Harvard Case - Harvey Mudd College: Promoting Women in Computer Science through Inclusive Education
"Harvey Mudd College: Promoting Women in Computer Science through Inclusive Education" Harvard business case study is written by Laura Winig, Robert Livingston. It deals with the challenges in the field of Business Ethics. The case study is 31 page(s) long and it was first published on : Jun 16, 2021
At Fern Fort University, we recommend Harvey Mudd College (HMC) adopt a comprehensive strategy to promote women in computer science, encompassing ethical leadership, diversity and inclusion, and organizational change. This strategy should prioritize a holistic approach to inclusive education through:
- Empowering faculty: Investing in faculty development programs focused on inclusive teaching practices and unconscious bias awareness.
- Mentoring and support networks: Establishing robust mentorship programs connecting female students with successful women in the field, fostering a sense of belonging and community.
- Curriculum reform: Reviewing and revising the curriculum to incorporate diverse perspectives and address gender stereotypes present in technology.
- Building a supportive environment: Cultivating an inclusive campus culture that celebrates diversity and actively combats discrimination, creating a welcoming space for all students.
2. Background
Harvey Mudd College, a highly selective engineering and science institution, faces a significant challenge in attracting and retaining women in computer science. Despite efforts to increase female enrollment, the percentage of women graduating in the field remains significantly lower than their male counterparts. This disparity reflects a broader societal issue of gender bias and underrepresentation in STEM fields, particularly in computer science.
The case study highlights the efforts of HMC faculty and administration to address this issue, including initiatives like the 'Women in Computer Science' program, targeted outreach, and partnerships with organizations promoting women in STEM. While these efforts have yielded some positive results, the challenge persists, demanding a more comprehensive and strategic approach.
3. Analysis of the Case Study
Stakeholder Theory provides a valuable framework for analyzing this case. HMC's stakeholders include:
- Students: Female students seeking a supportive environment and equal opportunities in computer science.
- Faculty: Professors committed to inclusive teaching practices and fostering a diverse learning environment.
- Alumni: Graduates who can contribute to the college's mission and advocate for change.
- Industry partners: Companies seeking a diverse talent pool and willing to support initiatives promoting women in STEM.
- Society: Beneficiaries of a more diverse and inclusive workforce in the tech industry.
Analyzing the case through the lens of stakeholder theory reveals key challenges:
- Perceptions and stereotypes: The persistent belief that computer science is a 'male-dominated' field creates a discouraging environment for women.
- Lack of role models: The underrepresentation of women in computer science faculty and leadership positions limits opportunities for female students to see themselves in these roles.
- Unconscious bias: Even well-intentioned individuals can unknowingly perpetuate biases that impact women's experiences in STEM fields.
- Limited support systems: The absence of robust mentorship programs and support networks can make it challenging for women to navigate the academic and professional challenges.
4. Recommendations
HMC should implement the following recommendations:
1. Empowering Faculty:
- Faculty Development Programs: Invest in training programs for faculty on inclusive teaching practices, unconscious bias awareness, and strategies for creating a welcoming classroom environment for all students.
- Mentoring for Faculty: Establish a mentorship program for faculty, pairing experienced professors with those new to the field, to share best practices and support inclusive teaching.
- Diversity in Hiring: Actively recruit and hire women and underrepresented minorities for faculty positions, creating a more diverse and representative teaching force.
2. Building Supportive Networks:
- Mentorship Program: Expand the existing 'Women in Computer Science' program to create a comprehensive mentorship network connecting female students with successful women in the field, both within and outside of HMC.
- Peer Support Groups: Establish peer support groups for female students in computer science, providing a safe space for sharing experiences, building community, and fostering a sense of belonging.
- Industry Partnerships: Strengthen partnerships with tech companies and organizations committed to diversity and inclusion, providing opportunities for internships, networking, and career guidance.
