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Building Cultures of Inclusion: Lessons from AWARD’s Mentoring
Program
CGIAR Diversity and Inclusion ConferenceNairobi, Feb 2017
© AWARD | African Women in Agricultural Research and Development
Purpose• Mentoring is believed to be a tool for change-
building cultures of inclusion.• But there isn’t much evidence shared on what
works (and how) in mentoring.• AWARD has learned a lot on mentoring and we
want to reflect with you.
© AWARD | African Women in Agricultural Research and Development
Outline• About AWARD and Empowerment model• The mentoring program-design• Factors affecting mentoring success• Outcomes (benefits to fellows, mentors and fellow-
mentees)• Gallery walk and group discussions
© AWARD | African Women in Agricultural Research and Development
Why AWARD: Where are the women in ARD?
© AWARD | African Women in Agricultural Research and Development
Empowerment: Agency
© AWARD | African Women in Agricultural Research and Development
An individuals’ own capabilities
An opportunity Structure
The AWARD Fellowship
© AWARD | African Women in Agricultural Research and Development
70 two year-long, non-residential fellowships annually
Advancing Science skills
Developing Leadership capacity
Fostering Mentoring relationships
Bachelors, Masters, Doctoral levels
Global Partnerships to Build Advanced Science Skills
Investing in Africa’s Leading Agricultural Scientists
Are Leaders Born or Made?
© AWARD | African Women in Agricultural Research and Development
Mentoring
Fellow’s Mentee
© AWARD | African Women in Agricultural Research and Development
AWARD Mentor
AWARD Fellow
African Women in Science Empowerment Model (AWSEM)
© AWARD | African Women in Agricultural Research and Development
Rating rubric for the evidence per expression of power for each fellow
Compelling Impact story gives more than one verifiable and preferably precise example of the change that was brought about (or one overwhelmingly convincing story), and gives a clear indication that AWARD has contributed.
Convincing Impact story reflects change in a convincing, although not necessarily inspiring, manner. It gives at least one verifiable example of change.
Lackluster Impact story is not convincing. It does not give clear, verifiable examples, and/or does not connect change to AWARD’s influence.
Power from within Power to do Power over Power withPower to empower
Sample story“The MOW found me at cross-roads where it was very difficult for me to decide whether I wanted to go into development or research. I totally lacked confidence in joining research as I was not confident about writing scientific publications. After the MOW, I met repeatedly with my mentor and finally we agreed on a purpose road map that could help me transition from development to research. With hard work and sticking to my road map which I revised regularly, I have two more positions above my current status to achieve my dream position. I also have written some publications and other communication products that have beefed up my confidence. I also worked a lot on networking and I am now significantly visible, you can easily see me by googling my name - this was never the case before!”
© AWARD | African Women in Agricultural Research and Development
Expression of gains in power (compelling/convincing impact stories)
Power from Within
Power to Do
Power OverPower With
Power to Empower
0%
50%
100%
Phase I Phase II2012-20162008-
2011
Mentoring
© AWARD | African Women in Agricultural Research and Development
Components
© AWARD | African Women in Agricultural Research and Development
• Mentoring Orientation Workshops
• Purpose Roadmaps• Mentor-fellow meetings
(mentoring)• Fellow-mentee
mentoring• Regional Progress
meetings
LESSONS ON MENTORING FACTORS THAT INFLUENCE
THE RELATIONSHIP
FACTORS CONTRIBUTING TO SUCCESS
Commitment
Shared Researc
h
Interests
Personality
Geographic Proximity
A fundamental ingredientCommitment seen as crucial by fellows and mentors Bi-directional commitment needed
Commitment
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2% 2% 2%
10%
86%
0% 0% 2% 4%
87%
Fellows Mentors
Geographic Proximity
Face-to-face interaction remains pivotal despite technology Informal, frequent contact offers “the next level” of benefit
Strongly argued for, not critical
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
7%15% 15%
43%
21%
4%
18%
8%
52%
17%
Fellows Mentors
© AWARD | African Women in Agricultural Research and Development
3.5 times more likely to meet face to face with their mentors if they were in the same locale than when their mentors were outside of their local areas.
6 times more likely to rate the mentoring as beneficial if they frequently (at least once a month) met face to face.
