Induction Presentation Women in Universities Mentoring Scheme (WUMS)
Induction Presentation
Women in Universities Mentoring Scheme
(WUMS)
The problem:
Almost 30 years since the Sex Discrimination Act was passed, there
are still far, far fewer women than men in positions of power and
influence. Open the door of any boardroom or council chamber,
and the chances are that most people around the table will be
men. For years there have been plenty of talented women
coming up in business, public life and politics, but those who
reach the top are still the exception
Equal Opportunities Commission, Sex and Power: who runs Britain? (Manchester: EOC, 2004), p. 1.
At the current rate of progress, it will take...
Another 27 years to achieve equality in Civil Service top management.
Another 55 years (up from 40 years) to achieve an equal number of senior women in the judiciary.
Another 73 years (up from 65 years) to achieve an equal number of female directors of FTSE 100 companies.
Around 200 years – another 40 elections – to achieve an equal number of women in Parliament.
Sex and Power, EHRC 2008
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Some statistics:• 9.6% of senior judiciary in the United Kingdom are female (2008/9)• 11% top UK business managers are female (2008/9)• 19% of Professors in United Kingdom are female (2011)
There is still a great deal of occupational segregation within the HE sector:
• 45% of doctorates are awarded to female students, • 30% of active researchers are female • 44% of academic professionals are female, • 19% of Professors are female
• 57.7% of non-academic professionals are female, • How many are senior managers or VCs?
“…women were as ambitious as men, were as
academically and research active, but did not
make it to the top in the numbers that reflected
their contribution to science” suggesting that the
poor retention of female researchers could be
related to the academic culture.”
Athena Project 1999-2007
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Under-representation of women in male dominated work environments can lead to:
•Feelings of isolation
•Lack of confidence
•Limited networking opportunities
•Missed opportunities
•Stunted career development
•Professional under-achievement
Not all doom and gloom
Lord Davies report
Google mentoring scheme
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Why mentoring?
What is mentoring?
…supports and encourages people to manage their own learning in order that they maximise their
potential, develop their skills, improve their performance and become the person they want
to be.
Eric Parsloe, The Oxford School of Coaching and Mentoring
What is mentoring?
• A method of enhancing personal development of
individuals
• One to one relationship between an individual and
a more senior or experienced person
• Increasingly used to develop staff to their full
potential
• Confidential
Background to WUMS
1999 – Athena Project Development Grant
“Aims to improve the access, participation and promotion of women
in SET in Higher Education”
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Objectives of Scheme
• To increase personal, research and career development skills
• To increase self-confidence • To encourage female staff to apply for more senior
positions • To encourage submission of bids for research
grants • To retain female members of staff in SET• To reduce feelings of isolation
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Benefits of Collaboration
• Larger pool of mentors
• Confidentiality
• Regional network in SET
• Potential development opportunities
• Sharing of good practice and expertise
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Outcomes of WUMS 2008 Pilot Project
•92% of participants either ‘satisfied’ or ‘very satisfied’ with
their overall experience with WUMS
•100% of mentees were either ‘satisfied’ or ‘very satisfied’ with
their overall experience with WUMS
•92% of mentors were either ‘satisfied’ or ‘very satisfied’ with
their overall experience with WUMS
Feedback and testimonials
• ‘Above all else my mentor has given me a great boost in self-confidence and a wake-up call from my current ‘comfortable position’…to what lies outside and what I can achieve.’ (Mentee, WUMS 2008)
• ‘Brilliant scheme – we really need to extend and expand it’ (Mentor, WUMS 2008)
• ‘The ‘fit’ and match between our backgrounds…enabled us to quickly develop a rapport which has supported our interactions.’ (Mentor, WUMS 2008)
WUMS Current Situation
• Funding received from HEFCW and all HEIs in August
2009 and secured for 3 years
• Over 100 applications received
• Successfully matched 200 pairs
• Mentors and Mentees from all Welsh HE institutions
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How does the Women in Universities Mentoring
Scheme work?
Application process
• Application stage and deadlines• The matching process • Matching criteria• Establishing contact• Induction and training for mentees and mentors• Evaluation of matched partnership• Support available from Project Coordinator or
Steering Group member
Mentoring meetings
• Face to face• Tele-conferencing• Video-conferencing• Skype
Mentoring meetings
• Number of mentoring meetings is left up to participants; WUMS suggests at least three
• The timescale of the relationship is open-ended; WUMS suggests 10-12 months
Possible discussion topics for mentoring meetings
• Career aims
• CVs and interview techniques
• Interpersonal and communication skills
• Assertiveness
• Time management and prioritisation
• Obtaining membership of professional bodies
• Part-time lecturing
• Team working
• Appraisal
Benefits to mentees:
• Increased self-confidence, motivation and assertiveness
• Improved research, career development and personal
skills
• Career enhancement
• Critical self-appraisal and career planning
• Enhanced networking opportunities
• Reduced feeling of isolation in male dominated
departments
• Access to senior women role models
Benefits to mentors:
• Expanded networking opportunities
• Renewed self-confidence and recognition
• Improved relationships with other senior women
• Enhanced interpersonal and people management skills
• Personal satisfaction
• New perspectives
• Improved listening skills
• Feeling of ‘giving something back’
Advantages of external mentors:
• Creates networking opportunities
• No preconceptions
• No internal politics
• No power struggles/relationships
• Provides wider horizons
• Mentees have opportunity to see a different
environment
• Confidentiality
Benefits to institutions:
• Improved motivation of staff
• Better networking opportunities
• Opportunities for collaborative research or projects
• More constructive relationships between HEIs
Flexible approach
• Allow relationships to develop organically and without
undue supervision or intrusion
• Make the scheme responsive and customisable to the
needs of the participants
• Cultivate a relaxed, open and approachable culture that is
receptive to changing circumstances
How do we know if it works?
Feedback and monitoring allows us to:
• Gauge how you think your mentoring relationship is
progressing
• Assess if we need to make any changes to the project
administration or logistics
• Receive critical feedback and suggestions for change and
improvement
FAQs
• Can I be a mentor and a mentee at the same time?
• Does WUMS only accept applications from female mentors
and mentees?
• Am I able to claim travel and subsistence expenses for
meetings with my mentor/mentee?
• I have not heard from my mentor/mentee/ the relationship
has broken down. What should I do?
Future of the scheme
Any Questions?
Women in Universities Mentoring Scheme (WUMS)/
Cynllun Mentora Menywod mewn PrifysgolionUniversity of Glamorgan/Prifysgol Morgannwg
TreforestPontypriddCF37 1DL
Email/E-bost: [email protected]: http://wums.glam.ac.uk