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Session 4 Benefits and limitations of mentoring programs: AWARD
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Leadership & Management
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
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Session 4 Benefits and limitations of mentoring programs: AWARD
- Building Cultures of Inclusion: Lessons from AWARD’s Mentoring Program CGIAR Diversity and Inclusion Conference Nairobi, Feb 2017 © AWARD | African Women in Agricultural Research and Development
- Purpose • Mentoring is believed to be a tool for change- building cultures of inclusion. • But there isn’t much evidence shared on what works (and how) in mentoring. • AWARD has learned a lot on mentoring and we want to reflect with you. © AWARD | African Women in Agricultural Research and Development
- Outline • About AWARD and Empowerment model • The mentoring program-design • Factors affecting mentoring success • Outcomes (benefits to fellows, mentors and fellow-mentees) • Gallery walk and group discussions © AWARD | African Women in Agricultural Research and Development
- Why AWARD: Where are the women in ARD? © AWARD | African Women in Agricultural Research and Development
- Empowerment: Agency © AWARD | African Women in Agricultural Research and Development An individuals’ own capabilities An opportunity Structure
- The AWARD Fellowship © AWARD | African Women in Agricultural Research and Development 70 two year-long, non-residential fellowships annually Advancing Science skills Developing Leadership capacity Fostering Mentoring relationships Bachelors, Masters, Doctoral levels
- Global Partnerships to Build Advanced Science Skills
- Investing in Africa’s Leading Agricultural Scientists
- Are Leaders Born or Made? © AWARD | African Women in Agricultural Research and Development
- Mentoring Fellow’s Mentee © AWARD | African Women in Agricultural Research and Development AWARD Mentor AWARD Fellow
- African Women in Science Empowerment Model (AWSEM) © AWARD | African Women in Agricultural Research and Development Rating rubric for the evidence per expression of power for each fellow Compelling Impact story gives more than one verifiable and preferably precise example of the change that was brought about (or one overwhelmingly convincing story), and gives a clear indication that AWARD has contributed. Convincing Impact story reflects change in a convincing, although not necessarily inspiring, manner. It gives at least one verifiable example of change. Lackluster Impact story is not convincing. It does not give clear, verifiable examples, and/or does not connect change to AWARD’s influence. Power from within Power to do Power over Power with Power to empower
- Sample story “The MOW found me at cross-roads where it was very difficult for me to decide whether I wanted to go into development or research. I totally lacked confidence in joining research as I was not confident about writing scientific publications. After the MOW, I met repeatedly with my mentor and finally we agreed on a purpose road map that could help me transition from development to research. With hard work and sticking to my road map which I revised regularly, I have two more positions above my current status to achieve my dream position. I also have written some publications and other communication products that have beefed up my confidence. I also worked a lot on networking and I am now significantly visible, you can easily see me by googling my name - this was never the case before!” © AWARD | African Women in Agricultural Research and Development
- Expression of gains in power (compelling/convincing impact stories) 0% 20% 40% 60% 80% 100% Power from Within Power to Do Power OverPower With Power to Empower Phase I Phase II 2012- 2016 2008- 2011
- Mentoring © AWARD | African Women in Agricultural Research and Development
- Components © AWARD | African Women in Agricultural Research and Development • Mentoring Orientation Workshops • Purpose Roadmaps • Mentor-fellow meetings (mentoring) • Fellow-mentee mentoring • Regional Progress meetings
- LESSONS ON MENTORING FACTORSTHAT INFLUENCETHE RELATIONSHIP
- FACTORS CONTRIBUTING TO SUCCESS Commitment Shared Research Interests Personality Geographic Proximity
- A fundamental ingredient Commitment seen as crucial by fellows and mentors Bi-directional commitment needed Commitment 2% 2% 2% 10% 86% 0% 0% 2% 4% 87% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- Geographic Proximity Face-to-face interaction remains pivotal despite technology Informal, frequent contact offers “the next level” of benefit Strongly argued for, not critical 7% 15% 15% 43% 21% 4% 18% 8% 52% 17% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- © AWARD | African Women in Agricultural Research and Development 3.5 times more likely to meet face to face with their mentors if they were in the same locale than when their mentors were outside of their local areas. 6 times more likely to rate the mentoring as beneficial if they frequently (at least once a month) met face to face. Twicemore likely to score above average on the research, leadership, career advancement and composite indices
- © AWARD | African Women in Agricultural Research and Development > 60% of the fellows that met face to face with their mentors on a quarterly basis also said that the frequency was “just right”. Most of the fellows that had frequent face to face meetings also had frequent telephone contact. 72% of fellows frequently (at least once a month) used emails to contact mentors.
