Mentoring programme promotes women in science

Young Talent Best Practice – University of Twente

To encourage women to pursue their careers in science, the University of Twente provides career guidance to women university lecturers and postdocs. A mentoring programme individually links women to senior university lecturers and professors. As one participant says: ‘the mentoring sessions have helped me prepare well to talk to my supervisor and the dean about my career path in science.’

The experience gained at Utrecht University was used to design the mentoring programme at the University of Twente. The university pursues a three-tier policy aimed at promoting talented women as follows:

1: Focus on individual women
The mentoring programme links women postdocs and university lecturers to senior university lecturers and professors. This enables them to consider consciously the steps in their scientific career and encourages them to actually take these steps. In addition to the mentoring programme the university also has other measures in place designed for individual women. Examples include a course entitled ‘Talented Women’, training sessions, women’s networks and the University of Twente promotion fund.

2: Focus on structural measures
At structural level maternity leave is centrally funded. The university also takes account of gender aspects during the recruitment and selection process. A study is also being performed on the advancement mechanism. A number of the recommendations resulting from the study are currently being implemented.

3: Policy focusing on cultural measures
The university has an ambassadors’ network. The committee, which is composed of professors, advises the Executive Board and deans about the advancement of women.

Why was this best practice programme launched?

The university seeks to retain young, talented women in science. Too many talented women drop out of university as their career progresses. When joining the Executive Board,
Anne Flierman, President of the Executive Board, requested that a new policy be put in place for the advancement of talented women. Flierman says: ‘People are a university’s primary asset and this is what you should invest in.’

What are the future plans?

The mentoring programme has been expanded to include men postdocs and university lecturers. The aim is allocate mentees a coach in the future. Coaching workshops are already available for mentors.

Whom and what do you need for the programme?

How is this Best Practice programme organised?

• Invite all women university lecturers and postdocs to take part in the programme
• Hold a conference for mentors and mentees (around 30 a year) to introduce the mentoring programme. The conference is partially held jointly for both groups, and partially for each individual group and focuses on the needs of both parties.
• Schedule in four 1.5 hour meetings in the mentoring programme
• Offer mentees the opportunity to apply for a peer review with other mentees twice a year.

Whom and what do you need for the programme?

• Commitment and support from management and the deans
• The ambassadors’ network. This committee of professors plays a key role. It advises not only the Executive Board but also identifies existing opportunities for the deans. The experience that has meanwhile been gained will assist in the process.

What makes the programme successful?

The support received from the Executive Board who actively approach mentors and mentees personally.