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TANDEM Mentoring Programmes

Submitted by: Gitta Doebert, Kati Korst, Nathalie Wolf, Rectorate Staff Unit Integration Team – Human Resources, Gender and Diversity Management (IGaD)

- ongoing

TANDEM Mentoring Programmes

Women are increasingly participating in successful university graduations, yet their share is continuously decreasing with each further career and qualification level. At RWTH, the three mentoring programmes TANDEMstud, TANDEMdok and TANDEMplus work towards mitigating this phenomenon by providing support in developing individual career strategies, making female role models visible and facilitating access to support networks.

The three mentoring programmes are tailor-made for women at different levels of their careers. TANDEMstud targets female students, TANDEMdok is for female PhD students whereas TANDEMplus aims at female scientists and researchers with their first professional experience as postdocs.

Each programme cycle has a duration of one year and combines three modules to support personal and career development: mentoring, training and networking. Individual one-to-one mentoring with an experienced leader helps mentees develop career goals and respective implementation strategies. With the support of the programme coordinator and based on individual expectations, each participant chooses her own mentor. Target group-specific training offers opportunities for qualification and reflection. Numerous networking opportunities promote the expansion of both intra-group and inter-group contacts.

The programme participants are selected by a selection committee, which, depending on the target group, consists of professors, the Equal Opportunities Officer, the Staff Council and the respective programme manager.

COMPASS PERSPECTIVE – in what way(s) was the measure C O M P A S S?

C because the combination of mentoring, training and networking taps into the resources of talented women and supports them to make the most of their skills by building both personal and career development skills and building important networks. C because the one-to-one mentoring relationship can also serve as a gateway to other networks and relevant career stakeholders.

M  because the programmes contribute to reducing gender inequalities by

   1. enabling women to realise their potential and

   2. making organisational structures more equal in terms of opportunities.

P because the programme modules support individuals in advancing their careers in one-year cycles, building personal and career development skills as well as opening up new routes for action through the support of mentors and peers.

A because RWTH takes responsibility for promoting equality in the traditionally male-dominated environments of the university. A because the programmes and modules are evaluated on a regular basis during and after the one-year cycles.

ACTORS AND STAKEHOLDERS

  • Qualified and committed female students, doctoral candidates and postdocs
  • TANDEM selection committees consisting of: professors, the Equal Opportunities Officer, the Staff Council and the respective programme manager (depending on the target group)
  • TANDEM programme coordinators at Integration Team – Human Resources, Gender and Diversity Management (IGaD)

AUTHOR’S REFLECTIONS

What would you do the same/differently another time?
What have you learnt? Do you see relevance for this in other contexts?

It has proven successful to network the programmes within the university in the best possible way and to secure approval of university management. In addition, networking with similar programmes at other universities is very helpful and important.

The TANDEM Mentoring Programmes are not “fixing the women” i.e. making them fit the system. They are designed to “fix the system” towards a more equitable one that provides equal opportunities for everyone by enabling women to realise their full potential.

Mentoring is basically a very beneficial instrument when it comes to equal opportunities and can therefore be transferred very well to other contexts and target groups.