- © AWARD | African Women in Agricultural Research and Development Personality No particular winning combination MBTI a key success factor in moderating influence 1% 4% 12% 14% 70% 0% 7% 18% 13% 63% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- Shared Research Interests Viewed almost as critical to success by fellows More balanced by the more experienced mentors Valuable, but not required 2% 7% 14% 13% 66% 1% 3% 19% 14% 65% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- © AWARD | African Women in Agricultural Research and Development Seniority in age viewed positively - tied into respect and experience. Emphasis on relationship nature of mentoring – references to mentor as “parent” figure. 1% 2% 43% 13% 42% 1% 5% 45% 21% 29% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors “NEUTRAL” FACTORS
- “NEUTRAL” FACTORS Socio-cultural Background Presented the least barriers - particularly “neutrally” viewed Important exceptions need to be considered 3% 3% 55% 10% 31% 0% 1% 58% 16% 25% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- FACTORS INFLUENCING MENTORSHIP Socio-cultural Gender 1% 6% 35% 12% 48% 0% 1% 44% 17% 39% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% Major negative Minor negative Neutral or no factor Minor positive Major positive Fellows Mentors
- BENEFITS OF MENTORING
- Benefit of Mentoring to Fellows IMPORTANCE FOR CAREER Mentorship relationship rated to be of significant importance FELLOW FOCUS & MOTIVATION REACHING CAREER GOALS Considerably or very beneficial ACCESS TO NETWORKS ACCESS TO COLLABORATION OPPORTUNITIES Lowest rated benefit of the mentorship relationship 90% 93% ACCESS TO GUIDANCE 94% Considerably or very beneficial Considerably or very beneficial 90% Most beneficial to pB fellows 80%
- Development of Mentors DEVELOPMENT OF MENTORING SKILLS CONFIDENCE AS MENTOR <10% very confident BEFORE > 70% AFTER Mentoring Orientation Workshop Negotiation Skills Workshops PROFESSIONAL REPUTATIONAWARENESS OF GENDER IN ARD <25% highly skilled BEFORE 95% AFTER highly reputable as mentor AFTER Invitations by others to be mentored 100% admitted to a superficial knowledge of gender issues prior to the Fellowship 20% very aware BEFORE 70% AFTER
- Benefits to Mentees Developing Power from Within (80%) PRM is a fundamentally important Fellows serve as role models in their confidence Developing Power to Do (60%) Fellows link mentees to networks Fellows provide guidance and advice Fellows motivate and support mentees to publish IMPORTANCE FOR CAREER Mentorship relationship beneficial to career development 97%
- Contribution to the ARD Sector Vast majority of fellows and 55% of mentors not exposed to formal mentoring prior to engagement with AWARD 14% 89% 3% 62% 2% 51% 0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100% BEFORE END BEFORE END BEFORE END Formal mentoring of scientists or professionals other than mentee Organised Seminars regarding the importance of mentoring Officially initiated/ contributed to the development of a formal mentoring activities
- © AWARD | African Women in Agricultural Research and Development Discussion (Gallery walk) Questions • What is surprising? • What confirms what you always knew or expected? • How does this data challenge our assumptions about diversity and inclusion? • What does this mean for your own work or institution?
- AWARD’s offering to Institutions 1. Mentoring Program 2. Leadership Program for Agricultural Research and Development (Men and Women) 3. Women’s Leadership and Management Course (Senior Women) 4. Leadership Skills for Career Development (emerging leaders) 5. Science Skills Course: I. Research Proposal Writing II. Science Writing 6. Gender Training for Senior Management 7. Gender training for researchers © AWARD | African Women in Agricultural Research and Development
Editor's Notes
- Start with AWARD video https://www.youtube.com/watch?v=_kTnZVXgk8M
- 2008 ASTI/AWARD
- Empowerment: An expansion of ‘‘agency,’’ What people are free and able to do and achieve in pursuit of their goals or values Emphasis on: An individual’s assets and attributes (an opportunity structure) Data sources Bio data, Fellows’ impact stories, surveys, progress review meetings, etc.
