While women make up 51.5% of all managers, much fewer women rise to the C-suite. A survey of 25,000 Harvard Business School graduates found that although male and female graduates had similar levels of ambition, men were significantly more likely to have positions in senior management, direct reports, and profit-and-loss responsibility. We know having a sponsor who supports your career can help level the playing field for women. So who are the men in your organization known as informal champions of women, for the way that their behaviors advance female leaders? And what do they have in common?
When people think of mentorship, they probably imagine talking about career advancement over coffee, or meeting over lunch to chat about how a new job is going. But how central should physical meetups be to professional guidance when so much communication is digital?
Lab heads should let junior researchers take their projects with them when they start their own labs — it drives innovation and discovery, argues Ben A. Barres. Illustration by David Parkins Postdocs are the engines of scientific progress. Typically poorly paid despite their three to seven years of doctoral training, they might labour in […]
A philosopher once said, “Tell me and I forget. Teach me and I may remember. Involve me and I learn.” He obviously understood the value of mentoring, as did Jo Handelsman in 2002.
At the second Future of Bioscience Graduate and Postdoctoral Training (referred to as FOBGAPT) conference earlier this month, a deceptively simple comment highlighted the complexity of what it means to be an early-career researcher today. During a plenary talk describing a planned update to the criteria for T32 institutional predoctoral training grants from the National Institute of General Medical Sciences (an official announcement is estimated for September 2017), Alison Gammie said, “We have to get away from thinking of graduate students and postdocs as workforce. … We have to think about them as trainees.”