How to Thrive Beyond First Promotion: Mentoring Scheme for Mid-Career Scholars and Underrepresented Groups in SPIR
Overview
Mid-Career researchers (MCRs) face unique set of challenges navigating their academic careers. Routine and administrative tasks can lead to diminished enthusiasm for research, making it challenging to maintain drive and innovation. Many MCRs face difficulty developing leadership skills as they transition into leading teams or projects, often without formal training or guidance. They may also struggle to actively shape their professional career trajectory, often unsure about post-senior lecturer promotion paths and their place within the academic hierarchy. Alongside this, they often struggle to effectively manage the competing pressures of career and personal life, particularly if following a period of parental or elderly care leave, or illness. These challenges may be experienced particularly acutely by underrepresented groups in academia. The project wanted to design a tailored support programme for MCRs, including structured peer networks and mentoring, which could then be replicated across the university to secure the pipeline of aspiring and diverse future leaders at Queen Mary.
Activities
A cohort size of a maximum of ten was decided as optimal in order to allow for the conversational style of the programme to have maximum effect, and seven MCRs were recruited to take part in the pilot. The cohort was made up of mixed seniority, as people were allowed to self-identify as mid-career. The scheme took the form of six structured sessions and a follow up writing retreat, which were held at an offsite venue. Initial sessions focussed on self-reflection on where participants were in their career journey, and the challenges facing them. The following sessions focussed on career advice looking at local promotion criteria, including one-on-one sessions with the facilitator and an introduction to the resources and support offered by the university. Expert guest speakers were invited to speak on the areas of European grants and successfully navigating the promotion process. The option to stay overnight at the venue was offered in order to help those with a longer commute, and to provide another opportunity for discussion over an evening meal.
Outcomes
Feedback indicated that the programme was successful in fostering collegiality and providing valuable support for mid-career academics. Participants highlighted that the scheme offered important discussions on leadership roles and institutional progression, providing a candid platform for career advice. While not everyone took the offer for a stay overnight, those that did it highlighted that the residential aspect helped participants feel part of a community, fostering informal support networks among colleagues. Sessions on promotions were especially helpful in clarifying the process and helping participants to navigate this pivotal career stage. This pilot allowed for the design of a mid-career mentoring scheme that is now being replicated by the Political Studies Association.
Future plans
Reflections on and refinements to the scheme are being considered with a view to how it could be run in future and made more inclusive. Suggestions include moving to a concentrated 3 day residential programme, with dedicated writing and reflection time to allow for focused engagement. Participants could be divided based on their career progression, with specific workshops on promotion and leadership roles. A two-year rotating curriculum could be implemented, with different cohorts and topics each year to ensure sustained development. Additionally, funds for childcare could be provided and more notice of the programme given to participants to facilitate planning and commitment.
Team members
Dr Sofia Collignon, School of Politics and International Relations