Women in Universities Mentoring Scheme (WUMS)

1. Women in Universities Mentoring Scheme (WUMS) Induction Presentation

2. The problem: Almost 30 years since the Sex Discrimination Act was passed, there are still far, far fewer women than men in positions of power and influence. Open the door of any boardroom or council chamber, and the chances are that most people around the table will be men. For years there have been plenty of talented women coming up in business, public life and politics, but those who reach the top are still the exception Equal Opportunities Commission, Sex and Power: who runs Britain? (Manchester: EOC, 2004), p. 1.

3. At the current rate of progress, it will take... Another 27 years to achieve equality in Civil Service top management. Another 55 years (up from 40 years) to achieve an equal number of senior women in the judiciary. Another 73 years (up from 65 years) to achieve an equal number of female directors of FTSE 100 companies. Around 200 years – another 40 elections – to achieve an equal number of women in Parliament. Sex and Power, EHRC 2008

4. Some statistics: 9.6% of senior judiciary in the United Kingdom are female (2008/9) 11% top UK business managers are female (2008/9) 19% of Professors in United Kingdom are female (2011) There is still a great deal of occupational segregation within the HE sector: 45% of doctorates are awarded to female students, 30% of active researchers are female 44% of academic professionals are female, 19% of Professors are female 57.7% of non-academic professionals are female, How many are senior managers or VCs?

5. “…women were as ambitious as men, were as academically and research active, but did not make it to the top in the numbers that reflected their contribution to science” suggesting that the poor retention of female researchers could be related to the academic culture.” Athena Project 1999-2007

6. Under-representation of women in male dominated work environments can lead to: • Feelings of isolation • Lack of confidence • Limited networking opportunities • Missed opportunities • Stunted career development • Professional under-achievement

7. Not all doom and gloomLord Davies reportGoogle mentoring scheme

8. Why mentoring?

9. What is mentoring? …supports and encourages people to manage their own learning in order that they maximise their potential, develop their skills, improve their performance and become the person they want to be. Eric Parsloe, The Oxford School of Coaching and Mentoring

10. What is mentoring? • A method of enhancing personal development of individuals • One to one relationship between an individual and a more senior or experienced person • Increasingly used to develop staff to their full potential • Confidential

11. Background to WUMS 1999 – Athena Project Development Grant “Aims to improve the access, participation and promotion of women in SET in Higher Education”

12. Objectives of Scheme • To increase personal, research and career development skills • To increase self-confidence • To encourage female staff to apply for more senior positions • To encourage submission of bids for research grants • To retain female members of staffin SET • To reduce feelings of isolation

13. Benefits of Collaboration • Larger pool of mentors • Confidentiality • Regional network in SET • Potential development opportunities • Sharing of good practice and expertise

14. Outcomes of WUMS 2008 Pilot Project • 92% of participants either ‘satisfied’ or ‘very satisfied’ with their overall experience with WUMS • 100% of mentees were either ‘satisfied’ or ‘very satisfied’ with their overall experience with WUMS • 92% of mentors were either ‘satisfied’ or ‘very satisfied’ with their overall experience with WUMS

15. Feedback and testimonials • ‘Above all else my mentor has given me a great boost in self-confidence and a wake-up call from my current ‘comfortable position’…to what lies outside and what I can achieve.’ (Mentee, WUMS 2008) • ‘Brilliant scheme – we really need to extend and expand it’ (Mentor, WUMS 2008) • ‘The ‘fit’ and match between our backgrounds…enabled us to quickly develop a rapport which has supported our interactions.’ (Mentor, WUMS 2008)

16. WUMS Current Situation • Funding received from HEFCW and all HEIs in August 2009 and secured for 3 years • Over 100 applications received • Successfully matched 200 pairs • Mentors and Mentees from all Welsh HE institutions

17. How does the Women in Universities Mentoring Scheme work?

18. Application process • Application stage and deadlines • The matching process • Matching criteria • Establishing contact • Induction and training for mentees and mentors • Evaluation of matched partnership • Support available from Project Coordinator or Steering Group member

19. Mentoring meetings • Face to face • Tele-conferencing • Video-conferencing • Skype

20. Mentoring meetings • Number of mentoring meetings is left up to participants; WUMS suggests at least three • The timescale of the relationship is open-ended; WUMS suggests 10-12 months

21. Possible discussion topics for mentoring meetings • Career aims • CVs and interview techniques • Interpersonal and communicationskills • Assertiveness • Time management and prioritisation • Obtaining membership of professional bodies • Part-time lecturing • Team working • Appraisal

22. Benefits to mentees: Increased self-confidence, motivation and assertiveness Improved research, career development and personal skills Career enhancement Critical self-appraisal and career planning Enhanced networking opportunities Reduced feeling of isolation in male dominated departments Access to senior women role models

23. Benefits to mentors: Expanded networking opportunities Renewed self-confidence and recognition Improved relationships with other senior women Enhanced interpersonal and people management skills Personal satisfaction New perspectives Improved listening skills Feeling of ‘giving something back’

24. Advantages of external mentors: • Creates networking opportunities • No preconceptions • No internal politics • No power struggles/relationships • Provides wider horizons • Mentees have opportunity to see a different environment • Confidentiality

25. Benefits to institutions: • Improved motivation of staff • Better networking opportunities • Opportunities for collaborative research or projects • More constructive relationships between HEIs

26. Flexible approach Allow relationships to develop organically and without undue supervision or intrusion Make the scheme responsive and customisable to the needs of the participants Cultivate a relaxed, open and approachable culture that is receptive to changing circumstances

27. How do we know if it works? Feedback and monitoring allows us to: Gauge how you think your mentoring relationship is progressing Assess if we need to make any changes to the project administration or logistics Receive critical feedback and suggestions for change and improvement

28. FAQs Can I be a mentor and a mentee at the same time? Does WUMS only accept applications from female mentors and mentees? Am I able to claim travel and subsistence expenses for meetings with my mentor/mentee? I have not heard from my mentor/mentee/ the relationship has broken down. What should I do?

29. Future of the scheme Any Questions?

30. Women in Universities Mentoring Scheme (WUMS)/ Cynllun Mentora Menywod mewn Prifysgolion University of Glamorgan/Prifysgol Morgannwg Treforest Pontypridd CF37 1DL Email/E-bost: wums@glam.ac.uk Website: http://wums.glam.ac.uk