The Role of Mentorship and Support Networks in Empowering Women in STEM

Do you know what today is?? Today is the International Day of Women and Girls in Science.?

February 11 has been commemorated as the International Day of Women and Girls in Science since 2016 so this is it the ninth year since its inauguration.? It got its start by UN General Assembly resolution on December 22, 2015 when, in an effort to encourage women and girls in science, UNESCO, UN-Women, and civil society partners decided to collaborate to organize the International Day of Women and Girls in Science.

This Day offers a chance to encourage women and girls to participate fully and equally in science and to have complete access to it. Although UNESCO views gender equality as a global issue, and it believes that empowering young girls, educating them will contribute to both peace and development, the United Nations (UN) as a whole has long regarded gender equality as a fundamental concern. Generally it is believe that the advancement of all the goals and targets of the 2030 Agenda for Sustainable Development, as well as global economic development, will be greatly aided by gender equality and the empowerment of women and girls.

I am not a woman of science.? In fact, it was the area where I struggled the most when I was in school.? While I was good at Math, the other sciences really eluded me.? But my relationship with sciences is not the topic of this week’s Corner Office.? One of the things I did benefit from all through my career, was the influence of really great mentors and support networks.? My support network has been with me through thick and thin and have been a sounding board in good times and in bad.

And that, dear readers, is going to be the subject of this week’s Corner Office.? This week, I’m going to talking about the role of mentorship and support networks especially for women and girls and more specifically for women in science and technology.?

You see, the statistics do not tell a pretty tale with respect to girls growing into women in science.? A November 2020 Yale Scientific article “By the Numbers: Women in STEM: What do the statistics reveal about ongoing gender disparities? ” has stated that “49.2% of women who originally intend to major in Science and Engineering as a first-year switch to a non-STEM major, compared to 32.5% of men.”? So, given the crucial role that mentorship has played in developing many outstanding careers – both men and women – just think about the impact that an early mentorship programme could have on helping girls stay the course in STEM as they learn and grown in their respective fields.? I’ll also add that mentorship is often the first step in building the support networks which are there though a woman’s entire life.

Therefore, let’s start by examining what mentorship provides for women in science.? Mentorship programmes provide young female scientists with valuable guidance, advice, and support from experienced professionals who have navigated similar challenges. These programmes offer a platform for mentees to learn from their mentors' experiences, gain insights into career advancement strategies, and develop the necessary skills to excel in their chosen fields. ?By connecting young women scientists with mentors who can provide guidance tailored to their specific needs, mentorship programs help bridge the gender gap in STEM by empowering women with the knowledge and resources they need to thrive.

In addition to mentorship programs, networking opportunities are equally important for women scientists and these are often born out of the mentoring. ?Networking allows women to establish connections within their respective industries, build relationships with peers and industry leaders, and access a wider range of opportunities. ?As a girl, mentors introduce you around and provide access for you – the proverbial foot in the door.? As women progress in their careers, through networking events, conferences, workshops, or online communities focused on supporting women in STEM, women scientists can expand their professional network and find potential collaborators who can further enhance their career prospects.

Mentorship and networking programmes both create an environment that supports the growth of female talent in STEM fields by providing them with the necessary tools for success. HR leaders can contribute significantly towards creating these types of programmes and in so doing foster a culture that values diversity and empowers women scientists to reach their full potential.? We do this first by designing cutting edge programmes which address the unique challenges which women face.?

Next however, we need to ensure the success of these programmes and a foundational element is to set clear program goals from the outset. This involves identifying specific objectives such as increasing retention rates, enhancing leadership skills, or fostering networking opportunities. By defining these goals, HR leaders can align the mentorship program with broader organisational objectives and measure its impact.

A structured matching process is another critical aspect of a successful mentorship program. HR leaders should carefully match mentors and mentees based on their expertise, experience, and shared interests. This ensures that mentees receive guidance from mentors who can provide relevant insights and support their career development effectively.

Ongoing support and resources for both mentors and mentees are essential for maintaining engagement and maximizing outcomes. HR leaders should provide a framework for regular check-ins, training sessions, and access to resources such as workshops or webinars on relevant topics. This helps mentors enhance their mentoring skills while providing mentees with tools to navigate challenges they may encounter.

Finally, looking at successful mentorship program models can provide valuable inspiration for implementation. For instance, some organisations have implemented reverse mentoring programs where younger scientists mentor more experienced ones on emerging technologies or diversity issues. Others have established group mentoring circles where multiple mentors guide a cohort of mentees collectively.

Networking programmes are of equal importance and HR leaders can implement various strategies in this regard. One effective approach is organizing industry events and workshops that focus on empowering and supporting women in STEM. These events provide a platform for networking, sharing experiences, and learning from successful female professionals.

In addition to physical events, online communities tailored for women in STEM can also foster networking. These virtual platforms allow women scientists to connect with like-minded individuals worldwide, share insights, seek advice, and collaborate on projects.

Women scientists who participate in networking activities can gain exposure to different perspectives, learn about new research or job opportunities, access resources or funding options that might not have been available otherwise.? All of these combined allows women scientists to enhance their professional growth and increase their visibility within their industry.

While these programmes bring a lot of value to young female scientist, HR leaders need to keep in mind that the implementation of these types of programmes is not without its challenges and barriers which are often felt more by women in STEM fields.? HR leaders can play a crucial role through the implementation of certain strategies to create a more inclusive and supportive environment for women.

One suggestion for HR leaders is to address unconscious bias in mentor selection. Unconscious bias can often lead to the underrepresentation of women in mentorship programs. By implementing structured and objective criteria for selecting mentors, HR leaders can ensure that all employees, regardless of gender, have equal access to mentoring opportunities.? Additionally, a supportive organisational culture that values diversity is essential for overcoming these challenges.

Mentorship and support networks play a crucial role in empowering women in STEM fields. By providing guidance, advice, and opportunities for growth, mentors can help women navigate the challenges they may face in male-dominated industries. Additionally, support networks offer a sense of belonging and community, where women can connect with like-minded individuals who understand their unique experiences.

I therefore want to encourage all HR leaders to take action and create mentorship programs and networking opportunities for women in STEM in our organisations.? What’s more, we can also create programmes that involve girls in STEM in schools and colleges in nearby communities, through organizational sponsorship programmes . By doing so, we can empower more women scientists and contribute towards building a more diverse and inclusive future for all.

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