systems that would help lessen any feelings of isolation that lead to drop outs. Furthermore, the article argues that it is important for the faculty and staff to receive multicultural training
in providing for a non-traditional environment and welcoming students. Such training would help reduce cultural misunderstandings and produce a welcoming environment for non-traditional students.
Recruiting, Retaining, and Graduating College Students
Jason Ross; Somerset Community College
In this piece, the author mentions some reasons why colleges have failed to retain and even recruit students, and ways in which these reasons
can be eliminated. One of the biggest findings in not being able to retain students is due to financial issues. Providing financial assistance and ways in
which students can receive financial aid would be one dominant factor in retaining students who are of disadvantaged backgrounds. In instances where
there are a lot of non-traditional older students returning back to school, the author suggests that institutions should create programs via an outside agency that will not only help with financial aid, but also with child care and job placement. Furthermore, Ross argues that it is vital to“personalize” the school in order to provide a welcoming environment. In many cases, schools are personalized to traditional students but fail to enhance a welcoming environment for those who are non-traditional. By hiring recruiters and mentors with similar backgrounds to the students you want to target, recruiting rates will rise. And in order to retain these students, it is important that these mentors continue to work with the students throughout their program.
Effective Techniques for Recruiting and Retaining Non-Traditional Students
Lipscomb University; Michelle Swearingen, John Williams, Teresa Clark
This PowerPoint Presentation effectively guides the audience through best-practices that have been implemented at Lipscomb University and
proved effective in recruiting and retaining non-traditional students. The authors mention that it is important to attempt to recruit individuals that have
already made up their minds about wanting to attending school, rather than trying to change minds. Furthermore, make the application process quick and
feasible by offering good customer service, clarifying requirements and even offering incentives such as a discounted tuition rate. In retaining students,
the presentation suggests offering more engaging activities such as cookouts, sports events, recognition dinners, and gift card giveaways.
A Toolkit for Recruiting and Retaining Women in Non-traditional Positions
Center for Energy Workforce Development
This article outlines the issues involved in recruiting and retaining non-traditional employees, and possible solutions that can overcome these issues. The article suggests that an important strategy for outreach is going right to the source. In other words, advertise a construction program in a women’s magazine or advertise a cosmetics program on a sports website. It is good to broaden your advertisements and utilize all types of media. Alter advertisements in a way that grab the attention of the audience you are trying to recruit. This article also mentions the importance of providing internships and job shadowing opportunities for students in order for them to gain experience in their nontraditional careers. Most importantly, the article talks about the need for organizations to actively engage in sexual harassment prevention and discrimination, especially in areas where non-traditional job trainings are offered.
Retaining Minority Students in Higher Education: A Framework for Success
ASHE-ERIC Hiehger Education Report: Watson Scot Swail, Kenneth E Redd, Laura W. Perna
One of the major points that this article makes is that social integration of students is what increases institutional commitment, and therefore leads to greater retention. Thus, it is important to allow for the establishment of strong and positive peer relations. If one is having any issues in school, or is on the verge of perhaps dropping out, it is their peers who they will most often seek advice and reassurance from. The article gives a framework for retention through the “Geometric Model of Student Persistence and Achievement”, which is a geometric model that demonstrates that cognitive, social and institutional factors, together, provide for a successful retention plan. Furthermore, the article explains the importance of looking at racial and
demographic factors of students. These factors also play a large role in recruitment and retention. It demonstrates to institutions that some groups of
students need a bit more attention than others when completing their respective program. It is therefore also important for colleges to look into the numbers and have some sort of academic preparation for students who are less likely to graduate, either by partnering with regional high schools, or requiring pre-classes before the semester starts, to allow for proper preparedness. This would help susceptible students develop the skills needed for successful completion of their respective program.
Generation STEM, What Girls Say about Science, Technology, Engineering, and Math
The Girl Scout Research Institute
This report explores what girls say about their interests and perceptions about the STEM field. It looks into how to engage girls in STEM fields over time. It debunks myths about girls and STEM and gives an insight into what entices girls’ interest in STEM and into careers in STEM.
http://www.girlscouts.org/content/dam/girlscouts-gsusa/forms-and-documents/about-girl-scouts/research/generation_stem_full_report.pdf#page=29
Increasing Opportunities for Low-Income Women and Student Parents in Science, Technology, Engineering and Math At Community Colleges.
Institute for Women’s Policy Research
Some of the fastest growing occupations in the U.S. economy are in STEM fields. Median earnings in STEM occupations tend to be higher, on average, than earnings in the workforce overall for both male and female workers in these fields. This report discusses women’s representation in STEM occupations. It also expands on promising approaches for promoting women’s participation and success in STEM fields at community colleges. The report concludes with recommendation for strengthening programs, conducting research and implementing federal policies to support the expansion of STEM programs at community colleges.
http://www.iwpr.org/publications/pubs/increasing-opportunities-for-low-income-women-and-student-parents-in-science-technology-engineering-and-math-at-community-colleges/
The Influence of Role Models on Women’s Career Choices
Julie L. Quimby and Angela M. DeSantis
It discusses the relationship between role models and career choices. The findings of this article support general social cognitive theory’s hypotheses regarding the relationships between role models, self-efficacy, and career choice.
