Overall

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Summary of responses
Faculty experience uneven mentoring at Yale. Responses indicate that mentoring and advocacy are strong in some areas of the University, while other areas could benefit from lessons learned from the areas of greatest strength.

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By faculty track

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Summary of responses
Faculty report uneven mentoring overall, with less effective mentoring apparent in non-ladder tracks.

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By gender

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Summary of responses
Female faculty respondents report lower rates of effective mentoring and advocacy than male faculty, with non-binary and/or transgender faculty respondents reporting the lowest rates and the most likely to strongly disagree.

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Note: Categories are not mutually exclusive, as survey respondents were asked to select all answers that apply. Self-identified open-response gender identities are not reported because fewer responses were received than required to maintain confidentiality.

By underrepresented minority (URM) status

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Summary of responses
URM faculty respondents report similar experiences of formal mentoring as others, and somewhat less advocacy.

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