- Since 2008, AWARD has, through tailored 2-year fellowships, worked to strengthen the research and leadership skills of African women in agricultural science, empowering them to contribute more effectively to poverty alleviation and food security in sub-Saharan Africa. The AWARD Fellowship has a well-recognized track record of success and to date, 1158 agricultural scientists (84% female) from over 300 institutions have benefited directly from AWARD’s investments. Specifically, 465 female agricultural scientists from Ethiopia, Ghana, Kenya, Liberia, Malawi, Mozambique, Nigeria, Rwanda, Tanzania, Uganda, Zambia, have earned an AWARD fellowship. In addition, 5 women from Cote d’Ivoire, Cameroon, Senegal, Mali and Bukina Faso participated in a pilot project aimed at Francophone Africa. An additional 397 scientists have benefited as mentors to AWARD fellows and 366 have benefited as mentees of AWARD fellows No age limits to apply to an AWARD fellowship Any agricultural discipline but focus on biophysical sciences
- Post graduate fellows placed in research labs around the world for advanced science training. (1-6 month placements) Short courses (2weeks) partnerships with private and public sector institutions around the world expose African women scientist to cutting edge science skills
- Skills in proposal writing, data collection and analysis, presentation skills Exposure to Gender responsive agricultural research Jane Ambuko, Senior Lecturer, UoNairibi who won USAID Feed the Future recognition
- First woman to earn a PhD in East & Central Africa. Vetenary anatomy How do you leverage science for transforming society? Leadership
- Investing in African institutions by mentoring the next generation of scientists. Mentoring is a proven and powerful driver for career development and particularly for retaining women in science.
- Edidah Lubega Ampaire (1300 results)
- Compelling: Impact story gives more than one verifiable and preferably precise example of the change that was brought about (or one overwhelmingly convincing story), and gives a clear indication that AWARD has contributed. Impact story reflects change in a convincing, although not necessarily inspiring, manner. It gives at least one verifiable example of change. Impact story is not convincing. It does not give clear, verifiable examples, and/or does not connect change to AWARD’s influence. Show need to be more intentional in growing Power With & Power To Empower Full story available online
- Work with both women and men (46% of mentors are men) Partnerships with over 300 institutions around the world that are working with a commitment to gender responsive ag science.
- 196 fellows (above 90% of 3 cohorts 2012-2016) 116 mentors (>80% of 3 cohorts 2012-2016)
- Four factors have emerged as contributing positively to the success of the mentorship relationship. These are commitment, shared research interests/disciplines, geographic proximity and personality.
- The first factor, bi-directional commitment consistently emerged as the most critical element in the success of the relationship from the perspective of both the fellows and the mentors. “We would not have made it if we were not committed. I saw the mentorship as a project, I needed it successfully completed and so got committed to it. I made sure I adjusted my programmes to fit into my mentor's time table to accommodate her busy schedule. She too was always calling to find out topics and date/time for the next meeting. This to a good extent, got us successful in the contract.”
- Geographic proximity was strongly argued for. Face-to-face meetings, which happen more frequently when fellows and mentors are within the same geographic vicinity, is important for relationship building – but not critical for an effective mentoring relationship. A combination of f2f and e-mentoring is ideal allowing for regular contact between fellow and mentor without escalating costs and time expended (which are the primary barriers to f2f meetings where the fellow and mentor are not within walking distance of each other. Being within walking distance is ideal – but not too close In terms of personality – there is no one winning combination – however, the MBTI personality assessments fellows and mentors do at the MOW was frequently mentioned as a mediating factor which helps fellows and mentors to manage their relationship appropriately. Without this element, it is likely that lack of understanding an insight into personality may hinder the success of the relationship.
- Fellows that had frequent face to face meetings are 6 times more likely to evaluate the F-M meeting as very/moderately beneficial. Fellows who have phone calls frequently are 8 times more likely to term the F-M meeting as very/moderately beneficial.
