eument-net – a trans-national perspective on best practice in mentoring

1. eument-net – a trans-national perspective on best practice in mentoring Helene Füger Coordinator eument-net Head of equal opportunities, University of Fribourg Aarhus International Conference, 18-19 May 2009

2. Overview eument-net project • Title:Building a European Network of Academic Mentoring Programmes for Women Scientists • Call:FP6-2005-Science-and-Society-17 • Duration:21 Months (Jan.07 – Sept.08) • Coordinator:University of Fribourg, Switzerland • Countries involved:A, BG, CH, D • Homepage:www.eument-net.eu

3. Aims of eument-net initiative • Promote women’s careers in academia and research, by building a network of mentoring programmes: • Exchange of experience among mentoring programmes and definition of standards • Transfer knowledge on mentoring, especially to countries with no/little experience with mentoring • Define means and long-lasting structures of cooperation • Network programmes and stakeholders & put mentoring on science policy agenda

4. Project partners • Réseau romand de mentoring pour femmesUniversity of Fribourg, CH • Mentoring DeutschschweizUniversity of Berne, CH • Mentoring Programm MUTUniversities of Mannhaim / Stuttgart, D • Mentoring Programm muvUniversity Vienna, A • Institute for Philosophical ResearchBulgarian Academy of Sciences, BG • Advisory board: F, D/IE, SL, UK

5. Activities and milestones • Surveys • Electronic survey • Focus group interviews in Bulgaria • Expert-workshops • Four 2-day workshops • International conferences • Pilot cooperation international mentoring exchange • Guideline manual (English & Bulgarian) • Electronic platform • Statutes of eument-net association (1st GA Nov 08) • Policy recommendations

6. Results from Surveys • Disparity of availability of mentoring for women • North/ West – South/ East Europe • Countries w. high spending and low share of women vs low spending and more women • Reasons • Lack of infrastrucutre, lack of ressources and support; novelty of mentoring • The Bulgarian example • 18% women professores in 2006 • Decrease in attractivity & brain drain • Mentoring percieved as interesting instrument

7. Eument-net expert workshops • A tool to exchange experience and best practice taking into account specific contexts • Detailed preparation by organisers • Inputs by participants • Expert moderation • Expert inputs • Working groups • Post-preparation: workshop report and documentation

8. Relevant factors for implementation of gender specific mentoring • EU-level • National government/ administration • Local/ state government/ administration • Organisational/ institutional level • “Agents”/ stakeholders • Beneficiaries (potential mentees/ mentors)

9. Quality standards for mentoring programmes • Part of gender equality policy • Focus on personal and career development • Outside hierarchical relationships • Professional coordination • Transparent admission criteria and procedure • Clear role and requirements of mentee and mentor • Confidentiality policy • Monitoring and regular evaluation. • Training activities and coaching

10. Elements for discussion • Need for long-term evaluation and (comparative) research • Need for debate and research on gender specific vs mixed programmes • Impact of structural transformations of academic/ research landscape? • Bologna Reform; Competition (Excellence Initiative; etc.)

11. Conclusions • Mentoring is a valuable instrument to fostering women‘s careers. • Networking, exchange of best praxis and debate among mentoring programmes on a European level is important to contribute to an integrated European Research Area that favours gender equality.