Visions by WIMIN: Global Mentorship to Retain Underrepresented Trainees

Abstract

Mentorship is a fundamental aspect that contributes to the success of a career in science, technology, engineering, and mathematics (STEM), particularly in academia. Research suggests that underrepresented minorities (URMs) often experience less quality mentorship and face barriers to finding successful mentor-mentee relationships. URM trainees in STEM face challenges that are not encountered by their majority peers or mentors, adding another level of complexity to establishing important relationships. Mentors of URM trainees must therefore mentor beyond general scientific training and tailor their mentorship to be more culturally appropriate and inclusive, allowing URM trainees to bring their whole selves to the table and leading to their effective socialization. Herein, we present the perspectives of group leaders and trainees from around the globe to highlight key aspects of creating successful mentor-mentee relationships that are sustainable and productive for both parties.

Demystifying the ‘hidden curriculum’ for minoritized graduate students

“…Success in graduate school generally requires effective mentorship and networking ( Edwards et al, 2022 ), but URG students tend to have less access to both than their white peers due to implicit bias, a lack of representation, and systemic exclusion ( Singleton et al, 2021 ). The networking activities at the symposium were designed to help first-year students establish relationships with their peers and to explore mentorship opportunities with senior graduate students, postdocs, and professors.…”

Walking through the Leaky Academic Pipeline in STEM: Equity Not Equality Needed for Women and under Represented Minorities (URMs)

“…In higher education, women and minorities in doctoral and post-doctoral programs should be encouraged by providing stimulating campus environments and supportive peer interactions free from implicit or explicit micro aggressions by dominant groups [90,91]. Besides providing such a productive campus environment for minorities, women should have advisory committees that have adequate women representation and if possible a mentor/role models/advisors form the same or similar ethnicity [92][93][94][95]. Furthermore, faster feedback and redressal mechanisms need to be installed at all levels to tackle systemic implicit and explicit systemic racism [96][97][98].…”