Twice more likely to score above average on the research, leadership, career advancement and composite indices
© AWARD | African Women in Agricultural Research and Development
> 60% of the fellows that met face to face with their mentors on a quarterly basis also said that the frequency was “just right”.
Most of the fellows that had frequent face to face meetings also had frequent telephone contact.
72% of fellows frequently (at least once a month) used emails to contact mentors.
© AWARD | African Women in Agricultural Research and Development
PersonalityNo particular winning combination
MBTI a key success factor in moderating influence
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1%4%
12% 14%
70%
0%7%
18%13%
63%
Fellows Mentors
Shared Research Interests
Viewed almost as critical to success by fellows
More balanced by the more experienced mentors
Valuable, but not required
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2%7%
14% 13%
66%
1% 3%
19%14%
65%
Fellows Mentors
© AWARD | African Women in Agricultural Research and Development
Seniority in age viewed positively - tied into respect and experience. Emphasis on relationship nature of mentoring – references to mentor as “parent” figure.
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1% 2%
43%
13%
42%
1%5%
45%
21%
29%
Fellows Mentors
“NEUTRAL” FACTORS
“NEUTRAL” FACTORS
Socio-cultural Background
Presented the least barriers - particularly “neutrally” viewedImportant exceptions need to be considered
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
3% 3%
55%
10%
31%
0% 1%
58%
16%
25%
Fellows Mentors
FACTORS INFLUENCING MENTORSHIP
Socio-cultural Gender
Major negative Minor negative Neutral or no factor Minor positive Major positive0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
1%6%
35%
12%
48%
0% 1%
44%
17%
39%
Fellows Mentors
BENEFITS OF MENTORING
Benefit of Mentoring to FellowsIMPORTANCE FOR CAREER
Mentorship relationship rated to be of significant importance
FELLOW FOCUS & MOTIVATION REACHING CAREER GOALS
Considerably or very beneficial
ACCESS TO NETWORKS
ACCESS TO COLLABORATION OPPORTUNITIESLowest rated benefit of the mentorship relationship
90%
93%
ACCESS TO GUIDANCE
94% Considerably or very beneficial
Considerably or very beneficial
90%
Most beneficial to pB fellows 80%
Development of Mentors
DEVELOPMENT OF MENTORING SKILLS
CONFIDENCE AS MENTOR<10% very confident BEFORE > 70% AFTERMentoring Orientation Workshop Negotiation Skills Workshops
PROFESSIONAL REPUTATIONAWARENESS OF GENDER IN ARD
<25% highly skilled BEFORE 95% AFTER
highly reputable as mentor AFTER
Invitations by others to be mentored
100%
admitted to a superficial knowledge of gender issuesprior to the Fellowship
20% very aware BEFORE 70% AFTER
Benefits to Mentees
Developing Power from Within (80%)PRM is a fundamentally important Fellows serve as role models in their confidence
Developing Power to Do (60%)Fellows link mentees to networksFellows provide guidance and adviceFellows motivate and support mentees to publish
IMPORTANCE FOR CAREERMentorship relationship beneficial to career development
97%
Contribution to the ARD SectorVast majority of fellows and 55% of mentors not
exposed to formal mentoring prior to engagement with AWARD
BEFO
RE
END
BEFO
RE
END
BEFO
RE
END
Formal mentoring of scientists or pro-fessionals other than mentee
Organised Seminars regarding the impor-tance of mentoring
Officially initiated/ contributed to the de-velopment of a formal mentoring activities
0%
20%
40%
60%
80%
100%
14%
89%
3%
62%
2%
51%
© AWARD | African Women in Agricultural Research and Development
Discussion (Gallery walk) Questions
• What is surprising?• What confirms what you always knew or
expected?• How does this data challenge our assumptions
about diversity and inclusion?• What does this mean for your own work or
institution?
AWARD’s offering to Institutions1. Mentoring Program 2. Leadership Program for Agricultural Research and
Development (Men and Women)3. Women’s Leadership and Management Course
(Senior Women) 4. Leadership Skills for Career Development (emerging
leaders) 5. Science Skills Course:
I. Research Proposal Writing II. Science Writing
6. Gender Training for Senior Management 7. Gender training for researchers
© AWARD | African Women in Agricultural Research and Development