Mentorship Opportunities Research Articles

Breaking the Glass Ceiling: A Multiregional Study of Mentorship and Leadership in All-Women Surgical Teams.

Globally, billions of people lack access to safe surgical care. Women represent a valuable resource to tackle the healthcare workforce shortage which impedes the delivery of surgery. With women entering the global health workforce at an increasing rate, Operation Smile (OS) launched the Women in Medicine program to create women-led leadership and mentorship opportunities for women healthcare workers to empower them to become leaders in healthcare. This multi-regional study aims to evaluate the experiences of healthcare providers on OS all-women surgical programs and the impact of participation on leadership and mentorship opportunities. In 2022, OS conducted four cleft surgical programs with all-women providers in Morocco, Peru, Malawi, and the Philippines. Providers from various specialties participating in the programs were surveyed. Participants were invited to complete the surveys anonymously in the final two days of each program. Analysis involved descriptive statistics and chi-square tests. Across all programs, 215 providers from 36 countries were surveyed. Ninety-seven percent of participants reported improvement in their technical and non-technical skills. Eighty-two percent reported that the program motivated them to seek leadership positions, despite only 37% having prior leadership experience on an OS program. Participating in an all-women team motivated 96% to seek mentorship from another woman and 99% to mentor others. Overall, 98% of providers across all regions and specialties supported the importance of women leadership, and 95% endorsed women mentorship. Promoting gender equity is crucial to address the ongoing healthcare workforce shortage and improve access to safe surgical care. This study demonstrates the importance of mentorship between women to advance into leadership positions. Programs that provide women in healthcare with educational, mentorship, and leadership opportunities can effectively equip them with the skills needed to advance their careers and strengthen the global workforce.

Officer gender and opportunities for mentoring and advancement in policing

Abstract Mentorship and advancement in policing is a critical component of retention among officers and of organizational stability overall. Paths towards promotion (and transfer) and mentorship can energize the workforce and ensure a constant supply of people wanting to move up the ranks or fill out special units. Using survey data from a sample of nearly 500 police officers in a large, urban department, this study examines gender-related differences in perceived opportunities for mentorship, promotion, and transfer to a specialized unit. Our results reveal no gender-related differences with respect to opportunities for promotional and transfer, although women expressed concerns over the availability of mentorship. We discuss our findings in terms of their implications for improving the representation and advancement of women in policing.

Thinking of Learning Communities? Here Are Some of the Ways They May Benefit Your Medical Students.

Learning communities are designed to bring together students, faculty, and potentially other healthcare professionals, to learn with and from each other formally in teaching activities but also in the social domain. In recent years, learning communities have gained some recognition as an effective educational strategy but their use is still not widely seen in all medical schools. Numerous benefits of learning communities have been reported and these include improved academic performance, enhanced critical thinking and problem-solving abilities, increased student confidence, and improved communication skills. Learning communities also provide opportunities for personal growth, mentorship, and self-reflection, all of which contribute to a students' professional development.

Work Challenges, Opportunities, and Job Performance of Non-Teaching Personnel in a Private Higher Education Institution

The research aimed to investigate the relationship between work challenges and opportunities and their effect as predictors of job performance of non-teaching personnel at a Higher Education Institution (HEI) in Bacolod City. While most research on HEIs focuses on faculty and students, this study aimed to shed light on the experiences of non-teaching staff. The study examined the level of challenges, opportunities, and job performance of the respondents and the relationships among these three variables. It also sought to determine if work challenges and opportunities could predict job performance. The study used a descriptive-correlational design and selected 153 permanent non-teaching personnel, including administrative heads and support staff, who had worked for six months or longer in the HEI. The findings showed that respondents faced mild workload challenges, job-related stress, communication, and working conditions. They were provided ample opportunities for training, mentorship, and recognition of learning. Regarding performance, the respondents excelled in task, contextual, and adaptive performances. The study revealed no significant relationship between challenges and job performance. However, a significant relationship was found between the opportunities provided and job performance. Finally, the study determined that opportunities were significant predictors of job performance. In conclusion, the study suggests that when opportunities are effectively leveraged, the job performance of non-teaching personnel can be enhanced.

