Challenging male dominance through the substantive representation of women: the case of an online women’s mentoring platform

Abstract

This article analyses the design of an online mentoring platform—for women by women—in a high‐technology, male‐dominated UK industry: aviation and aerospace. Based on interviews with professionals and managers, we analyse the journey of the women involved and contribute to the understanding of the role of women (individually and collectively) in challenging gendered norms in a male‐dominated industry through the theoretical lenses of ‘critical actors’ and ‘critical mass’. We combine these concepts, usually seen as mutually exclusive, to explain the success of the online platform. We show how a small number of self‐selected critical actors represented, listened and responded to the needs of the women in their industry, thus achieving the substantive representation of women. We also argue that while critical actors were key to its inception, the mentoring platform now needs a critical mass of women to ensure its success.

Occupational commitment of women working in SET: The impact of coping self‐efficacy and mentoring

“…Research on mentoring recommends tailored programmes addressing the needs of women in SET. This may include professional female networks that enable them to identify and freely discuss barriers they are facing in the industry (Durban et al., 2020). Recent research also distinguishes the differing needs of early career recruits and experienced employees where the latter require support in initiatives advancing their professional network.…”

Building leaders for the UN Ocean Science Decade: a guide to supporting early career women researchers within academic marine research institutions

“…learned societies, professional organisations), or through collaborative means. This has been discussed previously in marine science (Van Stavel et al, 2021), STEM (Dewitty et al, 2016;Durbin et al, 2020;Hopp et al, 2020), as well as academia and industry more generally (Barrett et al, 2005;Parmaxi and Vasiliou, 2015;Alves et al, 2018;Holzinger et al, 2018). Mentoring platforms can act as an online community and they match and link women mentors and mentees and may provide a more informal approach to mentoring.…”

“…Mentoring platforms can act as an online community and they match and link women mentors and mentees and may provide a more informal approach to mentoring. They can be delivered through a multitude of different technology platforms, including applications, public websites, social media pages, or via a customer relationship management (CRM; Alves et al, 2018;Durbin et al, 2020). Mentoring platforms can make mentoring more accessible to geographically dispersed and minoritized groups of women, transcend institutions and can be complemented by face-to-face mentoring meetings and networking opportunities with other mentees and mentors (Durbin et al, 2020;Hopp et al, 2020).…”

Exploring the value of mentorship for women police officers

“…Given the challenges women face in male-dominated professions, mentorship, perhaps especially from other women, can offer benefits and teach coping strategies from those who have navigated similar challenges (Martin and Barnard, 2013). Research in other male-dominated fields, such as engineering, shows women experience greater benefits when they are mentored by high ranking women (Dougherty et al, 2013;Durbin et al, 2020). However, the previous literature also suggests that the context of this mentorship is importantspecifically as it relates to perceived similarity (Ensher and Murphy, 1997).…”

“…Research in other male-dominated fields, such as engineering, shows women experience greater benefits when they are mentored by high ranking women (Dougherty et al. , 2013; Durbin et al. , 2020).…”