PACSW Women's Mentoring Program
Program Statement of Purpose:
In support of the mission of the President's Advisory Committee on the Status of Women, PACSW Women's Mentoring Program seeks to increase confidence, community, and capacity amongst woman-identified employees at the University of San Francisco. The program aims to accomplish this through the creation of intentional, time-bound one-on-one relationships between University employees based on confidentiality and collegiality.
According to a recent employment survey, 1 out of 5 women report that they have never had a mentor at work (Linkedln, 2011). Women also experience challenges in upward mobility in the workforce, claiming approximately 53 percent of entry-level management jobs but only 37 percent of mid-level management positions and 26 percent of positions at the Vice President and higher level (McKinsey Research, 2011). Additionally, women experience unique barriers obtaining mentors, from lack of institutionalized programs to hesitations to identifying or initiating a mentoring relationship (Ragins and Cotton, 1991).
Any woman-identified employee of the University of San Francisco is eligible to participate in the program, regardless of employee class, status, or title. Individuals who identify as men are welcome to apply to the program as mentors, but will be matched only if mentee prefers to be matched with a colleague who identifies as a man.
Selection and Matching Process:
Participants will be asked to fill out an application to indicate their interest, commitment, and goals from program participation. Applications will be carefully reviewed by PACSW membership to determine mentor/mentee matches based on goal alignment, expected outcomes, and scheduling/availability.
As a result of the implementation of this program, we expect benefits to both mentor and mentee, as well as the University community as a whole.
- Mentors can expect to experience satisfaction in guiding and assisting their mentee, contributing to the betterment of the University community, and increased exposure to new ideas and concepts.
- Mentees can benefit from 1:1 guidance, a broadening of their professional network, and increased exposure to institutional perspective and navigation.
To foster a successful mentoring relationship, PACSW will provide the following tools and resources to mentor and mentee participants in the program:
- Monthly discussion topics (Work/Life Negotiation, Pay Equity)
- Strengths finder coaching
- Common reading opportunities
Timeline and Time Commitment:
For the pilot program, the mentoring relationship will last a duration of 5 months, from August 2019 -December 2019. With scheduling, preparation, and meeting time, the total time commitment is approximately 3 hours per month.
|8/16/2019 Kickoff event for all mentees and mentors|
|10/16/2019 Mid-semester check in event for all mentees and mentors|
|12/11/2019 End of semester luncheon for all mentees and mentors with PACSW|
Frequently Asked Questions (FAQs):
- Do I need supervisor permission to participate? Though not required, it is recommended to talk with your supervisor about your desire to participate in the program, and the time commitment it entails.
- ls there a cost to participate? There is no cost for mentors or mentees to participate in the program.
- ls my participation confidential? Mentors and mentees will be required to keep the content of discussions confidential, but participation in the program will not be disseminated outside of PACSW. We may ask participants for testimonials about their experience in the program.
How Do I Apply?
The deadline to submit mentor and mentee applications is May 31, 2019.