Mentoring Research Articles

Research and publication at crossroads

Writing and publishing scientific and rigorous work needs a high level of integrity and adherence to ethical guidelines. Several publications have been rejected by authentic journals as a result of not adhering to a deontological standpoint. This laxity has posed deadly repercussions to the beholder including ruining its institutional image in academic scholarship. Notwithstanding, numerous writers are acquainted with the consequences of not observing ethical standards in research and publication, yet in trying to put up their pieces of work get caught in the same quandary. Anchored on a thematically oriented review of literature, it was imperative to try to explain the key ethical misconduct bases in research and publication. To fulfil this quest many journal articles were analysed. It was found that numerous aspects form the basis for misconduct in research and publication including; the pressure to ‘publish or perish’, the limitation of mentorship and guidance programs, knowledge on research and publication, promotion and academic advancement, competition among colleagues, workload pressure, financial motives, pressure from individual morality, and the challenge of research culture. Consequently, it is imperative to note that to publish a scholarly piece of work, adhering to ethical standards is non-negotiable.

An Ethnographic Exploration of Performance-Based Learning in Chinese University Music Education

This ethnographic study explores the impact of performance-based learning on music education at Langfang Teachers University in China. Through observations and interviews, the study examines how live demonstrations, student performances, and ensemble practices contribute to students' technical proficiency, musical interpretation, collaborative skills, and self-confidence. The findings reveal high levels of student engagement and appreciation for hands-on learning, with significant improvements in instrumental and vocal skills. However, challenges such as performance anxiety, resource limitations, time management issues, and varying levels of preparedness were also identified. Recommendations include implementing workshops for anxiety management, increasing funding for facilities, developing structured practice schedules, and introducing peer mentoring programs. The study underscores the importance of integrating traditional Chinese music with contemporary practices, ensuring a well-rounded and culturally enriched music education that prepares students for diverse careers in the global music industry.

Needs-Assessment for an Artificial Intelligence-Based Chatbot for Pharmacists in HIV Care: Results from a Knowledge–Attitudes–Practices Survey

Background: Pharmacists need up-to-date knowledge and decision-making support in HIV care. We aim to develop MARVIN-Pharma, an adapted artificial intelligence-based chatbot initially for people with HIV, to assist pharmacists in considering evidence-based needs. Methods: From December 2022 to December 2023, an online needs-assessment survey evaluated Québec pharmacists’ knowledge, attitudes, involvement, and barriers relative to HIV care, alongside perceptions relevant to the usability of MARVIN-Pharma. Recruitment involved convenience and snowball sampling, targeting National HIV and Hepatitis Mentoring Program affiliates. Results: Forty-one pharmacists (28 community, 13 hospital-based) across 15 Québec municipalities participated. Participants perceived their HIV knowledge as moderate (M = 3.74/6). They held largely favorable attitudes towards providing HIV care (M = 4.02/6). They reported a “little” involvement in the delivery of HIV care services (M = 2.08/5), most often ART adherence counseling, refilling, and monitoring. The most common barriers reported to HIV care delivery were a lack of time, staff resources, clinical tools, and HIV information/training, with pharmacists at least somewhat agreeing that they experienced each (M ≥ 4.00/6). On average, MARVIN-Pharma’s acceptability and compatibility were in the ‘undecided’ range (M = 4.34, M = 4.13/7, respectively), while pharmacists agreed to their self-efficacy to use online health services (M = 5.6/7). Conclusion: MARVIN-Pharma might help address pharmacists’ knowledge gaps and barriers to HIV treatment and care, but pharmacist engagement in the chatbot’s development seems vital for its future uptake and usability.

Barriers to female leadership in intensive care medicine: insights from an ESICM NEXT & Diversity Monitoring Group Survey

BackgroundThe underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women’s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women.MethodsThis multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023.ResultsOut of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women’s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent’s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women’s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women’s career growth.ConclusionsThe urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey’s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.

