Enhancing Mentoring and Networking of Junior Academic Women: what, why, and how?

Quinlan, Kathleen M.

doi:10.1080/1360080990210103

Cited by 82 publications

(44 citation statements)

References 13 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…This may, in part, be due to one of its informal strengths : that such mentoring is situated learning (Lave and Wenger 1991;Handley et al 2006) and occurs within the everyday life of participants. However, there are examples of formal mentoring programs in higher education for staff induction (Boice 1992b), to improve teaching (Harnish and Wild 1994), to assist early career researchers (Johnston and McCormack 1997) and to actively facilitate academic women's development (Gardiner et al 2007, Quinlan 1999, Treleaven 1994). …”

Section: Mentoring: To Match or Not To Matchmentioning

confidence: 99%

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Bell

Treleaven

2010

High Educ

View full text Add to dashboard Cite

Abstract:Finding a suitable mentor is crucial to the success of mentoring relationships. In the mentoring literature, however, there is conflicting evidence about the best ways to support the pairing process in organisational mentoring programs. This paper presents a detailed analysis of the pairing process in an academic mentoring program that has implications for building a mentoring culture in higher education. The program which began with a pilot and has continued for five years with one hundred and twenty one participants, was conducted with mentees selecting their own mentor from a pool of mentors who volunteered to be part of the program. In the pilot program, where mentors and mentees first met as one group, some mentees reported that the process of selecting and approaching a mentor was uncomfortable and intimidating. Nine of twenty-three potential mentees did not form mentoring relationships. Analysis of subsequent program evaluation data pointed to the importance of two factors in the pairing process: personal connections and facilitation of the selection process. This study at a research-intensive university demonstrates that when the pairing process is tailored to individual mentees, they are comfortable selecting a mentor and to then develop a successful mentoring relationship.

show abstract

Section: Mentoring: To Match or Not To Matchmentioning

confidence: 99%

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Bell

Treleaven

2010

High Educ

View full text Add to dashboard Cite

show abstract

“…Like Quinlan (1999) and White (2004) have argued, such role models were also considered important for accessing networks of power that were critical to the promotions process. Therefore it appears that the deprioritization of EEO at the University had an impact on the women's perceived opportunities for career advancement, particularly as the underlying gendered nature of the academic career model remained unchallenged.…”

Section: Discussionmentioning

confidence: 99%

“…As Bacchi (2001) argued, equity became the responsibility of everyone and therefore no-one. This seemingly apathetic attitude towards gender equity is commonly represented as the prevailing masculine culture of universities creating "boys' clubs" (White, 2003) that ignore and exclude women from networks of power (Quinlan, 1999;White, 2004), which are instrumental to women's career advancement (Dever et al, 2008). Indeed, Australian women academics are often regarded as "light-weight" researchers with "different and inferior qualities" (Ward, 2000;White, 2004), attitudes that can lead to unequal treatment (White, 2001).…”

Section: Women and Academic Careersmentioning

confidence: 99%

Commitment or Even Compliance? An Australian University's Approach to Equal Employment Opportunity

North‐Samardzic¹,

Gregson²

2011

View full text Add to dashboard Cite

This paper presents empirical evidence to illustrate how one Australian university complies with the nation's federal Equal Employment Opportunity (EEO) regulatory framework. The aim of this paper is to provide insight into the extent to which organizational practices deviate from articulated policy and how this gap impacts on the perceived career trajectories of female academics. While the disadvantaged status of female academics has been recognized worldwide, a deeper examination of how employees experience the policies and practices designed to support their advancement is required, especially in light of the increasing corporate-like activities of Australian universities which have deprioritized EEO. A case study of an Australian university is used to explore these phenomena. Documentary evidence of its EEO policies was compared with interviewee narratives of employees, including both female academics and members of general staff involved in policy development. This allowed female employees to be heard, in particular where they sensed contradictions between espoused company policy and their real experiences. Hearing what they have to say is an important contribution, given that Australia's EEO regulatory framework allows organizations to waive reporting on their gender equity “chievements.”This case study highlights employee concerns about the efficacy of the University's policies and practices designed to support women's career trajectories and demonstrates that, particularly in light of the increasing corporatization of the University, some women questioned whether drawing support from such policies would harm their careers. The most signifi cant concern focused on the criteria for promotion, which interviewees perceived to be based on a masculine model of merit, in contrast to the ostensible gender-neutrality of the promotions policies. A related concern was how carer responsibilities impacted on opportunities for advancement, particularly the ability to engage in research work that was prized more highly than teaching activities by promotions committees. These examples illustrate that, while the University may be upholding the law at face-value, the actual experiences of women in the organization suggest that EEO compliance is merely skin-deep.

