Nat

Document Sample
Nat Powered By Docstoc
					Research Outcomes

    Natalie Sappleton
    Careers Adviser
   Overview of Research
         Elements
• Literature Review
• MentorMatch expectations
  – Mentors
  – Mentees
• MentorMatch evaluation
         Literature Review
• Participation in Higher Education amongst female
  BME students has increased in the past decade

• The majority of undergraduates are female

• Initial HE participation rates for BME groups is much
  higher than the average, and they represent a higher
  proportion of the graduate output compared to their
  share of the working population

• More females than males achieve First Class
  degrees
   Literature Review: The Bad
              News…
• More likely to enter HE with
  GNVQs/Access/BTEC qualifications
• BME students are concentrated in post-1992
  universities
• BME students perform less well than white
  students
• All minority ethnic groups have higher initial
  unemployment levels than White graduates
• Ethnic minority women are less likely to be in
  employment than women from white
  backgrounds
Employment Rate By Gender
   and Ethnicity (2004)
 %




90
80
70
60
50                                                                                  Women
40
                                                                                    Men
30
20
10
 0
                         es




                                                                n
      te




                                                                               hi
                                                     n
                                       an




                                                           ia
                                                   ca




                                                                             es
      hi




                       i



                                  be
                    rit




                                                            d
                                                  ri
     W




                                                         In




                                                                              d
                     o




                                               Af
                                 rib




                                                                           la
                  in




                                                                       ng
              m



                              Ca




                                              k
                                              ac




                                                                       a
             c




                                                                    /B
                                            Bl
                              k
             ni



                           ac
           th




                                                                   i
                                                                an
                         Bl
        le




                                                               t
                                                           kis
      Al




                                                         Pa


                                             Ethnicity
     MentorMatch Project
• One strand of the project
• A web-based system to facilitate e-
  mentoring
• Aimed at assisting the transition from
  study to the labour market and
  improving the employability of the target
  groups
MentorMatch: Mentor Cohort

• 115 Mentors registered
  – 86 white British; 29 BME
  – 71 females; 44 males
55 questionnaire responses (48%)
  - 45 white British (53%); 10 BME (35%)
  - 32 female (45%); 23 male (52%)
                                   Organisational
                                   Representation
• Large organisations well-represented:

                    Less than 10
No. of Employees




                        11 to 49



                       50 to 249



                   More than 250


                                   0   5   10     15       20   25   30
                                           No. of Respondents
   Mentoring Motivations
• Want to „give something back‟
• Desire to share skills, knowledge,
  experience
• Advisory/Guidance workers
• Prior experience of disadvantage
                   Expectations
By what method of communication would you most like to mentor?


Method                                Average Rating

Email                                 3.6852

Telephone                             2.3585

Face-to-Face                          2.2264

Online forum with public 1.6731
and private threads
   Duration and Frequency of
            Contact
• Over three quarters expect mentee
  contact weekly, fortnightly or monthly
• Most expect relationships to last between
  6 and 12 months, or even longer
• Both mentor and mentee are jointly
  responsible for developing the mentoring
  relationship
• High level of commitment to the
  relationship
  The Benefits of Mentoring
• For the mentor
  –   Personal Satisfaction
  –   Job Satisfaction
  –   Gain insights into social exclusion
  –   Help break down discrimination