Impact of Gender Stereotypes on Career Advancement in STEM Fields in Tanzania

Purpose: The aim of the study was to analyze the impact of gender stereotypes on career advancement in STEM fields in Tanzania. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: In Tanzania, gender stereotypes significantly impede career advancement for women in STEM fields, creating barriers to their professional growth and development. Research reveals that societal expectations and cultural biases often undervalue women’s contributions and limit their opportunities for advancement. Women face challenges such as unequal access to resources, mentorship, and networking opportunities compared to their male counterparts. These stereotypes contribute to lower representation of women in leadership positions within STEM sectors, further perpetuating gender disparities. Unique Contribution to Theory, Practice and Policy: Social role theory, stereotype threat theory & expectancy-value theory may be used to anchor future studies on impact of gender stereotypes on career advancement in STEM fields in Tanzania. Establish mentorship programs that pair LGBTQ+ individuals with supportive mentors who can provide guidance and advocacy. Implement and enforce policies that promote diversity and inclusion in hiring and promotion practices within STEM fields.

Influence of Workplace Mentorship Programs on Gender Diversity in Leadership in Kenya

Purpose: The aim of the study was to analyze influence of workplace mentorship programs on gender diversity in leadership in Kenya. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Research on the influence of workplace mentorship programs on gender diversity in leadership in Kenya highlights several key findings. Studies indicate that mentorship programs significantly enhance the representation of women in leadership roles by providing guidance, networking opportunities, and skill development tailored to address gender-specific barriers. These programs foster a supportive environment where women can gain confidence and visibility, which translates into increased career advancement. The effectiveness of such programs is often amplified by their focus on addressing systemic biases and promoting inclusive practices within organizations. Unique Contribution to Theory, Practice and Policy: Social learning theory, role congruity theory & transformational leadership theory may be used to anchor future studies on the influence of workplace mentorship programs on gender diversity in leadership in Kenya. Organizations should implement mentorship programs tailored to the specific needs of women in different sectors and career stages. Policymakers and organizations should develop and enforce structured mentorship policies that include regular evaluations, clear objectives, and accountability measures.

Impact of Gender-Specific Marketing on Consumer Purchasing Behavior in Philippines

Purpose: The aim of the study was to analyze impact of gender-specific marketing on consumer purchasing behavior in Philippines. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: Recent studies on the impact of gender-specific marketing on consumer purchasing behavior in the Philippines reveal that tailoring marketing strategies to gender preferences significantly influences buying decisions. Research indicates that campaigns designed with gender-specific appeals are more effective in resonating with target audiences, thereby enhancing engagement and driving sales. For instance, marketing messages emphasizing traditional gender roles or specific lifestyle aspirations often result in higher purchase intentions among female consumers, while campaigns highlighting strength and technology tend to appeal more to male consumers. Unique Contribution to Theory, Practice and Policy: Social role theory, consumer culture theory (CCT) & theory of planned behavior (TPB) may be used to anchor future studies on the impact of gender-specific marketing on consumer purchasing behavior in Philippines. Organizations should implement mentorship programs tailored to the specific needs of women in different sectors and career stages. Policymakers and organizations should develop and enforce structured mentorship policies that include regular evaluations, clear objectives, and accountability measures.

Intent vs Reality: Dehumanization in the South African Corporate Landscape

Thirty years after apartheid’s abolition and the ascension of a new democratic leadership, South Africa continues to grapple with the discriminatory legacy of apartheid. Measures introduced by the post-apartheid government to combat historical marginalization, including legislative initiatives like affirmative action laws and diversity management policies, encounter inherent structural barriers within South African organizations shaped by prevailing cultural norms. Despite the legal framework in place, black employees often endure dehumanizing treatment, finding themselves sidelined from decision-making channels and lacking access to avenues for career advancement and professional development. This essay aims to better understand the lived experiences of South African workplace employees through the lens of organizational dehumanization. This work underscores the urgent need to reimagine transformation efforts in South Africa, moving beyond numerical representation toward a more inclusive work environment that promotes genuine empowerment. It emphasizes the importance of developing holistic diversity management strategies, implementing effective mentorship and sponsorship programs, and providing opportunities for meaningful participation and decision-making by black employees. Such an approach will ensure that legislative intentions are translated into practical workplace realities, ultimately fostering true equality and empowerment.

