Mentoring for young scholars at Osnabrück University
Mentoring programs for young scholars are one of the targeted instruments for developing young scholars at Osnabrück University. The University’s programs help to give highly-qualified scholars the best possible opportunities to achieve their career goals. The central aim of the programs are to enhance equal opportunities in the scientific system. The programs combine the individual mentoring relationship between mentees and mentors with a needs-oriented training program, in which networking plays an important role. Two mentoring programs are established at Osnabrück University’s PhD/Postdoc Career Center (ZePrOs):
- Mentoring for female doctoral candidates "Career perspectives after the doctorate"
- Mentoring for postdocs and junior professors "Paths to a professorship"
News and current events in the mentoring programs
- Start of the next mentoring-program for postdocs and junior professors: June 2021. Applications were possible until January 24th 2021. Find out more
- The next round of the mentoring-program for female doctoral candidates will commence in January 2023. Applications will be possible from autumn 2022.
Mentoring can be defined as a professional relationship in which an experienced executive (the mentor) assists a young scholar with leadership potential (the mentee). The mentoring relationship is geared towards developing the mentee’s career and personality. Mentoring is a type of informal learning in which experience and knowledge are exchanged between people at different stages of development who come from different hierarchy levels.
Although mentoring programs are well established in industry and politics, they became popular at universities only since the 1990s. In higher education, they are used as a tool for ensuring equal opportunities and the effective, targeted development of young scholars.
Already in 2012 Osnabrück University initiated the mentoring programs for young female scholars considering that women despite having a high qualification as well as motivation are still underrepresented in management positions within and outside academia. This phenomenon, known as the “leaky pipeline”, signifies a substantial loss of academic potential for universities. Therefore the programs especially aimed at counteracting the steady decline of proportion of women with increasing level of qualification as well as the under-representation of women in management positions. In the framework of human resource development at Osnabrück University supporting equal opportunities, the objectives of the 2019’s mentoring programs were extended by another diversity aspect. In addition to the topic of gender, the diversity feature “educational background” has been integrated. The PhD/Postdoc Career Center reacts on studies proving an increasing social selectivity within the science system. Accordingly, scholars with a non-academic background on all levels of qualification as well as on the level of professors are highly underrepresented. Against this background, the PhD/Postdoc Career Center offers two targeted mentoring programs in alternation, which not only focus on the support of equal opportunities for men and women but also on reducing inequalities in regard to the educational background. These objectives are implemented conceptually differently in the two programs. Whereas the mentoring program targeted for the promotion phase is further on exclusively open for female doctoral candidates, the program for the postdoc phase and junior professors is for the first time open for both male and female scholars.
Advantages of mentoring programs
All of the parties involved benefit from mentoring programs. The mentees, who have the largest gain, are given individual academic career guidance. However, the mentors who engage voluntarily in developing young scholars and the universities that include developing young scholars in their range of services also benefit from it.
How mentees benefit:
• Individual support in strategic career planning
• Training in science-specific and interdisciplinary key competencies
• Strengthening of management and leadership skills
• Advancing knowledge of higher education policy and the acquisition of research funding
• Information about informal “rules of the game” within the system of higher education
• Development of interdisciplinary networks
How mentors benefit:
• Active role in developing young scholars and enjoyment in developing young people professionally
• Feedback and information from another hierarchy level rarely communicated so openly by one’s own employees
• Reflection on one’s own career path and management experience
• Further development of advisory skills and stimulation of new ideas for one’s own work
• Expansion of interdisciplinary scientific networks
How the University benefits:
• Improvement in quality of developing young scholars
• Advantages in the competition for young scholars thanks to targeted, needs-oriented support
• Contribution to gender-sensitive scientific culture by promoting equal opportunities
• Creation of synergies through networking (e.g. new collaborative research projects on interdisciplinary issues)