Mentoring has the potential to give women access to the formal and informal networks that are important for learning about
opportunities and strategies for success in the workplace.
The two-component mentoring program focuses on bringing female faculty together for mutual support, advice and guidance.
The expected results of this mentoring program will be to increase the interactions of women faculty and to facilitate
their individual strategic career objectives by providing a nurturing and supportive environment.
Group Mentoring Program
The goal of the Group Mentoring Program is to establish a formal mentoring program to facilitate the promotion,
tenure, and retention of junior level faculty. This program will raise awareness about how to obtain tenure and promotion
and communicate strategies for dealing with challenges of research, teaching, service and departmental citizenship.
The Group Mentoring Program involves the adoption of group mentoring, mentor/mentee expectation worksheets, and a curriculum
for training mentors.
Outcomes from the group
mentoring program include: more women mentored, more women mentors, trained women mentors who can mentor post-doctoral and
graduate students, and group mentoring beyond PoWERS departments.
The goal of the PoWERS Listserv is to facilitate communications among all mentors and mentees by providing them with a
means to discuss issues as they arise, and to promote communication with each other between and following the mentoring
Benefits of implementing the listserv include: identification of hidden climate issues, collaboration between science,
engineering and medicine faculty as measured by identification of common issues and the impact on mentoring and retention.