Overall

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Summary of responses
FAS faculty respondents report uneven mentoring in their departments/programs, with informal mentoring considerably more effective than formal mentoring.

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By gender

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Summary of responses
Male FAS faculty respondents report the highest rates of effective mentoring and advocacy, and non-binary/transgender/rather not say/self-identified FAS faculty the lowest.

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Note: Categories are not mutually exclusive, as survey respondents were asked to select all answers that apply. To maintain confidentiality for categories with small response sizes, “Non-binary”, “Transgender”, “Rather not say”, and self-identified open-response gender identities have been grouped together. If any group contains fewer than 5 respondents, all response counts are rounded to the nearest 5 to prevent inference of specific group sizes.

By faculty track

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Summary of responses
FAS faculty respondents report uneven mentoring in their departments/programs, with less effective mentoring and advocacy apparent in non-ladder tracks.

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By underrepresented minority (URM) status

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Summary of responses
FAS URM faculty respondents report similar experiences of formal mentoring in their departments/programs as others, and somewhat less advocacy. International faculty respondents report the highest levels of effective mentoring and advocacy.

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Note: URM stands for “underrepresented minority.” See our Data Definitions page for more information.