Women in STEM (Science, Technology, Engineering, and Mathematics) are still navigating gender imbalances in their field. While progress has certainly been made, gender disparities remain, particularly in leadership roles and research visibility.
One way to close this gap is through mentorship, so that women don’t drop out of the leaky pipeline.
Today, we are focusing not just on formal mentoring programs or institutional checkboxes, but on real, engaged, and sustained support from one woman to another, as one way of building our legacy in academia.
As I’ve been a full professor for nearly 10 years now, I have done a share of informal mentoring. I must say: this work does not receive credit or acknowledgement in official reviews, but it feels rewarding to be able to open doors for the next generation.
Sometimes it is a few talks over coffee at a sticky point in a junior colleague’s career, and in other cases, I have recurring talks with junior colleagues for years.
If you’ve advanced in your academic or professional trajectory, there’s a good chance you have wisdom that could help someone just a few steps behind you.
Below are practical, powerful ways you can support and mentor women in STEM in higher education, regardless of your position in the institution.
Ways to Mentor Women in STEM
Traditional mentoring: Make time for regular, structured meetings
Mentorship starts with presence. A recurring monthly meeting (in-person or online) can be incredibly valuable. Use this time to check in, offer feedback, listen actively, and support your mentee’s goals.
Discuss both academic and career concerns, such as research progression, imposter syndrome, publication strategy, or how to prepare for job applications and interviews.
It doesn’t need to be complicated. Simply showing up consistently and being a trusted person to talk to can be valuable for someone just starting out. Bonus tip: Don’t only talk about success. Be open about the messy parts of your career too: the family dilemmas, the rejections, wrong turns, and lessons learned.
Create opportunities: Leverage your network
Many women in STEM lack access to the informal networks that lead to visibility and opportunity. You can help change that.
When you’re organising panels, symposia, or inviting reviewers for papers you handle, think inclusively and recommend emerging women researchers. Even small gestures count. For example, suggesting someone for a committee spot can be the stepping stone that elevates a career.
Bonus tip: Keep an eye out for “manels” in your field (i.e. panels or sets of keynote speakers consisting uniquely of men) and push for change.
Focus on skill development: Not just what to do, but how
Mentoring is not just about encouragement; it’s also about helping mentees grow their competencies. Take time to actively teach skills that may otherwise be picked up informally, or redirect your mentee to the right person.
Examples of skills to learn are: navigating peer review and rejection, writing proposals, developing the portfolio for tenure and promotion, organising a research group, etc.
Many times, I have shared the tools I use, such as the template I use to reply to comments from reviewers, or the checklists and spreadsheets I use to wrestle a consortium to submit a big EU proposal.
Of course, everyone works differently, but seeing the ins and outs of how these things are achieved in practice can be very valuable and make success much more tangible.
Open doors to co-leadership: A trial run before becoming PI
Becoming a Principal Investigator (PI) on a project can feel like a huge leap. You can ease this transition for early-career women by offering opportunities to co-lead projects. Invite them to be co-PIs on grant applications or project proposals. Let them take the lead on a work package while you provide a safety net.
This trial run helps mentees build their portfolio, confidence, and leadership identity. It also prepares them for the complex responsibilities of managing budgets, timelines, and research teams—skills that are not always taught but are essential for career progression.
Ask yourself: Where can I step back a little, to allow someone else to step forward?
Facilitate informal introductions at conferences
Conferences can be intimidating, especially when you feel like everyone knows everyone. If you’re attending a conference with a mentee, take the time to introduce them to your colleagues and collaborators.
A five-minute conversation can lead to future collaborations, exchange opportunities, or simply a sense of belonging in the field. These informal moments often matter just as much as the keynote speeches.
Most of my international collaborations come from working with the people I have a few beers with at conferences. So, help your mentees find their community. Being seen by others starts with being introduced.
Keep an eye on their well-being
STEM careers, especially in academia, are tough: not just intellectually, but emotionally. High expectations, long hours, many rejections, and a culture that sometimes rewards overwork can take their toll.
Check in with your mentee about their well-being. Ask how they’re doing beyond the lab or office. Encourage balance, self-care, and professional boundaries. Model this yourself, too. Talk about how you manage stress, make time for life outside work, and cope with setbacks.
Mentoring is also about showing that success doesn’t have to come at the cost of burnout, or living in isolation. You’re not just mentoring a researcher; you’re mentoring a whole person.
Conclusion
Mentoring women in STEM isn’t about grand gestures. It’s about thoughtful actions that add up over time. It’s about sharing your platform, your network, your experience in terms of lessons learned (including the ones learned the hard way).
As women in higher education, we carry the unique power to not only succeed in these spaces but to reshape them. By mentoring the next generation, we build more inclusive, supportive, and empowering environments, which is better for us, our colleagues, our students, and our community at large.
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