Texas Tech University.

This material is based upon work supported by the National Science Foundation under ADVANCE-PAID Grant SBE-0618406. Any opinions, findings, conclusions or recommendations expressed are those of the author(s) and do not necessarily reflect the views of the National Science Foundation.

Partnership of Women in Engineering, Research, & Science

Mentoring Programs

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.

PoWERS Listserv

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 luncheons.

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.