  “It will give me the opportunity to examine my own work
     ethics, working methods and standards, and to view
     my professional life from a new perspective”
      Male Mentor
 The Benefits of Mentoring
• For the Employer:
  – Development of personal skills that the mentor
    can use in the workplace:
     •   People-management
     •   Communication
     •   Problem solving
     •   Confidence
  – Promotion of diversity
  – Build partnerships between business and
    education
   The Benefits will be Mentoring
“The main benefits for my employer
                                   of that I will be
fully engaged in looking at my current working practices to
ensure that I am working to the best of my ability, to
acceptable standards, to identify areas where further
training is necessary. I think that having a mentor in the
workplace generates great interest amongst colleagues
and support staff. Our department will be able to showcase
our specialities and achievements. Hopefully, we will attract
suitable potential employees. At the very least we will be
able to help inexperienced individuals along their career
path and introduce e them to the workings of a large
organisation, It would be a positive experience for all
involved. A pleasure to be involved. “
                                           - Female Mentor
   The Mentoring Process
• Mentors best able to provide career-
  oriented support
• But also personal/emotional support
  and academic guidance
    Areas in which mentors felt
       they could best assist
             mentees
• Written communication
• Goal setting
• Verbal communication
• Recognising and developing mentee
  strengths
• Time management
            Summary
• Recruitment and marketing of the
  scheme successful
• Mentors are committed, dedicated and
  altruistic
• Benefits are well recognised
• But some mystery surrounding
  mentoring remains
MentorMatch: Mentee Cohort
• 248 Mentees registered
  – 101 white British; 142 BME; 5 undisclosed
  – 189 females; 58 males
116 questionnaire responses (46%)
  - 89 female (47%); 24 male (41%)
• 100 full-time students
• 54% were part of the first generation of
  their family to attend university
                     Expectations
By what method of communication would you most like to mentor?


Method                                Average Rating

Email                                 3.2018

Telephone                             3.0263

Face-to-Face                          2.3604

Online forum with public 1.8829
and private threads
  Duration and Frequency of
           Contact
• Almost 90 per cent expect mentee contact
  weekly, fortnightly or monthly
• Most expect relationships to last between 6
  and 12 months, or even longer
• Both mentor and mentee are jointly
  responsible for developing the mentoring
  relationship
• High level of commitment to the relationship
 The Needs of the Mentee
• Over 85 per cent of respondents
  seeking career-oriented support
• Smaller numbers looking for academic
  help
• Very few looking for emotional support
  or guidance
  The Needs of the Mentee
Mentoring Statement                                      Average Rating
Building and maintaining relationships with people       4.0714
Communicating your ideas in writing                      4.0177
Communicating your ideas verbally                        3.9478
Identifying your strengths and developing them further   3.8261
Working with other people on projects                    3.8158
Setting goals for yourself                               3.7368
Organising your academic work effectively                3.5175
Managing your time properly in balancing work and        3.4957
study
Advice on specific career options                        3.4870
Finding and applying for appropriate graduate jobs       3.3333
          Mentoring Goals
• Careers related goals were most popular
  – advice on the direction of their career or
  – Information on specific roles or industries
  – Tips on improving CVS
  – Advice on job applications and interviews
  – Guidance on gaining work experience and
    placements
  – Building skills necessary to gain desired jobs
  – Networking
        Potential Benefits of
             Mentoring
“I would like to establish a relationship where I can communicate my
feelings to someone who is understanding of my situation. I am an
Asian woman, with 4 children, who has put herself through
university. I am 36 and feel that having spent a good deal of the last
few years studying for qualifications to become a solicitor, I feel that
I have come up against a brick wall when applying for training
contracts. I don’t even get to the second interview stage. I have
worked ever since leaving school just taking breaks when having my
children. I feel I have a wealth of experience of offer to any
prospective employer, but in reality I don’t seem to be getting
anywhere”
      Female mentee
             Summary
• Recruitment and marketing very
  successful
• Those students who were in the best
  position to benefit from the scheme had
  been targeted
• Purposes of the project seem to be well
  known
• Benefits of mentoring recognised
  MentorMatch Evaluation
• Work in progress
• So far – good response from mentors
  and mentees
• Generally positive assessment of
  scheme
• Successful in terms of target group
• Main difficulties are in the matching
  process
              Conclusion
• Mentoring has the potential to help a wide
  variety if people from diverse backgrounds in
  a number of ways
• Students from disadvantaged backgrounds
  can benefit from being mentors as well as
  mentees
• Mentoring allows students to build new skills,
  develop existing ones, and achieve personal
  and professional objectives
• Commitment, confidence and motivation
  increased as relationship progressed
      Concluding Remark
“Thank you for making Fempowerment
available. I think it is really good to have a
mentor who is there to listen, advise and
guide. It is a shame this will not carry on!”
                 - Mature Indian Female Mentee

				
DOCUMENT INFO
Shared By:
Categories:
Tags:
Stats:
views:6
posted:9/7/2011
language:English
pages:28