TABLE 1.

Sample division of responsibilities for a mentorship program providing individual- and institutional-level support to mid-career women faculty.

	Organizational Development	Functional Development	Personal Development
Institution Faculty/ Career Development Office	Provide “home office” for mentorship program infrastructure and resources Compile department-level needs assessment data to address mid-career faculty needs at an institution level (e.g., resources for promotion planning) Influence institutional culture around mentorship, sponsorship, and support for mid-career faculty	Clarify transparent advancement criteria Seek input from faculty, and develop and/or provide access to trainings to address mid-career faculty knowledge gaps Seek and broadly disseminate opportunities to faculty – e.g., formal external mentorship or sponsorship programs	Provide faculty with trainings to reduce biases and ensure equity Connect faculty with resources to support work/life balance (e.g. employee assistance programs) Seek input from faculty to identify issues impacting career and life satisfaction Collaborate with departments, leadership, and faculty stakeholders to develop meaningful solutions
Mentoring Program	Conduct needs assessments to identify specific faculty needs Develop mentoring program to meet institutional priorities and faculty-identified needs Advocate to department/ institution leadership for mentor and mentee needs (e.g., protected time, funds)	Codify mentor/mentee expectations Identify possible mentors and provide trainings in effective mentorship practices Identify possible sponsors and support departments in emphasizing sponsorship activities Assist mid-career faculty in connecting with potential mentors/sponsors Mediate conflicts between mentors, mentees, and/or sponsors
Department Dean’s Office	Align faculty initiatives with institutional strategic plans Advocate for policies to support mid-career faculty Support faculty in accessing growth opportunities (e.g., faculty nominations, funding for professional society membership) Influence culture around mentorship, sponsorship, and support for mid-career faculty (e.g., inclusion of sponsorship activities as a priority for senior faculty)	Assist mid-career faculty in identifying and connecting with potential mentors/sponsors Invest in mid-career faculty mentoring by providing dedicated time/resources for mentorship Solicit nominations for faculty awards/opportunities and review for diversity	Advocate for departmental/ institutional policies to support work/life balance (e.g., flexible scheduling, assistance with child and elder care responsibilities) Connect faculty with resources to support work/life balance (e.g. employee assistance programs)
Mentor	Advocate for mid-career faculty needs with department/ institutional leadership Promote mentorship and sponsorship of mid-career faculty among peers	Help mentee develop, enact, and evaluate individual career plan Connect mentee with resources and opportunities Make introductions to sponsors Develop mentee skills in negotiating	Connect mentee with additional support networks and resources
Sponsor	Promote mentorship and sponsorship of mid-career faculty among peers	Identify and recommend mentee for high-impact and high-visibility career advancement opportunities
Mid-Career Colleagues/ Peer Mentors	Identify and advocate for mid-career faculty needs with department/institutional leadership Participate in needs assessments	Share opportunities for training, networking, collaborating Identify training gaps within the cohort and bring to faculty development office for further development	Troubleshoot work-life challenges between peers (e.g., share tools and solutions) Identify needs and possible solutions, advocate for change to department and institutional leadership
Mentee	Identify career goals and intersections with institutional priorities Participate in needs assessments, provide candid feedback to support continued development of faculty support initiatives	Think critically about training gaps and areas for growth to reach career goals Seek out training and advancement opportunities Seek mentor, sponsor, and institutional support (e.g., nominations) in obtaining opportunities	Evaluate career plans and satisfaction Evaluate home life priorities and balance with career goals Build an influential network