3. Curriculum Reform:
- Diverse Perspectives: Review and revise the computer science curriculum to incorporate diverse perspectives, histories, and contributions from women and underrepresented minorities in the field.
- Gender-Neutral Language: Ensure the use of gender-neutral language and avoid perpetuating stereotypes in course materials and assignments.
- Inclusive Case Studies: Integrate case studies and examples that showcase successful women in computer science, providing role models and inspiration for students.
4. Building an Inclusive Culture:
- Campus-Wide Initiatives: Implement campus-wide initiatives promoting diversity and inclusion, addressing issues of unconscious bias and creating a welcoming environment for all students.
- Diversity Training: Provide diversity training for all staff and faculty, fostering awareness of unconscious bias and promoting respectful communication and interaction.
- Student-Led Initiatives: Support student-led initiatives focused on diversity and inclusion, empowering students to create a more welcoming and equitable campus environment.
5. Basis of Recommendations
These recommendations are based on the following principles:
- Ethical Leadership: HMC's leadership must demonstrate a commitment to diversity and inclusion as core values, setting the tone for a culture of respect and equity.
- Stakeholder Theory: The recommendations address the needs and concerns of all key stakeholders, including students, faculty, alumni, industry partners, and society.
- Research and Best Practices: The recommendations are informed by research on gender bias in STEM fields, best practices in inclusive education, and successful initiatives from other institutions.
- Sustainability: The recommendations are designed to create lasting change, fostering a culture of diversity and inclusion that benefits future generations of students.
6. Conclusion
By implementing these recommendations, HMC can create a more inclusive and welcoming environment for women in computer science, addressing the challenges of underrepresentation and fostering a culture of equity and opportunity. This will not only benefit HMC students but also contribute to a more diverse and innovative tech industry, benefiting society as a whole.
7. Discussion
Alternatives:
- Focus solely on outreach: While outreach efforts are important, they are insufficient without addressing the systemic issues that contribute to underrepresentation.
- Ignoring the issue: Failing to address the issue of gender bias in computer science would perpetuate the status quo and hinder progress towards a more equitable and diverse tech industry.
Risks and Key Assumptions:
- Resistance to change: Some faculty and staff may resist change, requiring strong leadership and communication to implement the recommendations effectively.
- Lack of resources: Implementing these recommendations requires significant financial and human resources, necessitating careful planning and resource allocation.
- Long-term commitment: Creating a truly inclusive environment requires a long-term commitment to change, not just a one-time effort.
8. Next Steps
- Form a task force: Establish a task force comprised of faculty, staff, students, and industry partners to develop and implement the recommendations.
- Develop a timeline: Create a detailed timeline for implementing each recommendation, including key milestones and deadlines.
- Secure resources: Identify and secure the necessary financial and human resources to support the initiative.
- Monitor progress: Establish metrics to track progress towards achieving the goals of the initiative and make adjustments as needed.
- Communicate effectively: Communicate the goals and progress of the initiative to all stakeholders, fostering transparency and buy-in.
By taking these steps, HMC can create a more inclusive and welcoming environment for women in computer science, contributing to a more diverse and innovative tech industry and fostering a culture of equity and opportunity for all.
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Case Description
In 2005, the faculty of the computer science department at Harvey Mudd College reviewed its statistics on gender matriculation. A long-time goal of the department had been to increase the number and proportion of women studying computer science at the school. To their consternation, they discovered that the number of women declaring computer science majors was declining. The case describes the steps the faculty took to redesign their core introductory course as well as the follow-up study that revealed a dramatic, sustainable increase in women's engagement: Harvey Mudd College raised the percentage of women computer science majors to over 50% in less than ten years. The case discusses the transformation of the culture and pedagogy-as well as specific actions taken by the faculty and school leadership-that fomented this change. The focus on the computer science program is set against the broader backdrop of Harvey Mudd College's efforts to attract and retain women students generally. HKS Case 2225.0
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