Novel Perspectives on Mentoring in Computer Science

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Information about Novel Perspectives on Mentoring in Computer Science

Published on June 14, 2016

Author: patricia_lago

Source: slideshare.net

1. ‹#› Het begint met een idee NOVEL PERSPECTIVES ON MENTORING IN COMPUTER SCIENCE ILLUSTRATION: Courtesy of Shutterstock @patricia_lago

2. Fenna Diemer-Lindeboom Chair (since 2005) PATRICIA LAGO ©2016 PHOTO: with prof. Reidar Conradi, visiting NTNU during PhD, 1991 PHOTO: with my friend and colleague prof. Letizia Jaccheri, inauguration professorship, 2016 My passion in research is to create software engineering knowledge that makes software better, smarter, and more sustainable.

3. A Mentor is an experienced and trusted adviser. Everybody should have one, at any stage of his or her career. Chosen carefully.

4. Mentoring systems are designed to promote professional development by linking an employee with a mentor who will focus on the overall development of that mentee. Mentoring is transformational and involves much more than simply acquiring a specific skill or knowledge. Mentoring is about a relationship and involves both the professional and the personal. Mentoring defined

5. Numbers: where are we? • Dutch and EU perspectives Reflection: how far have we got? • Changes in society • Does mentoring work? Practices: what should we keep? • Lessons learned

6. A Dutch Perspective SUPPORT WOMEN PROFESSORS ATTRACT YOUNG TALENTS ENABLE CHANGE Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

7. A Dutch Perspective: academic career Data: Monitor Women Professor 2015 (LNVH) ILLUSTRATION: Documentary Mrs. The Professor (LNVH, 2012) Status 2011: 13% of the professors are women Ambition 2020: 20% Increase women in Dutch universities (1990-2014) Percentage women from student to professor (2014) … and projections until 2055 PhD student Assist. prof. Assoc. prof. Full. prof. Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

8. A European Perspective: academic career Data: She Figures 2015, p. 130 (European Commission) Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

9. A European Perspective: it starts in school Data: Trend Analysis Gender in Higher Education – STEM, 2015 (VHTO) Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

10. ‹#› Het begint met een idee The ugly truth Dorian Gray (2009), the motion picture PATRICIA LAGO ©2016 Implicit biases implicit.harvard.edu Uniformity  cloning Attract ≠ Retain Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

11. The ugly truth Societal matters feel personal “To become professor someone has to be excellent” “Can’t define, but if I see excellence I will recognize it” Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

12. The opportunities ILLUSTRATION: Candy Crash saga PATRICIA LAGO ©2016 Awareness Mechanisms in all sectors Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

13. The opportunities ILLUSTRATION: Candy Crash saga PATRICIA LAGO ©2016 Awareness Mechanisms in all sectors Diversity goals as part of own career path (CV) Include diversity in own research Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

14. Dr. Maryam Razavian (TU/e) Prof. dr. Patricia Lago (VU) appearing in July/August 2016 Sponsored by ECP and Digivaardig & Digiveilig

15. PATRICIA LAGO ©2016 Survey VU Mentoring Network (2015/2016): Reflection on your Mentoring Experience • All Faculties, 45 mentors, 14 responses (4 women, 9 men, 1 removed with no experience yet) • Mentors: advised between 1 and 5 mentees • All 4 women mentors advised exclusively women • Mentees population: 21 women and 4 men OBSERVATIONS Does gender play a role in your mentoring process/advise? • 5 yes, 5 no, 3 neutral • Most men say NO • All women say YES + Differences can be discussed without having a stake + Similar experience and struggles Would your mentoring change if mentee would be of the same or a different gender? If so, how? • Some negate gender bias • Women seem more neutral, advises more focused • Insecurities • Poorer career opportunities • Balancing work an family • Topics are different • (both genders) focus on scientific output and academic reputation Would two mentors with different genders help? • 3 (women) yes • Only women (who mentored women so far) seem to appreciate the value • Note: nobody mentioned the risk of getting conflicting advises • Too many, inefficient (time, capacity) • Not helpful • Overkill + mentees get different perspectives + mentors learn from each other Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

16. PATRICIA LAGO ©2016 Reflection on your Mentoring Experience: Survey VU Mentoring Network (2015/2016) Anything to add? It seems obvious that there are differences between a same-sex or a different-sex mentor relationship - in its dynamics more than in substantial issues (career doubts and privacy-work dilemmas are also very present among men and it may even be useful for women to become aware of that). It is however important that mentees can express their preferences, also depending on their main concerns, and that they feel free to ‘thematise’ the issue whenever they think they need to do so, either with their mentor or with the mentoring coordinator. “There should be a fit between mentor and mentee regarding the topics of mentoring. A mentor's expertise in education, science and management, should fit with the mentee's wishes regarding the mentoring trajectory. “ Negation of implicit biases Careful choice Careful match- making Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

17. PATRICIA LAGO ©2016 Reflection on your Mentoring Experience: my (female) mentee Added value: forced me to think about what I want, and to step up “I did things that would never have occurred to me otherwise” Good idea to have both man and women, to also have a male perspective “I showed CV to a male colleague too, but he was less critical” Maybe a woman helps more “Do not know, maybe because I feel more comfortable” Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

18. Change needs time, people need even more time Until 1956 a married woman could work only with the permission of her husband Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

19. PATRICIA LAGO ©2016 Imperative to overcome social isolation Numbers: where are we? Reflection: how far have we got? Practices: what should we keep?

20. PATRICIA LAGO ©2016 What should we keep? Networks CoachingMentoring Add-value to be successful Match mentor-mentee (both contents and diversity reqs) Facilitate step toward long- lasting mentoring Numbers: where are we? Reflection: how far have we got? Practices: what should we keep? Help to overcome social isolation Involve both genders in program (incl. decision makers) Involve both genders in program Create awareness of implicit biases (co-product injecting change in mentality) Kick-start: identify ambitions and weaknesses Personal commitment Relation of trust

21. We know we have a problem, now the solution … Diversity in a no brainer, really

22. MY DREAM IS … DIVERSITY IN HIGHER EDUCATION

23. Thank you 24 @patricia_lago

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