Examining the perception of undergraduate health professional students of their learning environment, learning experience and professional identity development: a mixed-methods study

BackgroundThe quality of the learning environment significantly impacts student engagement and professional identity formation in health professions education. Despite global recognition of its importance, research on student perceptions of learning environments across different health education programs is scarce. This study aimed to explore how health professional students perceive their learning environment and its influence on their professional identity development.MethodsAn explanatory mixed-methods approach was employed. In the quantitative phase, the Dundee Ready Education Environment Measure [Minimum–Maximum possible scores = 0–200] and Macleod Clark Professional Identity Scale [Minimum–Maximum possible scores = 1–45] were administered to Qatar University-Health students (N = 908), with a minimum required sample size of 271 students. Data were analyzed using SPSS, including descriptive statistics and inferential analysis. In the qualitative phase, seven focus groups (FGs) were conducted online via Microsoft Teams. FGs were guided by a topic guide developed from the quantitative results and the framework proposed by Gruppen et al. (Acad Med 94:969-74, 2019), transcribed verbatim, and thematically analyzed using NVIVO®.ResultsThe questionnaire response rate was 57.8% (525 responses out of 908), with a usability rate of 74.3% (390 responses out of 525) after excluding students who only completed the demographic section. The study indicated a “more positive than negative” perception of the learning environment (Median [IQR] = 132 [116–174], Minimum–Maximum obtained scores = 43–185), and a “good” perception of their professional identity (Median [IQR] = 24 [22–27], Minimum–Maximum obtained scores = 3–36). Qualitative data confirmed that the learning environment was supportive in developing competence, interpersonal skills, and professional identity, though opinions on emotional support adequacy were mixed. Key attributes of an ideal learning environment included mentorship programs, a reward system, and measures to address fatigue and boredom.ConclusionsThe learning environment at QU-Health was effective in developing competence and interpersonal skills. Students' perceptions of their learning environment positively correlated with their professional identity. Ideal environments should include mentorship programs, a reward system, and strategies to address fatigue and boredom, emphasizing the need for ongoing improvements in learning environments to enhance student satisfaction, professional identity development, and high-quality patient care.

Mentoring Online Composition Instruction (ALP/Corequisite Writing) for Faculty and Student Success

This paper expands previous research discussing a former faculty-mentoring program for new and adjunct faculty teaching ALP (Accelerated Learning Program) / corequisite writing at the Community College of Rhode Island (CCRI) which was a boon to student success during the pandemic and aims to provide mentoring tools to new and adjunct faculty teaching online. The sudden shift to online learning brought multiple challenges, still relevant today, including student engagement, student attendance, and successful completion of work; thus, we also emphasize best digital practices that enable a successful online learning environment. A continuous support system / mentoring program that helps with all facets of distance learning is important for the success and well-being of both faculty and students.

Competency and Barriers in Using ICT among Public School Teachers in Tagoloan District

Technology integration in education transforms teaching and learning by improving efficiency, accessibility, and student participation in the classroom. This study examines the teachers' profile, competency, and barriers that influence the use of ICT between public school teachers in Tagoloan East and West Districts during the School Year 2023–2024. Specifically, the study sought to determine the respondents’ level of competency in the ICT domain and the barriers to using ICT. This study involved two hundred thirty-six (236) respondents from the public elementary and secondary schools of Tagoloan District using the Slovins formula. It used the descriptive research design and an adapted and modified survey questionnaire to collect data. The descriptive correlational method was used to evaluate the samples with statistical analysis including standard deviation, frequency, percentage, mean scores, and Pearson r correlation. The findings showed that teachers' ICT ability is significantly influenced by age, teaching experience, and attitude, and there is a notable relationship between ICT skills and barriers related to manpower, policy, and facilities. Further, enhancing teachers' ICT competence through advanced technology training and effective integration methods aims to provide proficient educational experiences for 21st-century learners and improve teaching professionalism and efficacy. It is concluded that teachers face challenges in implementing ICT policies, including limited resources, reluctance to change, technological issues, and inadequate training. Factors like age, experience, and attitude influence these barriers. Additionally, it is recommended that schools should train proficient teachers as ICT experts to assist in incorporating technology into classroom teaching. This expert should provide ongoing support and training through mentoring programs. Teachers with limited technology experience are encouraged to improve their ICT integration skills, ensuring they can adapt to current trends and provide advanced educational experiences in the 21st century.

