Peer power: A women's peer-mentoring program at the workplace: example from the academia

Shelly Levy-Tzedek; Galia S. Moran; Uri Alon; Neta Sal-Man

doi:10.15252/embr.201847246

Peer power: A women's peer-mentoring program at the workplace: example from the academia

Shelly Levy-Tzedek, Galia S. Moran, Uri Alon, Neta Sal-Man

Research output: Contribution to journal › Comment/debate

6 Scopus citations

Original language	English
Article number	e47246
Journal	EMBO Reports
Volume	19
Issue number	12
DOIs	https://doi.org/10.15252/embr.201847246
State	Published - 1 Dec 2018

ASJC Scopus subject areas

Biochemistry
Molecular Biology
Genetics

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10.15252/embr.201847246

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@article{cd73842766f74a8bb6087d9fb70a43dc,

title = "Peer power: A women's peer-mentoring program at the workplace: example from the academia",

author = "Shelly Levy-Tzedek and Moran, {Galia S.} and Uri Alon and Neta Sal-Man",

note = "Funding Information: While establishing an independent research group is challenging for anyone, female PIs face additional challenges, such as maintaining a healthy work–life balance, confronting stereotypes about women as group leaders, or dismissive attitudes which undermine the achievements of female scientists [3]. In addition, female scientists seem to find it more difficult to form mentor-ship relationships on their own [4]. Given the importance of mentoring, and the speci-fic challenges and difficulties for female scientists, many universities and academic centers—among others, Kansas University School of Medicine, Rice University, Pennsylvania State University, and University of Wisconsin-Madison—have implemented specific mentoring programs for female faculty. Public funding agencies, notably the US National Science Foundation (NSF) and the European Commission Horizon program, also support such projects to develop and apply approaches with the aim of helping women in academic STEM careers, including formal mentoring and soft-skills workshops. Indeed, female researchers with mentors tend to have more publications in peer-reviewed journals, spend more time on research, and have greater career satisfaction than women with no mentors [5]. Funding Information: This work was partially supported by the Israel Science Foundation grants number 535/16 (to SL) and number 559/15 (to NS) and by the European Union's Horizon 2020 research and innovation program under the Marie Sk?odowska-Curie grant agreement no. 754340 (to SL). Funding Information: This work was partially supported by the Israel Science Foundation grants number 535/16 (to SL) and number 559/15 (to NS) and by the European Union{\textquoteright}s Horizon 2020 research and innovation program under the Marie Sk{\l}odowska-Curie grant agreement no. 754340 (to SL).",

year = "2018",

month = dec,

day = "1",

doi = "10.15252/embr.201847246",

language = "English",

volume = "19",

journal = "EMBO Reports",

issn = "1469-221X",

publisher = "Springer Science and Business Media Deutschland GmbH",

number = "12",

}

TY - JOUR

T1 - Peer power

T2 - A women's peer-mentoring program at the workplace: example from the academia

AU - Levy-Tzedek, Shelly

AU - Moran, Galia S.

AU - Alon, Uri

AU - Sal-Man, Neta

N1 - Funding Information: While establishing an independent research group is challenging for anyone, female PIs face additional challenges, such as maintaining a healthy work–life balance, confronting stereotypes about women as group leaders, or dismissive attitudes which undermine the achievements of female scientists [3]. In addition, female scientists seem to find it more difficult to form mentor-ship relationships on their own [4]. Given the importance of mentoring, and the speci-fic challenges and difficulties for female scientists, many universities and academic centers—among others, Kansas University School of Medicine, Rice University, Pennsylvania State University, and University of Wisconsin-Madison—have implemented specific mentoring programs for female faculty. Public funding agencies, notably the US National Science Foundation (NSF) and the European Commission Horizon program, also support such projects to develop and apply approaches with the aim of helping women in academic STEM careers, including formal mentoring and soft-skills workshops. Indeed, female researchers with mentors tend to have more publications in peer-reviewed journals, spend more time on research, and have greater career satisfaction than women with no mentors [5]. Funding Information: This work was partially supported by the Israel Science Foundation grants number 535/16 (to SL) and number 559/15 (to NS) and by the European Union's Horizon 2020 research and innovation program under the Marie Sk?odowska-Curie grant agreement no. 754340 (to SL). Funding Information: This work was partially supported by the Israel Science Foundation grants number 535/16 (to SL) and number 559/15 (to NS) and by the European Union’s Horizon 2020 research and innovation program under the Marie Skłodowska-Curie grant agreement no. 754340 (to SL).

PY - 2018/12/1

Y1 - 2018/12/1

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U2 - 10.15252/embr.201847246

DO - 10.15252/embr.201847246

M3 - Comment/debate

C2 - 30396884

AN - SCOPUS:85056191968

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VL - 19

JO - EMBO Reports

JF - EMBO Reports

IS - 12

M1 - e47246

ER -

Peer power: A women's peer-mentoring program at the workplace: example from the academia

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