Not Your Mama’s Gender Equity: Lessons from NAPE

1. Not Your Mama’s Gender Equity: Lessons from NAPE Adrian San Miguel Allison Molitor Lucilla Mendoza Pat Weber

2. Introductions • Adrian San Miguel, Career and Guidance Transition Coordinator, Idaho Division of Professional Technical Education • Allison Molitor, Learning Community Coordinator, CND, College of Western Idaho • Lucilla Mendoza, PTEC Counselor, Lewis-Clark State College • Pat Weber, Center for New Directions, Grants Director, College of Southern Idaho

3. Equity is the means; equality is the result

4. What is equity? • Equity is a set of actions, attitudes, and assumptions that provide opportunities and create expectations about individuals.

8. Gender Equity -is the process of being fair to women and men.

10. Fields with a Higher Median Wage Have Fewer Female Students Percentage of Students that are Female Average Median Hourly Wage 100% $30.00 98% 87% $24.35 $25.00 80% 69% $20.00 $17.38 60% $18.74 $17.74 $17.53 $15.00 $15.66 40% $10.00 $10.25 25% 16% $8.48 20% 9% 10% $5.00 18% 0% $0.00 Child Care Cosme- Health Ag. Auto Precision & Dev tology Prof. Mgmt. Prod. Const. & Repair Engineering Career Counseling for Equity • Women in Trades

11. Equity Statements 9.4 3.4 1.2 5.9 • In 2012,_% of registered nurses were men • In2012,%of firefighters werewomen • In 2012,% of automotive service technicians were women • In 2012,% of childcare workers were men. • Women comprised_____% of the total U.S. labor force in 2011. • Carpenters are expected to have a percentage employment increase from 2010 to 2020 of_____%. • In 2012,% of mechanical engineers were women. • In 2011, women worked full-time year round earnedcents for each dollar earned by men. • In 1975, 34.3% of women with children under age 3 were in the civilian labor force. In 2011,_____% of women with children under age 3 were in the civilian labor force. • In terms of women in leadership positions, in 2009 only 24 percent of CEOs in the US were women and they earned_ ____% percent as much as male CEOs 58.1 21.7 4.5 77 60.9 74.5

12. Question? What is equity?

19. Question? How does gender equity impact your work?

20. Evidence Based Practices

21. Stem Equity pipeline Dallas-Fort-Worth Texas Instruments Projects • High Tech High Heels • 700 Girls attended 2 week camps • AP Physics Camps for HS Girls • Girls taking more physics exams to earn college credit • increased by almost 100, with girls passing 161 tests for college credit in 2010 • Gender Equity Training • gender equity training was offered to 57 teachers with a focus on physics teachers • STEM Career workshops for counselors

22. Vermont Projects • Rosie’s Girls • Women Can Do • Youth Advisory Council • Lead In - Career exploration

23. MICROMESSAGING – To Reach and Teach Every Student • Training for educators, administrators, and counselors • Academy-9-12 month program for educators • 30 hours of professional development • Workshops, webinars and online courses

24. NAPE Focus on Counselors Initiative-Counselor Tool Kit and Resources • 1 Exploring STEM Careers Booklet • 4 lesson plans and related documents • STEM careers scavenger hunt STEM careers are essential to our health happiness & safety (lesson plan,worksheet1, worksheet 2) • Engineering our world (lesson plan) • Work values (lesson plan and worksheet) • 100 Kudos Cards to encourage girls in STEM • 1 desktop Kudos Cards holder

25. Pipe stem-program improvement process for equity in STEM • NAPE offers PIPE-STEM for any type of educational institution K-12 and beyond • Five step process to increase the participation, completion, and transition of females and other underrepresented groups in STEM-related programs of study • NAPE provides training and technical support

26. NAPE STEM Equity Pipeline Goals • Build the capacity of formal education community to implement research based approaches proven to increase the participation and completion of females, including those with disabilities, in STEM education • Institutionalize the implemented strategies by connecting the outcomes to existing accountability systems • Broaden the commitment to gender equity in STEM education

27. Idaho Equity Efforts • Creation of Career Pioneer Network for statewide collaboration • Mission: To inspire individuals to explore and pursue a full range of career options by enhancing awareness and knowledge of nontraditional careers; encouraging participation through best practices of recruitment, and retention strategies; and effectively removing barriers to success for females and males of all ages. • Career Pioneer: students or professionals who either train for or work in occupations where one’s gender comprises less the 25% of that occupation or field of work • Focus on women in STEM and men in healthcare • Connection with NAPE to support efforts

28. Idaho NAPE Pipeline Efforts • Creation the Idaho Career Pioneer Network website • http://www.careerpioneernetwork.org/ • Resources for: • Students • Counselors • Parents • Teachers • Business/Industry

29. Idaho NAPE Pipeline Efforts • Billboards in Eastern Idaho promoting nontraditional fields • Data dashboards • Monthly professional development provided by NAPE • CPN Symposiums

30. Idaho NAPE Pipeline Efforts • STEM conferences at all CNDs • Focus on girls or women • Hands-on activities • Nontraditional scholarships

31. Question? How can we impact gender equity on a state level? 2. What ideas do you have for the Career Pioneer Network?

32. Local Equity Efforts • Trainings with high school teachers on equity • Nontraditional networking luncheons/end of year celebrations • Collaboration with iSTEM • Review of marketing items with an equity lens