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. 2021 Dec 23;6(1):e18.
doi: 10.1017/cts.2021.883. eCollection 2022.

A system-wide health sciences faculty mentor training program is associated with improved effective mentoring and institutional climate

JoAnn Trejo  1   2 , Deborah Wingard  2   3 , Virginia Hazen  2 , Alexandra Bortnick  2 , Karen Van Hoesen  2   4 , Angela Byars-Winston  5 , Christine Pfund  6 , Vivian Reznik  2   3   7
Affiliations

A system-wide health sciences faculty mentor training program is associated with improved effective mentoring and institutional climate

JoAnn Trejo et al. J Clin Transl Sci. .

Abstract

Introduction: Mentorship is critical for faculty success, satisfaction, and engagement. However, many faculty, particularly underrepresented racial/ethnic (UR) faculty, lack access to high-quality mentoring. In an effort to improve mentoring for all faculty, we developed and implemented a formally structured faculty mentor training program (FMTP) across UC San Diego Health Sciences, which included institutional support, mentorship training, and department/division mentorship programs.

Methods: FMTP impact was evaluated using three primary outcome variables: mentoring quality, mentoring behaviors, and institutional climate. Participants' self-assessed mentoring competencies were measured using validated instruments.

Results: A total of 391 (23%) of Health Sciences faculty participated in FMTP. Participation rate was higher for women than men (30% versus 17%) and highest for UR faculty (39%). FMTP was implemented in 16 of 19 departments. Self-reported mentoring improved for FMTP participants with mentoring quality (p = 0.009) and meeting mentees' expectations (p = 0.01) continuing to improve for up to 2 years after training. However, participants were unsure if they were meeting UR mentees' expectations. FMTP participants were significantly more satisfied with mentoring quality (p < 0.001) compared to non-participants, with the greatest increase in satisfaction reported by UR faculty (38-61%). UR faculty reported improved overall morale (51-61%) and a perception that the environment was supportive for UR faculty (48-70%).

Conclusion: The implementation of a system-wide formal structured FMTP was associated with improved faculty satisfaction, quality of mentoring, and institutional climate, especially for UR faculty.

Keywords: Behavior; clinical; diversity; inclusion; medicine; minority; racism; science.

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Figures

Fig. 1.
Fig. 1.
Four key elements of the UC San Diego Health Sciences Faculty Mentor Training Program (FMTP).
Fig. 2.
Fig. 2.
Satisfaction with quality of mentoring received at UC San Diego reported in 2017 and 2019 climate surveys of Health Sciences junior faculty by gender and underrepresented (UR) racial / ethnic backgrounds. a: Satisfaction with quality of mentoring received reported by men (25/66) and women (34/95) junior faculty in 2017 (light green bars) compared to men (56/90) and women (67/132) in 2019 (dark green bars). b: Satisfaction with quality of mentoring received reported by non-UR (52/147) and UR (8/21) junior faculty in 2017 (light blue bars) compared to non-UR (115/211) and UR (17/28) junior faculty in 2019 (dark blue bars).
Fig. 3.
Fig. 3.
Satisfaction with quality of mentoring received and morale reported in a 2019 climate survey of all UC San Diego Health Sciences faculty who participated in FMTP compared to non-participants. a: Satisfaction with quality of mentoring received at UC San Diego reported by junior (40/65) and senior (88/142) FMTP faculty participants (dark orange bars) compared to junior (66/133) and senior (115/351) non-participants (light orange bars). b: Morale reported as very good to excellent by all FMTP participants (123/216) (dark orange bars) compared to non-participants (272/532) (light orange bars).
Fig. 4.
Fig. 4.
Morale and supportive environment reported in climate surveys of UC San Diego Health Sciences faculty in 2015 and 2019 by gender and underrepresented (UR) racial / ethnic backgrounds. a: Morale reported as very good to excellent by men (183/324) and women (155/295) faculty in 2015 (light green bars) compared to men (258/419) and women (204/411) faculty in 2019 (dark green bars). b: Morale reported as very good to excellent by non-UR (315/575) compared to UR (27/53) faculty in 2015 (light blue bars) compared to non-UR (442/833) and UR (42/69) faculty in 2019 (dark blue bars). c: Supportive environment for women faculty reported by men (241/325) and women (173/294) faculty in 2015 (light green bars) compared to men (314/419) and women (224/411) faculty in 2019 (dark green bars). d: Supportive environment for UR faculty reported by non-UR (385/574) and UR (25/52) faculty in 2015 (light blue bars) compared to non-UR (565/833) and UR (48/69) faculty in 2019 (dark blue bars).
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References

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