Mentoring has long been an important part of how we support, connect, and develop people within RDM. Here’s a look at how the scheme has evolved and continues to make an impact.
History of mentoring in RDM
In 2013, a departmental survey was completed as part of the Athena Swan self-assessment. From this survey emerged a requirement from staff and students for a mentoring scheme. So, during the Trinity and Michaelmas 2013 terms, RDM employed a part-time Mentoring Co-Ordinator, and designed the RDM Mentoring Scheme. The scheme focused on the concerns and requirements highlighted in the survey, which included:
- Support for new staff and students
- Difficulties at work
- Career progression
- Managing a DPhil effectively
- Managing time
In 2019/20 RDM worked with central University colleagues to procure a web-based mentoring programme, MentorNet. MentorNet facilitates the mentoring process and is used in RDM and several other University departments.
As well as our main mentoring programme, in 2020/21 we ran a pilot scheme based on reverse mentoring principles called the RDM Mentoring Dialogues project, and we have also run programme evaluations and mentoring-specific surveys. The outputs from these projects are all available.
In 2025, we took on a new Mentoring Co-ordinator, Manjiri Gokhale Joshi, and we have taken the opportunity to re-fresh the MentorNet database, check-in on existing mentoring relationships, and increase our communications around the positive benefits of mentoring. We have updated our webpages including adding content such as 'Top Tips'.
Defining mentoring in RDM
RDM mentoring aims to provide supportive relationships that help mentors and mentees build knowledge and confidence in the areas where they want to develop. It complements existing structures such as line managers and supervisors, helps bridge skills gaps and fosters a culture of shared learning. Having a departmental scheme also helps individuals with their understanding of departmental structures and culture.
Mentoring helps mentors gain fresh perspectives. It can help mentors refine their communication and leadership skills, and deepen their understanding of emerging challenges.
Additional benefits
Mentoring also supports a sense of community across RDM. It promotes inclusion and accessibility, ensuring that support reaches people across all characteristics, disciplines, roles, and career stages. As well as supporting individuals, the RDM Mentoring Scheme also supports RDM's Research Strategy, where one of the key enablers is 'People'. In addition, having a departmental scheme supports our objectives for external assessments such as REF 2029, and Athena Swan.
In short, mentoring helps individuals grow and strengthens RDM as a whole.
Practical approach
The RDM scheme is based on a 1-2-1 mentoring structure (other structures include Peer Mentoring, Mentoring Circles etc). Mentees begin by registering and completing a detailed profile before selecting three to five potential mentors. Mentors also create profiles to help ensure accurate matches. The RDM Mentoring Committee reviews these matches monthly, supported throughout by the Mentoring Co-ordinator. See the full outline of the process.
We continue to evaluate the scheme through surveys and feedback questionnaires; we also encourage everyone in RDM to let us know what is working and where we could improve.
Looking ahead
As we head into 2026, we are excited to get the RDM Mentoring Scheme moving into a state of empowerment and support for all our RDM colleagues, supported by our Mentoring Co-ordinator, and Mentoring Committee. We will build on the work which has been done throughout 2025, process enhancements, increase communications, and carry out further evaluations to ensure the programme is supporting everyone.