Mentoring programme. 6.4.1 Designing the mentoring programme addressed to researchers with a non permanent position (not tenured), starting from the results of task 6.1 and 6.2. Special attention will be given to geographical mobility required in the pursuit of an academic and scientific career, with a special focus on the implementation of solutions that allow the different strategies and the consideration of alternative mobility resources for researchers with different life situations (involving care workloads, but also depending on labour market of their discipline in relation with the national context). Also, a bridge needs to be built to favour mobility between Universities and research centres and other employment sectors such as industry to valorise and implement alternative options for those who wish to pursue in research in the private/social sectors, both in STEM and SSH sciences. (M 15-18)
Mentoring programme. Rationale: Our efforts of creating better research environments from the early stages of the career to retain women requires consolidation through mentoring programmes.
Mentoring programme. Rationale: Lack of institutional support is a factor contributing to the phenomenon of the leaky pipeline. Mentoring programmes is one way of responding to that. Actions: Designing and launching mentoring programmes in selected units in HI. Outcomes: Support facilities for female academics who otherwise would leave Academia. Long term impact: A mentoring programme that can be extended to other units at HI.
Mentoring programme. On basis of the quantitative and qualitative data collected and analysed over the first 18 months of the project (tasks 6.1, 6.2 6.3 and 4.3), each GARCIA beneficiary has developed a self-tailored mentoring action target to early stages researchers. The self-tailored mentoring actions implemented in each GARCIA beneficiary department and/or institutions are briefly summarized below. University of Trento (Italy) University level Aim: Starting from the diagnostic analysis carried out in the first period of the project, we decided to develop the mentoring activities at the University of Trento consisting in the creation of a website that includes information and supports for early career female and male researchers in their everyday working life at the UNITN and in their future career development. The purpose of the web portal is to inform and empower young female and male researchers at the early stages of their career path by providing them support for their everyday working life at the UNITN, as well as to their academic/scientific career development. The website is a space in which they can find the needed information at an organisational level but also advices on how to manage early stages scientific careers, and how to apply for an academic position or for grants and funding opportunities. Given the lack of information about our specific targets – early career researchers with a temporary position – throughout the University of Trento, we decided to build a website for all STEM and SSH departments of the University, consequently not only addressed to the two departments involved in the GARCIA project. Involved actors: PhD students and postdocs at UNITN, the InterAction lab team (http://interaction.disi.unitn.it/) of the DISI, several internal stakeholders such as: the Rector office, the Equality & Diversity division, the administrative directors of doctoral schools, the ICT team of UNITN, the Communication office, the Web-team, the Legal office and the Technology transfer office, teaching staff - in order to guarantee visibility of the new website in the UNITN community as well as its maintenance and upgrade after the end of the GARCIA project. This collaboration was crucial in the identification and validation of the main contents included in the website, and for the development of the new page dedicated to the “Right & Duties” of the postdoc research fellows. Moreover, the collaboration with internal stakeholders allowed to obtain a direct link to t...
Mentoring programme. The parties to the collective agreement agree that retaining apprentices is a highly prioritised focus area. It is therefore agreed that a local agreement may be made for a journey- man to act as a mentor for the company's apprentices. In connection with the conclusion of the agreement, the freedoms asso- ciated with the journeyman's role as a mentor are agreed upon. The journeyman is compensated in terms of pay for the agreed working hours spent. An agreement is also made on any compensation for costs associated with the task.