PILLARS OF SUCCESS: THE ROLE OF HISTORICALLY BLACK COLLEGES AND UNIVERSITIES (HBCUs) IN STEM UNDERGRADUATE PREPARATION LEADING TO GRADUATE SCHOOL PATHWAYS

Historically Black Colleges and Universities (HBCUs) operate and are centered within the nexus of concerted nationwide efforts to advance the participation and success of Black students within the sciences, technology, engineering, and mathematics disciplines (STEM). Through an institution-level asset-based approach, this study aimed to further elucidate how undergraduate STEM preparation and success at HBCUs is linked to the transition into (and experiences within) graduate education. One hundred and fifty-one HBCU alumni from 37 unique HBCUs completed our HBCU Alumni Success survey. Factor analysis revealed 13 emerging components along three main touchpoints along alumni's graduate pathway: their HBCU undergraduate experiences, graduate application, and decision-making, as well as graduate school experiences. Cluster analysis further identified five unique clusters of alumni, revealing variation regarding the individual, institutional, and cultural factors that contributed to HBCU alumni's experiences within their graduate pathway. Specific attributes that characterized each unique cluster included (Cluster 1) experiencing challenges throughout their graduate pathway, (Cluster 2) variation in the sources of motivation that influenced graduate school choice, (Cluster 3) deliberation around attending graduate school, (Cluster 4) high commitment, success, and support in pursuit of a graduate degree, and (Cluster 5) high personal agency as well as faculty and research support within engineering. Implications for practice include capitalizing on the areas of success such as the impact of faculty mentorship and research opportunities.

Development of the Dissemination and Implementation Science Collaborative (DISC): Opportunities to enhance implementation science capacity among researchers and practitioners in South Carolina.

This paper explores the development of the Dissemination and Implementation Science Collaborative (DISC) at the Medical University of South Carolina, established through the Clinical and Translational Science Award program. DISC aims to accelerate clinical and translational science by providing training, mentorship, and collaboration opportunities in dissemination and implementation (D&I) science. Through DISC, investigators, trainees, and community partners are equipped with the knowledge and skills to conduct D&I research and translate findings into practice, particularly in South Carolina's public health and healthcare landscape. We describe efforts to achieve the major overarching aims of DISC, which include conducting scientific workforce training, providing mentorship and consultation, and advancing methods and processes for D&I research. By sharing DISC experiences, successes, and challenges, this paper aims to support the growth of D&I research and capacity-building programs, fostering collaboration and shared resources in the field.

A Phenomenological Investigation of Student Leadership in College Marching Bands

Abstract The purpose of this phenomenological investigation was to examine the lived experiences of undergraduate students serving in leadership roles in college marching bands. Ten student leaders completed written responses to an open set of questions that were then discussed during two corresponding in-depth interviews. The following research questions were addressed: (1) How do student leaders describe their experiences in college marching band? (2) How do student leaders perceive their growth through these experiences? (3) How do students perceive these experiences in relation to their future careers? Our findings indicated that student leaders may gain invaluable experience by adapting and reacting to challenges and reflecting on those experiences in ways that inform future behaviors. These experiences, from students’ communications with directors to opportunities for mentorship between peers, affected their growth in leadership roles. Participants—particularly those who were music education majors—actively used their experiences to build a vision for themselves and their future careers.

Sisterhood in Academia - Storying our Experiences in Higher Education

Breaking the barriers for women in higher education institutions has been on the global agenda for over a decade. Women's lived experiences in academia has notably focused on issues of inequality and systemic gendered barriers that lead to women opting out of academia. This study acknowledges that many black women academics feel caged and overlooked in their positions and argues that despite these challenges, women are resilient and need to carve out spaces to navigate their paths in the academy. Using the autoethnography inquiry approach, we reflect on how our experiences shaped our academic journey in higher education institutions. The principles of Communities of Practice (CoP) is adopted as a framework underpinning this paper. It is envisaged that this framework will help examine the challenges and opportunities black women academics experience in higher education. Our reflective discussion on the sisterhood we embraced during our academic journeys has suggested that institutions need to provide mentorship opportunities, and spaces to talk, support and be supported.

