Lambert W Marcus, Nana Nanda, Afonja Suwaiba, Saeed Ahsan, Amado Avelino C, Golightly Linnie M
Department of Epidemiology and Biostatistics, SUNY Downstate Health Sciences University, Brooklyn, New York, USA.
Virginia Commonwealth University, Richmond, Virginia, USA.
Stud Grad Postdr Educ. 2025 Jan 2;16(1). doi: 10.1108/sgpe-04-2023-0033. Epub 2023 Nov 28.
PURPOSE –: Structural mentoring barriers are policies, practices and cultural norms that collectively disadvantage marginalized groups and perpetuate disparities in mentoring. This study aims to better understand structural mentoring barriers at the postdoctoral training stage, which has a direct impact on faculty diversity and national efforts to retain underrepresented groups in research careers.
DESIGN/METHODOLOGY/APPROACH –: A diverse sample of postdoctoral scholars ("postdocs") from across the USA were asked to participate in focus groups to discuss their training experiences. The authors conducted five 90-min focus groups with 32 biomedical postdocs, including 20 (63%) women and 15 (47%) individuals from underrepresented racial/ethnic groups (URG).
FINDINGS –: A social-ecological framework was used to categorize both the upstream and downstream manifestations of structural mentoring barriers, as well as mentoring barriers, overall. Notable structural barriers included: academic politics and scientific hierarchy; inequalities resulting from mentor prestige; the (over) reliance on one mentor; the lack of formal training for academic and non-academic careers; and the lack of institutional diversity and institutional mentor training. To overcome these barriers, postdocs strongly encouraged developing a network or team of mentors and recommended institutional interventions that create more comprehensive professional development, mentorship and belonging.
ORIGINALITY/VALUE –: For postdoctoral scientists, structural mentoring barriers can permeate down to institutional, interpersonal and individual levels, impeding a successful transition to an independent research career. This work provides strong evidence for promoting mentorship networks and cultivating a "mentoring milieu" that fosters a supportive community and a strong culture of mentorship at all levels.
结构性指导障碍是指那些共同使边缘化群体处于不利地位并使指导方面的差距长期存在的政策、做法和文化规范。本研究旨在更好地了解博士后培训阶段的结构性指导障碍，这对教师多元化以及国家在研究职业中留住代表性不足群体的努力有直接影响。
设计/方法/途径：来自美国各地的不同样本的博士后学者（“博士后”）被邀请参加焦点小组讨论他们的培训经历。作者与32名生物医学博士后进行了五次90分钟的焦点小组讨论，其中包括20名（63%）女性和15名（47%）来自代表性不足的种族/族裔群体（URG）的个体。
采用社会生态框架对结构性指导障碍的上游和下游表现形式以及总体指导障碍进行分类。显著的结构性障碍包括：学术政治和科学等级制度；导师声望导致的不平等；对一位导师的（过度）依赖；缺乏针对学术和非学术职业的正规培训；以及机构缺乏多样性和机构导师培训。为克服这些障碍，博士后强烈鼓励建立一个导师网络或团队，并建议进行机构干预，以创造更全面的职业发展、指导和归属感。
原创性/价值：对于博士后科学家来说，结构性指导障碍可能会渗透到机构、人际和个人层面,阻碍向独立研究职业的成功过渡。这项工作为促进指导网络和培养“指导环境”提供了有力证据，这种环境能在各级营造一个支持性的社区和强大的指导文化。
