Diversity in Mentoring

Mentoring Underrepresented Populations:

Do mentees or mentors need to think about culture, background, race, or other aspects about a person when entering into a mentoring relationship?

Yes. Although the general requirements and needs discussed in other sections of this website are applicable to all mentee-mentor relationships, mentees from underrepresented populations often face different barriers to academic success. In our experience these include:

  • Less research experience
  • Less academic writing experience
  • Fewer faculty role models
  • Fewer colleagues
  • More obligations and involvement in clinical and administrative activities due to the need for representation on committees and service as teachers and mentors to younger trainees.

Mentors of mentees who are from underrepresented populations need to be aware of background and cultural differences and the challenges that their mentees face. Like any mentee-mentor relationship, skills and competencies must be assessed and addressed in a proactive and positive way.

What are some things that mentors can keep in mind when mentoring students from underrepresented populations?
  • Mentors should understand that different groups face very different issues and experiences. Do not assume that all students from one group will share the same thoughts and perspectives as other groups and, within a group, each other.
  • Remember that social class, geographic origin, and other factors play an important role in shaping people's behavior and attitudes.
  • Think about ways you have been socialized concerning ideas about race, religion, and socio-economic background and make efforts to increase your awareness and knowledge about these issues.

Mentoring Women:

Are there special issues when mentoring women?
Yes, the evidence suggests that women are less likely than men to have strong and successful mentoring relationships. The result of this has been that women are less likely to be promoted to senior academic ranks, despite controlling for the number of publications, grant support, hours worked, and specialty.
What is different when about the mentee-mentor relationship when the mentee is a woman?
Women traditionally think of the mentoring relationship in terms of support and advocacy. This view differs from the traditional and male-centered version of mentoring that traditionally involves competition and hierarchy.
What are the potential barriers that women face in establishing successful mentoring relationships?

Women face several challenges with regard to establishing successful mentoring relationships. First, women and men look for different traits in a mentor. While both strive to find respected mentors with proven track records, women more often seek mentors who are approachable, understanding and, in most cases, female. Given the fewer number of women available to be mentors in academia it's not surprising women face difficulties finding mentors that match their needs and expectations.

Second, there are inherent differences in the career paths of women and the model of academic success built around that model. The traditional career pyramid is inverted for women compared to men. Men often begin their careers relatively unencumbered by family obligations. They also often choose to spend less time working as they get older. Women, on the other hand who decide to bear children do so at younger ages and face the brunt of family commitments also at an earlier age. They are consequently more able and prepared to develop careers in the later stages of their life. This difference in life stage and family obligations presents another challenge as it changes the needs of women as mentees.

What are some solutions to overcoming barriers for women mentees?

When trying to solve any barrier knowing that is exists is half the battle. Mentors who have women mentees can help by being proactive with the mentee and helping them to identify mentors early in their careers.

Also, mentoring is best done as a team sport. Women mentees should seek multiple mentors who can serve as mentors for various aspects of their career. For example, someone to help discuss research methodology, someone to discuss career trajectory and someone to discuss balancing work and home life.