Title,Citation,Topic_area,Study_type,Study_evidence_rating,Outcome_effectiveness,Findings,Intervention_program,Topics,Target_population,Firm_characteristics,Geographic_setting,Original_publication_date,Original_publication_link
"Mentoring practices proven to broaden participation in STEM disciplines","Crumpton-Young, L., Elde, A., & Ambrose, K. (2014, June). Mentoring practices proven to broaden participation in STEM disciplines. Paper presented at 2014 American Society for Engineering Education Annual Conference, Indianapolis, IN.","Women in Science, Technology, Engineering, & Math (STEM)","Study Type: Descriptive Analysis",,,"Summary:

	The study identified effective mentoring practices, mostly at postsecondary institutions, for women and minority students in science, technology, engineering, and mathematics (STEM) fields.
	The authors surveyed 25 randomly selected mentor programs or individuals who received a National Science Foundation award for being successful in mentoring students who are typically underrepresented (including women) in STEM. The survey asked award recipients to rate their performance on 22 mentoring practices using a scale ranging from not doing well to doing exceptionally well. The authors deemed those mentoring practices rated most highly as best practices.
	The study found that the highest-rated mentoring practices were being passionate about mentees and their development, creating opportunities for mentees, setting high expectations for mentees’ performance, providing needed support to mentees, and respecting mentees’ confidentiality. Conversely, the lowest-rated practices set the mentor in an authoritative light and included providing constant feedback to and having constant contact with mentees.",,"Mentoring Science, Technology, Engineering, and Math (STEM) programs","Youth, Female, Black or African American, Asian, Hispanic of any race, Multiracial, American Indian or Alaska Native, Native Hawaiian or other Pacific Islander",,"United States",2014,https://www.google.com/url?sa=t&rct=j&q=&esrc=s&source=web&cd=1&ved=0ahUKEwiM7t…
"The effect of federal contractor status on racial differences in establishment-level employment shares: 1979–1992.","Rodgers, W., & Spriggs, W. (1996). The effect of federal contractor status on racial differences in establishment-level employment shares: 1979–1992. The American Economic Review 86(2), 290–293.","Employer Compliance","Study Type: Causal Impact Analysis","Causal Evidence Rating: Low Causal Evidence","Employment-Low-Mixed impacts
      
    
  
              


      
            Employment","Summary:

The study’s objective was to assess the effect of Executive Order 11246, a 1965 directive that subjected federal contractors to stringent antidiscrimination standards, by comparing the proportion of minority employees among federal contracting firms who were covered by such policies to the share among other private organizations that were not covered.
The authors analyzed the effect of federal contractor status on racial and ethnic groups’ shares of a firm’s employment while also accounting for other establishment-level differences using data from the 1979–1992 Employer Information Report EEO-1 files.
The study found that by 1992, the African American employment share was 1.36 percentage points higher among federal contractors than at an average EEO-1 reporting company. For Hispanics, however, federal contractor status had the opposite effect; it decreased the proportion of Hispanic employees by 0.45 percentage points in 1992.
The quality of causal evidence presented in this study is low. This means we are not confident that the estimated effects are attributable to Executive Order 11246; other factors are likely to have contributed.","Executive Order 11246","Executive Order 11246 (E.O. 11246) Civil Rights Act of 1964","Asian, Black or African American, Hispanic of any race",,"United States",1996,