Women in Universities Mentoring Scheme (WUMS)

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

2. What is mentoring? Mentoring is to support and encourage 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

3. 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

4. A helpful relationship, based on mutual trust and respect, which gives an individual the opportunity to overcome obstacles to career progression and to become proactive in maximising on learning and development opportunities.

5. Why a mentoring scheme? • Described by SET FAIR Greenfield Report as a key mechanism for increasing the participation and progression of women in science, engineering and technology • Greenfield SET FAIR Report (2007), www.set4women.gov.uk/set4women/research/greenfieldreport.pdf • Recognised as most proven method of professional development in the workplace today • Clutterbuck Associates (2005) www.clutterbuckassociates.com

6. How can WUMS help? Encouragement Advice Support Build confidence Increase visibility of senior HEI women staff Reduce feelings of isolation Institute of Management report found that women tend to be far more optimistic about their own prospects when they can see women directors and managers working above them Institute of Management, ‘Focussed Females Forge Ahead’, press release (London: Institute of Management, 20th September 2001)

7. How does WUMS work?

8. 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

9. Deadlines for 2011/12 Mentee applications - 31st July 2011 Mentor applications - 15th September 2011

10. Mentee training • Expectations: What mentees should get out of the experience? • Identifying personal weaknesses and strengths • Help set personal and professional goals • Difference between coaching and mentoring

11. Mentor training • Purposes and value of mentoring  • Role and responsibilities of mentors and mentees  • Mentees’ needs, characteristics and possible goals  • Relationships and personality influences on mentoring  • Mentoring skills

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

13. 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

14. 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 • Managerial language

15. 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

16. 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’

17. 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

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

19. 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

20. 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

21. FAQs When will I know if my application has been successful? Can I be a mentor and a mentee at the same time? Can I meet my mentor/mentee before we have attended an induction and training event? 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?

22. Any Questions?

23. Thank YouDiolch yn fawr

24. Dr Claire Flay-Petty Project Coordinator/Cydlynydd Prosiect Women in Universities Mentoring Scheme (WUMS)/ Cynllun Mentora Menywod mewn Prifysgolion University of Glamorgan/Prifysgol Morgannwg Treforest Pontypridd CF37 1DL Tel/Ffôn: 01443 654503 Email/E-bost: wums@glam.ac.uk Website: http://wums.glam.ac.uk