http://onlinelibrary.wiley.com/doi/10.1002/j.2161-0045.2006.tb00195.x/pdf
Factors That Influence Persistence in Science and Engineering Careers Aspirations
Wei-Cheng Mau
The research draws a link between continued support and encouragement for women in increasing persistence in the Science and Engineering field. It also examines other factors that influence persistence. Strengthening support system and removing barriers are seen as the best way to help women persist in the Science and Engineering related field. Counsellors are suggested to tailor developmentally appropriate and culturally sensitive career interventions for individuals for students of different backgrounds
http://onlinelibrary.wiley.com/doi/10.1002/j.2161-0045.2003.tb00604.x/epdf
Women in Community Colleges- Access to Success
AAUW (American Association of University Women)
This research shows that women can improve their earnings by completing a degree or certificate and it shows how traditionally male fields can be rewarding for female. It outlines barriers to success like low academic preparation, college costs, limited information and guidance , work and family responsibilities and difficulty in transferring to four-year schools. It also provides recommendation to two year and four year schools for retaining women in STEM programs.
http://www.aauw.org/files/2013/05/women-in-community-colleges.pdf
Women Recruitment/ Retention in STEM Fields
Rebecca G. Book ; Pittsburg State University
It is a short report on how to improve recruitment and retain women in STEM fields.
https://www.asee.org/documents/sections/midwest/2011/ASEE-MIDWEST_0014_7142ac-1.pdf
Revisiting the Glass Escalator: The Case of Gender Segregation in a Female Dominated Occupation
Karrie Ann Snyder and Adam Isaiah Green
Men are disproportionately represented in the top positions in female dominated occupations. This research examines the Glass Escalator effect in nursing. In order to capture the sex segregation in female dominated fields, the research also focuses on horizontal sorting process. It also highlights the horizontal segregation that is so pervasive in nursing. Their research finds that male nurses self-select into male-clustered specializations as a consequence of gender identity and their effort to find masculine positions within a female dominated profession.
http://www.jstor.org/stable/pdf/10.1525/sp.2008.55.2.271.pdf?_=1460035230726
Why So Few? Women in Science, Technology, Enginerring, and Mathemantics
Catherine Hill, Ph.D. Christianne Corbett and Andresse St. Rose, Ed.D.
AAUW (American Association of University Women)
The report talks about the barriers faced by female in the scientific fields and makes recommendation on how to overcome these biases. It outlines the trend of women in STEM workforce and also the trends of female students in their intention to pursue STEM fields and the courses they take in STEM fields. The report gives recommendation to colleges to attract and retain more female students and female faculty in STEM. It also talks about the benefit of attracting and retaining more women in the STEM workforce.
https://www.aauw.org/files/2013/02/Why-So-Few-Women-in-Science-Technology-Engineering-and-Mathematics.pdf
An Analysis of Retention Programs for Female Students in Engineering at The University of Toledo.
Matthew Franchetti.
The paper summarizes findings of 5 year study aimed at improving retention rates of female students pursuing careers in engineering. They examined six programs and assess their impact on the university. The programs are: 1) freshman mentoring program which paired female freshmen and senior engineering students; 2) Society of Women Engineers (SWE) for mentoring and networking; 3) Co-op program support group and peer mentoring for female; 4) introduction of Freshman Design course; 5) Hiring female faculty/ staff and 6) Eberly Center for Women advocating for women’s equity in education, work and health in the university and larger city communities.
http://docs.lib.purdue.edu/cgi/viewcontent.cgi?article=1053&context=jpeer
Evaluation of the Potential for Adapting the Green Dot Bystander Intervention Program for the Construction Trades in Oregon
This report evaluates the potential for adapting the Green Dot bystander intervention program for the construction trades in Oregon in order to reduce harassment on construction job sites. The Green Dot strategy is a comprehensive approach to violence prevention that capitalizes on the power of peer and cultural influence across all levels of the socio-ecological model. The Green Dot program has primarily been used on college campuses but Green Dot has also developed adaptations for community and statewide organizations and for the military
http://wrtwc.org/wp-content/uploads/2017/09/Evaluation-of-Green-Dot-for-the-Trades-1.pdf
(Still) Building A More Diverse Workforce in the Highway Trades: 2016 Evaluation of the ODOT/BOLI Highway Construction Workforce Development Program
The goal of the Highway Construction Workforce Development Program is to improve stability and diversity of the highway construction workforce by promoting recruitment and retention of apprentices. This report provides findings regarding the effectiveness of the Highway Construction Workforce Development Program at improving recruitment and retention of a diverse workforce as well as recommendations for continuing to improve the recruitment and retention of a diverse work force in the highway trades.
http://wrtwc.org/wp-content/uploads/2017/09/Still-Building-A-More-Diverse-Skilled-Workforce-in-the-Highway-Trades.pdf
Study on Health and Safety for Women Construction Workers
The study used focus groups and surveys with women and men working in the trades in Washington State to better understand the health and safety risks affecting tradeswomen at work.
http://wrtwc.org/wp-content/uploads/2017/09/SHEWT_Phase_I_Final_Report-women-and-workplace-safety.pdf
This fact sheet below presents findings from the Safety and Health Empowerment for Women in Trades (SHEWT) study. It highlights the top risks identified and key survey results.
http://wrtwc.org/wp-content/uploads/2017/09/SHEWT-fact-sheet_3.pdf