The Importance of Mentorship Opportunities for Women in Academia: A Systematic Review

This paper aims to review the literature on the importance of mentoring in academia, specifically focusing on enhancing women's careers in academia. This study focuses on studies published between 2000-2023. Due to gender imbalance in academia, mentoring of early-career female academics has been recognised as instrumental in improving their aspirations. However, this tool is not receiving the recognition that it deserves, especially for women in academia. It further briefly discusses how mentoring is used as a resource to foster institutional change and decolonise entrenched academic promotion practices of paternalism. Radical feminist theory underpinned this study as this theoretical position helps explain the power inequalities that occur in higher education institutions (HEIs) and women’s communities and how these in turn inhibit the progress of women in academia. Furthermore, the African philosophy of Ubuntu is also used to explain how women can be supported in academia using indigenous African epistemology. A systematic review approach was used by searching for studies that focused on the importance of mentoring in academia. The findings of the review revealed numerous significant challenges that women in academia encounter. In addition, various benefits of mentoring were uncovered and discussed

Investors of the final pitch on the role of entrepreneurial mentoring and financial investment on a green startup’s business growth

Televised Business Pitches, such as Dragons' Den and Shark Tank, have gained popularity as entrepreneurs present their ideas to investors in hopes of securing funding. However, the focus of these shows is primarily on the pitching process itself. For this study, it examines the impact of these shows on its participants, specifically assessing their effectiveness in obtaining financial funding and mentoring and their influence on business growth. By analyzing the episodes and conducting semi-structured interviews with four technology startup ventures featured on the local show The Final Pitch, we collected relevant data. We utilized tables to summarize and tabulate the evidence, integrating identified themes into a cross-case report. Results reveal that The Final Pitch was effective in providing funding and mentorship opportunities for green business startups. However, the received mentoring was only a partial contributor to the businesses' longevity and growth. Meanwhile, the funding alleviated financial constraints and facilitated the realization of ideas and green business expansion. Moreover, newly emergent themes also came out such as signaling, an area that can be explored in future research. In conclusion, Televised Business Pitches offer valuable platforms to startups for acquiring financial support and mentorship.

PRACTICAL STRATEGIES FOR RETAINING DIRECT CARE WORKERS

Abstract Direct care workers (DCWs), such as state-tested nurse aides, personal care aides, and home care aides are a critical component of the long-term services system. While there is consensus in both the research and practice community on the challenges faced, the plan for a long-term solution continues to be developed. The final paper of this symposium is based on a review of state and national initiatives and interviews with high-performing long-term services and support providers, and culminates into a tip sheet of practical strategies for providers who are seeking to recruit and retain DCWs. The tip sheet is organized in relation to the symposium theme of work culture, which includes elements of creating a welcoming and respectful work environment, employing a participative leadership model, and opportunities for DCWs to anonymously assess work culture. It also discusses staffing ratios that are critical to recruiting and retaining workers, as well as an examination of career ladders, mentorship opportunities, and strengthening training standards. DCW economic well-being (e.g., financial incentives such as wages, bonuses and benefits) and community impact are also explored. The priority of this section is to help providers gain insights on establishing a work culture that is more receptive to DCWs’ needs.

Evolution of women physician leadership at the Ottawa Hospital, 2011–2022: a mixed method study by the Women Physician Leadership Committee