Mentoring Matters When Growing Your Own Educators

The journey to establish the Future Educator Pathway (FEP), formerly known as Project Teacher Development, has been a long yet gratifying one. My colleagues and my students have been instrumental in helping to design a pathway for middle school and high school students of color to pursue a career in education. The whole process began with the Color of Teaching Mentoring Program (CoT) established in 2007 and now includes the CoT, Side-by-Side (SBS) in-school seminars for high school students, a Future Educator Academy (FEA), which is a summer residential college experience, and an opportunity for high school students to take up to four dual enrollment courses to jump start their college careers. The mentoring components of the FEP are the most crucial as they establish effective mentor-mentee relationships to foster a sense of belonging on a college campus, encourage exploration of careers in education, support mentees’ goal achievement, and endeavor to diversify the educator workforce. This paper describes the development and impact of the FEP on recruiting and retaining students of color to pursue a career in education. Findings indicate that mentees who participate in at least two of the four FEP programs persist toward their goal at a higher rate, and mentors report growth in their understanding of the importance of being culturally responsive mentors and educators demonstrating the reciprocal nature of mentoring.

Analisis Budaya Patriarki Dalam Pemilihan Karir Mahasiswi Tingkat Akhir Pada Universitas Sahid Surakarta

This study examines the influence of patriarchal culture on the career choices of final year female students at Sahid University Surakarta. Using qualitative methods, data was collected through in-depth interviews with seven main informants and two supporting informants. The results showed that patriarchal culture significantly influences the career choices of female college students, with men dominating important positions in academic and professional environments. Female college students face limited career opportunities in education and social fields, while leadership roles are dominated by men. While reproductive health services are generally adequate, the quality of off-campus facilities needs to be improved. Women also feel less safe in public spaces and their participation in public activities and economic decision-making remains limited. This research suggests universities provide mentoring programs and leadership training for female students, offer diverse internship opportunities, and promote gender equality through educational campaigns and supportive policies. This research is expected to provide new insights into the influence of patriarchal culture on women's career choices.

Self-Efficacy and Teaching Competence of TLE Teachers as Mediated by Performance Standards

This quantitative study investigated the mediating role performance standards among on the relationship of teaching competence and self-efficacy of Technology and Livelihood Education (T.L.E.) teachers. Data were collected 200 T.L.E. teachers to assess these variables using statistical analysis including mean, correlation, regression, and Path analysis. Findings indicated high levels of self-efficacy, teaching competence, and performance standards among T.L.E. teachers. Notably, self-efficacy significantly influenced teaching competence and performance standard partially mediated the other two variables. This study emphasized the importance of continuous professional development and collaborative efforts to maintain high performance standards in TLE education. Recommendation included investing in specialized continuous professional development, fostering self-efficacy through mentorship and support programs, and promoting collaborative efforts to sustain performance standards. Integration of targeted interventions to strengthen performance standards. Integration of these recommendations by educational stakeholders could foster a vibrant TLE environment, ensuring quality education and professional growth for both educators and students.

