Leadership Development Programs for Women in Engineering Industry
Why this work is in the frame
A frame that forgets how it found something cannot be audited. These are the routes that admitted this work.
Bibliographic record
Abstract
Many engineering organizations are realizing the benefits of diversity for innovation in their product development and team dynamics. While women remain a minority in the classroom and the workplace when it comes to engineering, they have registered significant gains. Despite decades of increases in percentages of women at lower levels however, gender diversity at high levels remains woefully low. Without integrating diversity at all levels of an organization, the full benefits of diversity cannot be reached. Furthermore, highly trained and experienced workers become dissatisfied and/or eventually leave if they cannot see a path to career advancement. Leadership development programs for women have recently sprung up in a number of engineering organizations to reap the full benefits of these companies’ investments in a diverse workforce. At Pratt & Whitney Canada, in 2007, a committee was struck to develop a Women’s Leadership Initiative that has been vibrant ever since, registering successes such as promotion of several women to Vice President status. In 2011, the NSERC Chair for Women in Science and Engineering, BC and Yukon sponsored six introductory Leadership Development workshops developed by the Canadian Centre for Women in Science, Engineering, Trades and Technology hosted at engineering workplaces across British Columbia. The presentation and paper will discuss the need for such programs, their essential ingredients and provide a preliminary assessment of their effectiveness.
Fetched live from OpenAlex and de-inverted. Abstracts are not stored in this database: the inverted indexes are 8.6 GB of the frame’s 9.3 GB of text, and the host has 13 GB free.
Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.000 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.000 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from it