Purpose: To assess the evolution of women physician leadership after implementation of initiatives introduced by the Women Physician Leadership Committee (WPLC) from 2011 to 2022 at The Ottawa Hospital (TOH). Methods: We conducted a mixed-methods study using a transformative sequential research design. During phase 1 (2011–2022), we held three rounds of semi-structured interviews with division and departments heads. The results were organized into eight themes, providing insight into TOH’s work environment and culture. In phase 2, we determined the number of women physicians holding privileges and leadership positions at TOH in 2011, 2016, and 2022. Results: Despite an increase in the number of women physicians over the last decade (from 30% (255/862) in 2011 to 42.5% (486/1144) in 2022), the number of women division and department heads did not change significantly. In fact, only one of 12 department head positions has been held by a woman. We compiled comments from division and department heads to capture various perspectives and provide concrete examples of efforts and barriers to women physician leadership. Interpretation: We attribute the progress we have achieved in the last 11 years to the WPLC’s initiatives. Among other positive changes, there has been an increase in the number of formal mentoring opportunities, as well as the number of leaders who consider bringing in a locum when needed to balance the workload. Although progress toward achieving gender parity at TOH is encouraging, it has not eliminated barriers that women in medicine face. Further intentional change is required to counteract deeply rooted societal constructs within TOH culture.

Support, networks, and relationships: Findings from a mixed-methods evaluation of a mentorship programme for early career women researchers in sexual and reproductive health and rights.

Low research output among women researchers in health research has been linked to inadequate mentorship opportunities for early career women researchers and particularly in sexual and reproductive health and rights (SRHR) field. Mentorship has been recognized as a contributor to strengthening research capacity and as beneficial for both mentors and mentees. Women researchers oftentimes experience negative impacts of organizational and structural gender inequities related to formal and informal mentoring. In 2020, the UNDP/UNFPA/UNICEF/WHO/World Bank Special Programme of Research, Development and Research Training in Human Reproduction at WHO launched a mentorship programme for early career SRHR women researchers from low- and middle-income countries. The programme sought to provide professional skill-building, promote and share networking opportunities, and offer support in navigating personal and professional life. We conducted a convergent parallel mixed-methods evaluation of the 2020 pilot programme, which included 26 participants, through an online survey and semi-structured in-depth interviews (IDIs). Data collection occurred between March and May 2022. Nineteen responded to the online survey (12 mentees, 7 mentors) and 11 IDIs (7 mentees, 4 mentors) were completed. Based on a preliminary framework, we used deductive and inductive methods to identify six themes: views on mentorship; reasons for applying and expectations of participation in the programme; preferred aspects of programme implementation; challenges with the programme implementation; perceived lasting benefits of the programme; and recommendations for improvement. All participants found the initial training useful, most discussed work-life prioritization throughout the mentorship relationship, and most planned to continue with the relationship. There appear to be ample benefits to mentorship, especially when planned and implemented in a structured manner. These attributes can be particularly beneficial when they are conceived as a two-way relationship of mutual learning and support, and especially for women at the start of their research careers as they navigate structural gender inequities.

Servant-Leadership and the Christian Non-Profit Senior Leader: A Study on How Servant-Leadership Influences Growth

This study aimed to identify the relationship between senior leaders of Christian non-profit organizations that exhibit servant-leadership and the organizational growth of Christian non-profit organizations. This study focused on the servant-leadership style within Christian non-profit organizations, and the servant-leadership qualities are measured using the Servant-Leadership Questionnaire (SLQ). This quantitative study examined the relationship between senior leaders' servant-leadership and Christian non-profit organizations' growth. The study provides data from Christian non-profit organizations on their organizational growth in the categories of numerical growth, mentorship, and service opportunities in the last three years.

A legacy of excellence: celebrating 40 years of the Diokno–Lapides essay contest

The Diokno–Lapides Essay Contest was originally established in 1984 as the Jack Lapides Essay Contest on Urodynamic and Neurourology Research. Developed by Ananias Diokno to honor his mentor, Jack Lapides at the University of Michigan, it was funded by a grant from Marion Laboratories. The contest recognizes individuals doing outstanding work in neurourology and has been awarded yearly since 1985. Renamed the Diokno–Lapides Essay Contest in 2014, it has generated significant papers and discoveries in neurourology. Spanning 40 years, winners and other participants have attested to the contest’s influence on their careers and its opportunities for networking and mentorship across the global urology community.

