Mentoring of graduate students and postdoctoral scholars is an integral part of training at research institutions. Mentoring scholarship has rapidly evolved over the last two decades, elucidating the need for shifts in mentor/mentee relationships, including the need for mentor training. The University of Maryland, Baltimore and the University of Maryland College Park combined mentoring workshops based on an established curriculum. Workshops were offered to faculty at different institutions in the Maryland system growing out of a need from the National Science Foundation Alliances for Graduate Education and the Professoriate (NSF AGEP) Promise Academy Alliance. The authors share the model they developed as well as the benefits and challenges of the inter-institutional approach.
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Work-in-Progress: The Design and Implementation of EFRI-Research Experience in Mentoring Catalyst Initiative Paper
The National Science Foundation (NSF) Emerging Frontiers and Innovation (EFRI) Research Experience and Mentoring (REM) program nationally supports hands-on research and ongoing mentorship in STEM fields at various universities and colleges. The NSF EFRI-REM Mentoring Catalyst initiative was designed to build and train these robust, interactive research mentoring communities that are composed of faculty, postdoctoral associates and graduate student mentors, to broaden participation of underrepresented groups in STEM research who are funded through NSF EFRI-REM. This work-in-progress paper describes the first five years of this initiative, where interactive training programs were implemented from multiple frameworks of effective mentoring. Principal investigators, postdoctoral associates and graduate students are often expected to develop and establish mentoring plans without any formal training in how to be effective mentors. Since the start of this initiative, over 300 faculty, postdoctoral associates and graduate students have been trained on promising practices, strategies, and tools to enhance their research mentoring experiences. In addition to formal mentor training, opportunities to foster a community of practice with current mentors and past mentor training participants (sage mentors) were provided. During these interactions, promising mentoring practices were shared to benefit the mentors and the different mentoring populations that the EFRI-REMs serve. The community of practice connected a diverse group of institutions and faculty to help the EFRI-REM community in its goal of broadening participation across a range of STEM disciplines. Those institutions are then able to discuss, distill and disseminate best practices around the mentoring of participants through targeted mentored training beyond the EFRI-REM at their home institutions. Not only does the EFRI-REM Catalyst initiative focus on broadening participation via strategic training of research mentors, it also empowers mentees, including undergraduate and graduate students and postdoctoral associates, in their research experiences through an entering research undergraduate course and formal mentoring training workshops. Future expansion to other academic units (e.g., colleges, universities) builds on the research collaborations and the initiatives developed and presented in this work-in-progress paper. A long-term goal is to provide insights via collaborative meetings (e.g., webinars, presentations) for STEM and related faculty who are assembling an infrastructure (e.g., proposals for the ERFI-REM program) across a range of research structures. In summary, this work-in-progress paper provides a description of the design and implementation of this initiative, preliminary findings, expanding interactions to other NSF supported Engineering Research Centers, and the future directions of the EFRI-REM Mentoring Catalyst initiative.