Researching Behind the Badge: Challenges and Politics for Emerging Scholars in Police Studies

This study aims to find that the organizational structure and culture of the police have a significant impact particularly in terms of facilitating access, ensuring research independence, and developing long-term relationships. Police research has enabled the integration of grounded theoretical findings with the practical application of police strategies. However, scholars in police studies, especially those new to research, often face intricate dynamics and limitations, particularly concerning police culture and organizational obstacles. This paper seeks to examine the challenges and political barriers that new researchers have when studying the police. Employing an empirical qualitative approach, this study combines semi-structured interviews with six researchers who have different levels of expertise in police research. Additionally, auto-ethnographic reflections offer a thorough understanding of the subject matter. The research findings suggest that the organizational structure and culture of the police have a significant impact on research, particularly in terms of facilitating access, ensuring research independence, and developing long-lasting connections. We conclude by proposing that establishing an effective research collaboration with the police necessitates finding a balance between the interests of academics and the police institution. To achieve this, we advocate implementing mentorship programs that pair experienced researchers with junior researchers and create collaborative infrastructure to help new scholars.

Probation fear in new starters: understanding and alleviating concerns

Purpose This “viewpoint” paper aims to explore the root causes of probation fear, including worries about job security, performance expectations, cultural fit and feedback. It seeks to examine the impact of these fears on employees’ mental health, job performance, work relationships and career progression, as well as the broader implications for employers, such as increased turnover and training costs. Leadership’s role in creating a supportive environment and encouraging feedback is emphasised. Design/methodology/approach This paper uses a combination of author observations and literature to explore the intricacies of probation fears faced by employees during the probation process. Findings Author observations and literature show that the impact of probation fear is not strictly limited to the employee who is going through the probation process. It is suggested that by addressing probation fear, a more inclusive, supportive and productive workplace can be created. In a collective effort, Employers can implement transparent communication, structured onboarding, supportive feedback, mentorship programs and foster psychological safety and employees can seek clarity, build relationships, prioritise self-care, focus on learning and engage in professional development. Research limitations/implications As this paper includes observations from the author the paper could suffer from the writer’s biases even though this is unintended. Originality/value To the best of the authors’ knowledge, as this paper includes observations by the author, this study is original. This paper also provides value to both HR and front-line managers involved in the employee probation journey where the exploration of probation fear is under-researched.

Implementation of Knowledge Management at PT Multi Phi Beta to Prevent Knowledge Loss

PT Multi Phi Beta, as an engineering consultancy, faces challenges in a competitive industry that demands operational efficiency. The company encounters high employee turnover due to the short-term nature of its projects, leading to a significant risk of knowledge loss. This research aims to evaluate the current state of knowledge management readiness at PT Multi Phi Beta, identify gaps in knowledge management implementation, and propose improvements to mitigate these knowledge loss risks and enhance overall efficiency. The primary method used to obtain data is quantitative, collected through questionnaires. To enrich the primary data, qualitative data is gathered through semi-structured interviews. The findings indicate that PT Multi Phi Beta is at the initiation level of KM readiness, recognizing the need for knowledge management but not yet fully integrating KM practices. To mitigate knowledge loss, the company should capture critical knowledge from transitioning employees, enhance its KM vision and mission, and establish a dedicated KM department. Standardized processes for managing knowledge, conducting after-action reviews, knowledge cafés, and formal mentoring programs are essential. Additionally, providing integrated knowledge repositories and implementing a rewards and recognition program will encourage knowledge sharing and strengthen the company’s KM efforts.

Will they always be living the Sisyphus punishment? The triple whammy for racialized women: a qualitative investigation of primary care researchers in Canada