Physical Attributes and Psychological Characteristics of Basketball Players Towards Creation of a Wellness Program

The objective of this research is to examine the evaluations provided by 44 basketball coaches according to the physical features and psychological traits and talents of their players. The primary aim is to enhance coaching effectiveness and promote overall well-being. The profiles of coaches exhibited a broad range of coaching backgrounds, including various age groups, genders, and years of experience. The evaluation of athletes' physical characteristics, including speed, agility, core strength, and leaping ability, was carried out, uncovering notable variations in coaches' evaluations of athletes' speed across different age categories. Nevertheless, there were no notable disparities observed with regards to any physical characteristics. Furthermore, an evaluation was conducted to assess the psychological attributes and abilities of players, such as visualization, relaxation, attentional focus, anxiety management, self-confidence, and motivation towards athletic success. The findings revealed that there were no notable variations based on the age, gender, or years of experience of the coaches. Furthermore, the research has successfully proven a noteworthy correlation between the physical features and psychological characteristics and talents of players, thereby emphasizing the interdependence of these dimensions within the realm of coaching. Therefore, it is suggested that a comprehensive wellness program be implemented for basketball coaches, with a primary focus on strengthening coaching efficacy. This can be achieved by developing coaches' understanding and proficiency in analyzing and enhancing players' physical features, as well as their psychological traits and skills. The program integrates a range of tactics, including scheduled training sessions, workshops, and mentorship opportunities, with the aim of addressing multiple dimensions of coaching well-being. Through the implementation of this program, basketball coaches have the opportunity to enhance their coaching capabilities and make a positive impact on player development and team success. This program underscores the significance of continuous support and development for coaches in fostering the physical and psychological growth of athletes in the realm of basketball.

A Pandemic Innovation: Student-Led Model to Increase Accessibility to Educational and Mentorship Opportunities.

The Canadian Ophthalmology Student Interest Group (COSIG) is the first national medical student-led specialty interest group in Canada. COSIG has run several initiatives aimed at increasing students' opportunities for ophthalmology exposure and learning, including a resident-medical student mentorship program, an annual 6-week introductory course, amongst other events, and webinars.

Black Youth Mentorship: Project Artemo and Opportunities for Proactive Cross-Sector Mental Wellness Support

In this qualitative study, researchers interviewed 10 participants (five mentees and five mentors) of the 2020–2021 Artemo Black Youth Mentorship program session. The Artemo program takes place with Black youth across Alberta, with a focus in Edmonton, Calgary, and Fort McMurray. The program focuses on providing supports for a mental health preventative approach, employment/educational supports, and a gender intersectionality focus throughout Alberta. To assess the program, organizers hired an independent researcher to maintain anonymity. Findings from the interviews spoke to larger themes related to Black youth mental health and well-being, as well as community-based approaches to supporting them. Our findings offer three key themes. First, youth offered their own perceptions of mental wellness. Second, they explained stigma, a lack of cultural competency and representation among service providers, and financial costs, as significant barriers to mental health and wellness. Third they discussed opportunities for youth mentorship to fill service gaps and act as a form of resistance. Opportunities include strategies to navigate mental health stigma, opportunities to build trust, benefits of centralizing experiences of race and culture, and benefits of non-medicalized mental wellness support.

Abstract A109: The growth and evolution of GMaP Region 3 Technical Training Summits

