Message from Chairman PEC Engr. Dr. Muhammad Akram Sheikh

ENGINEER PEC September 2007between earning the baccalaureate and the doctorate, probationary period and that every tenure-reviewincluding time not enrolled at a university. However, in committee has at least one senior female member asmost fields these differences are becoming minimal.youngster colleagues may have personal clashes with oneanother. Universities may create family-friendly workplaceExperience indicates that successful programs at the environment by establishing flexible work schedules, jobgraduate level of education are addressed to specifically sharing, and subsidized, proximate child care as standardidentified needs, demonstrate multiple linkages between features of campus programs for the faculty. Allowgraduate school and other populations, and are maximum flexibility in working conditions consistent withcharacterized by substantial faculty or mentor carrying out responsibilities of teaching or research bycommitment. The processes by which men and women female scientists and engineers [2].move through graduate school activities are notnecessarily the same; do we know in what ways they are A lot many females just abandon jobs due to strict timingdifferent? Initiatives and efforts that are not interventions in requirements such as reaching sharp by bus at 8 am whilsta structural sense but nevertheless affect outcomes, for her own children a lot many females just abandon jobs dueexample, student membership in professional societies, to strict timing requirements such as reaching sharp by buscaucuses, associations, support groups, and coalitions. at 8 am whilst her own children go to school at 830 am. SheSystemic approach may alter institutions or its hard just can not come and cruel bosses start explaining withoutsettings to accommodate women scientists and understanding her issue. If a female director is appointedengineers. A teaching fellowship training program that for female staff then she can ask to other heads or deans toincludes training on sensitivity to gender issues is an consider her issues and give job assignments inintervention that can change the setting in which teaching accordance to availability. It is non sense to loose aand research are done and in which the pursuit of careers talented female just because she can not reach at 8 am totakes place.take a lecture. A mild policy may be to change her timetableas per her convenience to accommodate her other dutiesTechnical Women Facultyas wife or as a mother. The departmental climate alsoaffects women students [5].Most of the surveys carried out for woman scientists andengineers in all areas of the workplace reveal generally Women students at universities tend to believe that lack oflower salaries for female members of the profession. The departmental attention and caring means they do notdiscriminatory forces that influence the situation of women deserve to keep going or that they must not be goodin society in general are presumed to influence the careers enough. Most male doctoral students, conversely, areof faculty women in science and engineering. The talent more self-confident and consider themselves entitled to anpools from which faculty are hired is closely related to the advanced degree, so the absence of departmental caringnumber obtaining their doctorate in science and does not seem to bother them as much as it does to theengineering. Relatively low rate of continuation of women women. In fact departmental climate and culture play aninto engineering graduate school, compared with that of important part in the progress of doctoral students,women in other disciplines, cannot be explained in terms of particularly women in science and engineering. To improvea simple lack of interest in graduate studies on the part of this climate and reduce overall attrition rates in graduatethe women. The attractive job offers available to school, the Graduate School Office may startengineering BE graduates must certainly be a factor, but institutionalized programs that bring together the faculty,other factors also appear to be at work. The representation students, and departmental graduate secretaries [2-5]of women in science and engineering seems to beincreasing at all academic levels.100Efforts must be made to eliminate discrimination, real orperceived and enhance confidence of woman at workplace. To promote careers of women in academia theuniversities need to develop strategies to attract womenscientist and engineers in university. Prioritize womenparticipation by relaxing some strict barrier rules such aspublications and experience to let them be floating in mainstream [2-5]. A university can establish an office on thestatus of women faculty members, whose director is asenior female professor with line responsibility to the vicechancellor of the campus. Revise the tenure track processon campus to ensure that untenured women faculty1 2 3 4 5 6SubjectsFig.6 Student teacher’s evaluation in Engineering atmembers are indeed reviewed by their peers during the FUUAST (Semester Spring 2006)Teaching Quality Score9080706050403020100Woman (04/05)Woman (05/06)Men (04/05)Men (05/06)44