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- Award ID(s):
- 2040078
- PAR ID:
- 10289601
- Date Published:
- Journal Name:
- ASEE Annual Conference proceedings
- ISSN:
- 1524-4644
- Format(s):
- Medium: X
- Sponsoring Org:
- National Science Foundation
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Mentoring of graduate students and postdoctoral scholars is an integral part of training at research institutions. Mentoring scholarship has rapidly evolved over the last two decades, elucidating the need for shifts in mentor/mentee relationships, including the need for mentor training. The University of Maryland, Baltimore and the University of Maryland College Park combined mentoring workshops based on an established curriculum. Workshops were offered to faculty at different institutions in the Maryland system growing out of a need from the National Science Foundation Alliances for Graduate Education and the Professoriate (NSF AGEP) Promise Academy Alliance. The authors share the model they developed as well as the benefits and challenges of the inter-institutional approach.more » « less
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Community colleges (CCs) play a critical role in advancing the education of all learners. Approximately 40% of first-time college freshman begin in Community Colleges. The proposed framework seeks to support and excite CC students to persist in their STEM education to increase the pipeline for the STEM workforce. Its vision is to provide CC students engineering skills and to excite them about engineering research. The framework enables students to spend 10 summer weeks at Northeastern University to increase skills, confidence, and learn firsthand about research. Each student will join a research lab, working with faculty and graduate student mentors. Also, students will be mentored after summer to further support their successful graduation and/or transfer to a 4-year institution and beyond. The site is guided by two of the grand challenges of the National Academy of Engineering: personalized learning and scientific discovery. Unique aspects of the proposed framework include: a hands-on short course in engineering topics and software tools; formal mentor training including modules for mentoring CC students; daily student meetings with mentors; extensive professional development seminars; formal research training including daily reflection journals, poster presentations and technical writing with a faculty member; and recruitment from a unique pool of highly talented URM students.more » « less
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Trube, Mary B (Ed.)Postdoctoral scholars have traditionally received mentoring from a single mentor (creating a “dyad”), limiting the psychosocial support they receive, which is particularly challenging for minoritized scholars (Deanna et al., 2022; Ransdell, et al., 2021). The AGEP Promise Academy Alliance (APAA) (Cresiski et al., 2022) provides multiple mentors for postdoctoral fellows to expand their academic, professional, and support networks. This mixed-method case study involves postdoctoral fellows in the APAA faculty conversion program to identify the extent to which these multiple mentoring opportunities occurred and benefited the APAA fellows. Surveys administered to participants and their non research mentors elucidate the mentorship experience. The findings provide insights for implementing a multi-mentor network within a state university system. This study explores the broader ecosystem of mentorship and its influence on the advancement of minoritized postdocs in biomedical sciences, particularly those who may experience social isolation within their departments. It recognizes that mentorship extends beyond the formal research mentor-mentee relationship and encompasses a network of support that can positively impact the career trajectories and professional development of minoritized individuals. Scholars report benefits from having multiple mentoring opportunities within their institution, within the university system, and from external scholars through our mentors in residence program. “Just in time” mentoring on time-sensitive issues supplemented sustained mentoring. The inclusion of inter-institutional peers, administrators and faculty mentors enhanced this multiple mentor model. Minoritized postdoctoral scholars often have limited opportunities to receive mentorship (Yadav et al., 2020). Mentoring in dyads remains pervasive, though multiple mentors have been proposed (Deanna et al., 2022). We demonstrate that state university systems can be leveraged to provide a unique ecosystem of both short and sustained mentoring interactions that benefit minoritized postdocs without overburdening already over-worked faculty mentors.more » « less
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Impact of gender on the formation and outcome of formal mentoring relationships in the life sciencesBero, Lisa (Ed.)Despite increasing representation in graduate training programs, a disproportionate number of women leave academic research without obtaining an independent position that enables them to train the next generation of academic researchers. To understand factors underlying this trend, we analyzed formal PhD and postdoctoral mentoring relationships in the life sciences during the years 2000 to 2020. Student and mentor gender are both associated with differences in rates of student’s continuation to positions that allow formal academic mentorship. Although trainees of women mentors are less likely to take on positions as academic mentors than trainees of men mentors, this effect is reduced substantially after controlling for several measurements of mentor status. Thus, the effect of mentor gender can be explained at least partially by gender disparities in social and financial resources available to mentors. Because trainees and mentors tend to be of the same gender, this association between mentor gender and academic continuation disproportionately impacts women trainees. On average, gender homophily in graduate training is unrelated to mentor status. A notable exception to this trend is the special case of scientists having been granted an outstanding distinction, evidenced by membership in the National Academy of Sciences, being a grantee of the Howard Hughes Medical Institute, or having been awarded the Nobel Prize. This group of mentors trains men graduate students at higher rates than their most successful colleagues. These results suggest that, in addition to other factors that limit career choices for women trainees, gender inequities in mentors’ access to resources and prestige contribute to women’s attrition from independent research positions.more » « less
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