show abstract

“…Sin embargo, cuando hablamos de las redes que se instan a formar en estas obras, no nos estamos refiriendo a un asociacionismo que permita a las mujeres luchar por la igualdad en la empresa al tiempo que comparten vivencias y avanzan en su carrera profeisonal, sino que se relaciona más bien con establecer contactos profesionales en un nivel mucho más estratégico (Quinlan 1999) referido a las posibilidades individuales de ascenso en la carrera profesional, un ejemplo lo podemos encontrar en las siguientes afirmaciones:…”

Section: Mentorización De Mujeres En La Empresaunclassified

Género y management en el marco neoliberal. Un análisis crítico para la emergencia de liderazgos feministas

Medina-Vicent¹

View full text Add to dashboard Cite

El camino que me ha llevado hasta aquí ha estado repleto de personas e instituciones que me han brindado su apoyo. Para empezar, me gustaría resaltar el papel de la Universitat Jaume I en mi desarrollo académico y profesional, ya que gracias a la Beca FPI-UJI (FPI PREDOC 2013/16) he podido llevar a cabo esta investigación, y ejercer docencia en los grados de Humanidades: Estudios Interculturales e Historia y Patrimonio, ambas experiencias que he disfrutado profundamente.Además, me gustaría agradecer a la Fundación ÉTNOR, por otorgarme la beca que me permitió realizar mis estudios de Máster en Ética y Democracia; así como al Department of History, Philosophy and Religion de la Oxford Brookes University (UK), en especial al profesor Alon Lischinsky; y al Departamento de Sociología de la Universidad Autónoma de Madrid, por acogerme en mis estancias de investigación financiadas también por la Universitat Jaume I.Entre las personas que me han acompañado en este camino quiero agradecer especialmente:A Sonia Reverter-Bañón, directora de esta tesis doctoral. Per haver apostat per mi i haver-me ensenyat a pensar el món a través de les lents del feminisme. Pels teus consells professionals i la teua visió crítica, aspectes que m'han obligat a no donar-me mai per satisfeta. Gràcies per la teua brutal sinceritat, per donar-me llibertat per a caure i aixecar-me per mi mateixa.A Domingo García-Marzá, perquè gràcies a la seva trajectòria investigadora i docent, joves com jo tenim l'oportunitat de viure la nostra passió: la recerca universitària. Sense la seva direcció en els projectes d'investigació "Política, empresa i educació des de la neuroètica aplicada" [FI2013-47136-C2-2-P]; "Neuroeducació moral per a les ètiques aplicades" [FFI2016-76753-C2-2-P], finançats pel Ministeri d'Economia i Competitivitat, i el projecte "Ètica de la democràcia: crisi de la política i noves formes de participació de la societat civil" [P1. 1B2013-24], finançat per la UJI, no hauria pogut desenvolupar la meva feina. Gràcies per inspirar-me amb el teu compromís amb la filosofia.A Vicent Querol per haver-me acompanyat en aquest viatge des del principi, aconsellant-me en els meus moments de crisi existencial, que no són pocs.A Daniel Pallarés-Domínguez, gràcies per la teua amistat, no podria haver somiat amb un millor company de despatx per a aquests anys. El teu esperit incansable és per a mi un exemple a seguir.A Ramón Feenstra, per pensar en el futur dels que estem en l'inici de la nostra carrera, i incloure'm en el projecte "El potencial de les ètiques aplicades en les eines de participació del Govern Obert i de la societat civil" [UJI-A2016-04], finançat per la UJI.A la resta de companys/es del grup d'investigació en filosofia política i ètica empresarial de la UJI: Elsa González-Esteban, Patrici Calvo, Joaquín Gil, José Luís López, Carmen Ferrete, i Martha Rodríguez, per formar un equip immillorable. També vull agrair al grup d'investigació de la Universitat de València, encapçalat pels catedràtics Adela Cortina i Jesús Conill, amb qui he pogu...

show abstract

Enhancing Mentoring and Networking of Junior Academic Women: what, why, and how?

Cited by 82 publications

References 13 publications

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Looking for Professor Right: mentee selection of mentors in a formal mentoring program

Commitment or Even Compliance? An Australian University's Approach to Equal Employment Opportunity

Género y management en el marco neoliberal. Un análisis crítico para la emergencia de liderazgos feministas

Contact Info

Product

Resources

About