Existing literature overlooks the role of gender and race on research productivity, particularly in the context of primary care research. This study examines how gender and race influence the research productivity of primary care researchers in Canada, addressing a gap in existing literature. Qualitative, descriptive methods were used, involving 60-min interviews with 23 Canadian primary care researchers. 13 participants were female (57%) and 10 participants (43%) were male. Fourteen participants were White (non-racialized; 61%), 8 were racialized (35%) and 1 did not comment on race (4%). Reflexive thematic analysis captured participant perceptions of factors influencing research productivity, including individual, professional, institutional, and systemic aspects. Systemic bias and institutional culture, including racism, sexism, and unconscious biases against racialized women, emerge as key barriers to research productivity. The parenting life stage further compounds these biases. Barriers include lack of representation in faculty roles, toxic work environments, research productivity metrics, and exclusion by colleagues. Participants indicated that institutional reforms and systemic interventions are needed to foster a diverse, equitable, and inclusive environment. Strategies include recruiting equity-focused leaders, increasing representation of racialized female faculty, diversity training, mentorship programs, providing meaningful support, flexible work arrangements, and protected research time. Sponsors can offer more targeted grants for female and racialized researchers. Adjusting metrics for gender, race, parenthood, and collaborative metrics is proposed to enhance diversity and inclusion among researchers. This study underscores the importance of addressing systemic bias at institutional and systemic levels to create a fair and supportive environment for primary care researchers. A multitude of strategies are needed including increasing representation of racialized female faculty, creating supportive and psychologically safe work environments, and public reporting of data on faculty composition for accreditation and funding decisions. Together, these strategies can alleviate the triple whammy and free these researchers from the Sisyphus Punishment - the absurdity of being asked to climb a hill while pushing a boulder with no hope of reaching the top. College of Family Physicians of Canada.

Senior Schoolchildren’s Mentorship: the Case of St. Joseph’s School

The article discusses the topic of mentoring within the education system as well as analyzes the experience of the project “Schoolchildren for Schoolchildren” carried out at St. Joseph’s school as part of the project “Optimization of the network of higher schools and improvement of the quality of studies by connecting Šiauliai University to Vilnius University“.A mentorship model was developed and implemented in the school, followed by senior schoolchildren assisting primary school pupils with learning difficulties. Mentoring activities were evaluated by the research consisting of a questionnaire, a focus group method, as well as notes recording experiences. Mentors, parents and teachers of primary school pupils participated in the research.During the project, the mentors tried themselves in a new activity, developing competences of dutifulness, responsibility, teaching others, communication and collaboration. Despite the difficulties arisen and motivation decrease during the process, this activity instilled them with satisfaction and positive emotions, as they felt having spent their time meaningfully, developing the teaching and communication skills of juniors, as well as strengthening and fostering relationships with peer mentors. The research found that primary school pupils benefited from homework help from mentors - some of them improved learning motivation, skills and performance, as well as communication skills.The project demonstrated that the mentoring model is also a way to develop schoolchildren’s leadership, strengthen the relationships inside the school community; apart from that, it contributes to the creation of a culture of solidarity and social capital based on generosity and unconditionality. The model utilized at this school can be further developed and adopted elsewhere, taking into account the proposals of the research participants to publicize the project more, include it in the mentorship program and leisure activities, thus creating conditions for the development of children’s creative leisure time and mutual friendship.

Developing and implementing a mentoring and enabling programme within EFOMP

To ensure the continued advancement of the medical physics profession, the European Federation of Organisations for Medical Physics (EFOMP) has designed a mentorship programme. This programme aims to support Early Career Medical Physicists by providing them with the guidance needed for both professional and personal development to meet the continually evolving demands of the medical physics field within their working environments.The EFOMP mentorship programme is an important step forward in supporting the next generation of medical physicists. This article provides an overview of the history, framework, goals, and implementation strategy of this programme.The programme will have two main orientations: mentoring, which will help mentees to improve their scientific, professional and soft skills, and enabling, which aims to prepare a sufficient number of early career professionals to get involved within EFOMP’s activities, join the EFOMP structures and represent the European Medical Physics community to National and International Organisations.Each year a survey from mentors and mentees will be conducted and analysed by the European and International Matters Committee and the Early Career Special Interest Group to identify areas for improvement and to evaluate the degree of satisfaction and achievements of the participants.By providing structured mentoring, fostering professional development, and promoting sustainability, EFOMP aims to ensure that early career medical physicists are well-prepared to meet the challenges of the future and continue to advance the field of medical physics as a community.