SABRE Mentoring Programme

The SABRE consortium has fewer females scientists as you progress up the career ladder therefore the mentoring programme is intended to open more opportunities for early female scientists as well as experienced female scientists through structured guidance and support of mentors in higher positions. However all scientists are eligible to become mentors and/or mentees whether male or female.

Early stage researchers (those with less than 4yrs experience, PHDs, and post docs) should seek mentors in more senior positions. Experienced scientists (those with more than 4 yrs experience or middle-senior management) should seek mentors in more senior roles such as directors or chairs of departments. It is important to have both male and female mentors as each will provide equally valuable perspectives.

The role of mentor and mentee should be taken seriously by both parties; each has their own responsibilities to themselves and each other.

Responsibilities of mentees
• Assess your skills set and your career plan
• Be able to distinguish between a mentor and a supervisor, their roles and responsibilities are different
• It is important to research your potential mentors and find one that you are comfortable with and feel confident will benefit you
• Be open and direct about your needs and goals with your mentor, the relationship should be an active one for both the mentor and the mentee. A mentor will provide structured advice it is the responsibility of the mentee to evaluate this advice in relation to their own strategy.
• Value your mentors time and advice, use it to your advantage, it is their most valuable asset to give you
• Be prepared to act as a mentor for others

Responsibilities of mentors
• Ensure you are available and be aware that the relationship and commitment will be viewed differently by each party therefore the mentor is responsible for encouraging the mentee to participate but respect these differences
• Make allowances for different personalities remember that an approach that works for one mentee may not for another. Some may welcome advice without having to indicate they wish it whilst others may prefer to ask for advice before it is given, a productive mentor will adapt their style to best suit their mentee. Ideally mentors and mentee will have similar personalities and standards of conduct.
• It is the role of a mentor to provide advice and guidance but mentees should always make their own decisions based on the information provided, it is up to them how they utilise it based on their on views, goals and experiences.
• A mentor should lead by example if you provide advice on conduct and development but fail to follow your own advice it does not reinforce a positive image for your mentee

Both parties have a responsibility to each other to be open and honest about the relationship it should be a valuable and rewarding alliance if the relationship is not, the best solution for both parties is to end the partnership.