- THE SAME CAN BE BLAND “We were of the same personality in a way and as such there was no adrenalin. “ DIFFERENT IS NOT ALWAYS BETTER “As I stated before, I had a lot of energy that felt that was not matched with the levels of the mentor. I am extroverted and my mentor introverted.” DIFFERENT IS GOOD “My mentee is quiet and cool about a lot of things whilst I’m always on the move and outgoing (ESFP), I always stated things as they were and she appreciated that. There were times I had to pressurize her to do a few things and she excelled in them.” SIMILARITY CAN LEAD TO SUCCESS “We happen to belong to the same personality type when we were tested during the mentoring orientation workshop. Then we were advised on how to work in harmony. I understood and practiced what we were taught and we had a major breakthrough.”
- The second factor, shared research interests or common disciplinary foundations make a valuable contribution to a successful mentoring relationship – particularly as it relates to providing technical guidance and linking fellows into relevant networks. A shared research interest was more important to fellows than to mentors. Both of us are food scientists, and it was easy to identify common research goals, and collaborators. It was easy to link her up with a colleague in Louisiana State University when she went there as a Borlaugh fellow.”
- Regarding age, both senior and near-peer mentors were viewed positively – senior mentors for their wisdom and experience; near-peer mentors for the potential for peer-to-peer learning.
- Two factors – socio-cultural background and age – emerged as relatively neutral in terms of their impact on the success of the relationship. Socio-cultural background in particular was neutrally viewed presenting the least barriers, however important exceptions are noted – and these relate specifically to the intersection between culture and gender (I will elaborate on this in greater detail shortly).
- There does appear to be a distinct benefit of having a female mentor, allowing for open and extended engagements. The freedom to discuss challenges that impact on a fellows’ career which are often unique to women – such as work life balance, family issues and a shared understanding of gender in the workplace is seen as a safe sisterly support network enabling fellows to navigate their challenges. That said, some fellows purposefully selected male mentors to gain insight into their “trade secrets” As noted on the slide earlier, there is an intersection between gender and socio-cultural norms – which hindered the mentoring in a very limited number of cases. Similar challenges so we could discuss other challenges including family issues. This is because being a woman scientist, she clearly understands the issues we go through in our careers and give advice accordingly. I think from my interaction, it will be better to share experience from fellow women. When I got the chance to meet other fellows and mentors, I have seen the bond and interaction among them. I was not able to have free women like interaction with my male mentor. Thought it helped me to understand the mental set up of men in science.”
- Fellows rated the importance of the mentoring relationship to their career progress, and the benefit of the experience on four factors. Mentoring is seen as considerably or very beneficial for helping fellows maintain focus and motivation, and for reaching their career goals. Mentors also serve as an important source of guidance to fellows, and open up access to networks – particularly in the case of the pB fellows.
- Taking into consideration the high numbers of mentors who did not have any mentoring experience prior to AWARD, it is not surprising that less than 25% of mentors rated themselves as highly skilled in this area before the fellowship. This shifted to 95% after the AWARD experiences. Mentorship confidence also increase substantially, although it is slightly less pronounced than the development of skills. Interestingly, all mentors rated themselves as highly or very highly reputable as a mentor - an assertion that was backed up by more than 25% of mentors who noted that they had received mentorship requests from others in their organisation as a result of being an AWARD mentor. AWARD also plays a role in shifting awareness among mentors in terms of gender in ARD, from a superficial understanding to a more nuanced one.
- Almost all mentees rated the relationship with their fellow (their mentor) as beneficial in some way to their career development. Fellows serve as role models for mentees in their confidence and focus, and the progress Road Map development aids mentees to develop their own focus. Mentees value the access to guidance and advice from the fellow – a theme which also is reflected in what fellows benefit from their mentors – and are linked into fellow’s networks.
- One comment which I believe is worth mentioning, is that based on the hypothesis that mentoring (in principle) is an important way of developing the next-generation of academics – in particular women academics – the contribution of AWARD to the sector can be thought through from the perspective of exposure and skills development. Almost all fellows, and more than 50% of mentors have never been exposed to formal mentorship programmes, which means that there are more than 1100 individuals in the system who have been exposed to, and skilled in, mentorship approaches that work. These types of paradigm shifts are powerful. The high proportion of fellows (as displayed on the graph) who have taken up other ADDITIONAL activities during the fellowship period attests to a paradigm shift that has taken place. The gender responsive component of the programme packs amplifies the potential power of this effect.
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