Abstract Introduction: The Geographic Management of Cancer Health Disparities Program (GMaP) is a national program funded by the National Cancer Institute’s (NCI) Center to Reduce Cancer Health Disparities with the mission to expand and diversify the pipeline of cancer researchers. GMaP Region 3 is one of seven regions, and is comprised of members from seven Southwestern US states. The University of New Mexico Comprehensive Cancer Center serves as the hub for GMaP Region 3, and has hosted three seminal training Summits. Methods: GMaP Technical Training Summits provided hands-on learning experiences for cancer health disparities (CHD) trainees and promoted collaboration among Region 3’s NCI-designated cancer centers. GMaP Region 6 collaborated with Region 3 to host the final two Summits. Each of the three Summits had differing aims, but the core goals were to strengthen grant writing skills, enhance professional development, in addition to providing opportunities for networking and mentorship. Summit activities included keynote addresses by senior researchers, many of whom are members of historically underrepresented populations, interactive grant writing sessions, and mock grant reviews. Attendee feedback was captured via REDCap surveys and qualitative experience summary reports. Results: Each Summit had increasing attendance: 2016 Summit, n=29, 2019 Summit, n=35; 2023 Summit, n=48. Summit length grew from 1 full day to 2.5 days of sessions. Although the majority of participants were from Regions 3 and 6 there were also attendees from Region 2 and 5 demonstrating the desirability of this type of intensive grant writing training. Attendees were largely satisfied with their experience and in 2023 the overall reception of the summit material was 87% positive. Attendees highlighted the benefits of receiving individualized feedback on their Specific Aims page and the ability to meet people doing similar work. Summits were described as “invigorating” and “motivational”. Participants across the years highlighted the value of hearing from influential researchers in the field and cited these keynote addresses as being “inspirational”. Challenges of hosting these Summits included logistical barriers specifically pertaining to ensuring that scholars had the financial support they needed to attend prior to each event. In addition, tailoring the Summit curriculum and coordinating appropriate speakers was an ongoing learning process. Recommendations: Grant writing is both a science and an art and many scholars, particularly those from underrepresented groups, do not have access to the focused training necessary to develop successful proposals. The GMaP Region 3 Summits provided opportunities for scholars to learn from experienced grant writers and network with their peers. Future efforts to provide tailored grant writing education to newer cancer researchers should be prioritized to support their career development and diversify the types of CHD research proposed and ultimately funded. Citation Format: Shoshana Adler Jaffe, Dolores D. Guest, John Torres, Miria Kano, Andrew Sussman, Shiraz I. Mishra. The growth and evolution of GMaP Region 3 Technical Training Summits [abstract]. In: Proceedings of the 16th AACR Conference on the Science of Cancer Health Disparities in Racial/Ethnic Minorities and the Medically Underserved; 2023 Sep 29-Oct 2;Orlando, FL. Philadelphia (PA): AACR; Cancer Epidemiol Biomarkers Prev 2023;32(12 Suppl):Abstract nr A109.

Implementation of national guidance for self-harm among general practice nurses: a qualitative exploration using the capabilities, opportunities, and motivations model of behaviour change (COM-B) and the theoretical domains framework

BackgroundPatients who self-harm may consult with primary care nurses, who have a safeguarding responsibility to recognise and respond to self-harm. However, the responses of nursing staff to self-harm are poorly understood, and opportunities to identify self-harm and signpost towards treatment may be missed. It is unclear how to support nursing staff to implement national guidelines.AimsAmong primary care nursing staff to: [1] Examine reported barriers and enablers to nurses’ use of, and adherence to, national guidance for self-harm; and [2] Recommend potential intervention strategies to improve implementation of the NICE guidelines.MethodsTwelve telephone interviews partly structured around the capabilities, opportunities and motivations model of behaviour change (COM-B) were conducted with primary care nurses in the United Kingdom. The Theoretical Domains Framework was used as an analytical framework, while the Behaviour Change Wheel was used to identify exemplar behaviour change techniques and intervention functions.ResultsNursing staff identified a need to learn more about risk factors (knowledge), and strategies to initiate sensitive conversations about self-harm (cognitive and interpersonal skills) to support their professional competencies (professional role and identity). Prompts may support recall of the guidance and support a patient centred approach to self-harm within practices (memory, attention, and decision making). GPs, and other practice nurses offer guidance and support (social influences), which helps nurses to navigate referrals and restricted appointment lengths (environmental context and influences).ConclusionsTwo converging sets of themes relating to information delivery and resource availability need to be targeted. Nine groups of behaviour change techniques, and five intervention functions offer candidate solutions for future intervention design. Key targets for change include practical training to redress conversational skill gaps about self-harm, the integration of national guidance with local resources and practice-level protocols to support decision-making, and creating opportunities for team-based mentoring.