Graduate Employability means that higher education alumni have developed the capacity to obtain and/or create work. Furthermore, employability means that institutions and employers have supported the student knowledge, skills, attributes, reflective disposition and identity that graduates need to succeed in the workforce (Hinchliffe & Jolly, 2011; Holmes, 2013; Knight & Yorke, 2004; Yorke, 2006; Yorke & Knight, 2006). The project activities included: reviewing the literature; surveying students, graduates, higher education personnel and employers (705 valid surveys received); conducting in-depth interviews and focus groups (147 participants); and hosting a multi-stakeholder national graduate employability symposium (150 delegates).
Mentoring has been identified as a key strategy to career development and has been argued to be indispensable for women to advance to positions of power. For mentoring to succeed, it is imperative that mentors trust their protégés. However, recent research has suggested that male mentors trust their male protégés more so than their female protégés. Since women are frequently mentored by men, it is imperative that they gain the same level of trust as their male peers enjoy. According to an established model of trust, trust is shaped by the mentor’s perceptions of protégé ability, benevolence and integrity, as well as perceptions of the risk inherent to mentoring. This exploratory research aims to examine what influences these perceptions to shed light on how protégés can gain the trust of their mentors.
The author presents an overview of issues related to counseling women re-entering the workforce. He suggests that counselors are in a strategic position to help women through the transitions and conflicts associated with returning to work and discusses (a) career barriers related to gender role stereotyping, (b) current job trends for women, (c) expectations for women re-entering the workforce, (d) suggestions for raising aspirations for re-entry women, and (e) developing energy opportunities.
The purpose of this study was to test the theory of mentoring functions by comparing women in business from the Generation X and Baby Boomer generations to determine the mentor roles and functions each perceived to have most impacted their career advancement. A sample of 250 women in business, 125 each from the two generations, was used for this quantitative study. The Mentoring Functions Questionnaire (MFQ-9) developed by Castro and Scandura (2004) was implemented to determine any similarities or differences between the two generations of women. This study focused on the roles and functions developed by and expanded upon in seminal research by Kram (1983; 1985) and Burke (1984) who identified the three functions provided by a mentor which include career, psychosocial, and role modeling.
Women and Aging surveys the evolving sociopolitical landscape in an era still struggling with gender and age discrimination. This insightful volume recasts familiar concepts such as social roles, appearance, health, sexuality and transition through the related lenses of empowerment/restraint and quality of life/well-being for a deeper understanding of the disparities that exist both with men and within their own gender. Two especially relevant questions emerge from this framework: how women over 60 are contributing to the current climate of societal change and how these positive developments can improve the lives of older women as a whole. Featured topics analyze the wider implications of older women’s experiences as family members, sensual and sexual beings, drivers of economies and members of a diverse population worldwide:
Older women, power and the body.
Older women, economic power and consumerism.
The impact of multiple roles on older women: Strain or enrichment?
Older women, leadership and encore careers.
Sexuality in older women: Desirability and desire.
Lesbians over 60: Newer every day.
Clinical interventions to empower older women.
Mentoring is a time-tested, cost-effective developmental tool an organization can implement to facilitate the sharing of skills, insight, knowledge, and experiences. It can provide many benefits to all those involved. A mentor can have a major impact on a protege’s professional career and this can encourage employee engagement which consequently increases employee retention and productivity.
Purpose– The purpose of this paper is to present a case for the importance of mentoring programs in addressing the disadvantage of minority groups in the workforce. Also, to report on a workplace mentoring program conducted for indigenous Australians at the University of Newcastle, Australia.
– Interviews with program participants.
– Indigenous Australians are marginalized in the Australian workforce. Governments have developed many special labour market programs for indigenous Australians, the majority of which are based on public sector employment. There is potential for more extensive private sector participation in developing workplace programs to support indigenous Australians. Workplace mentoring, especially through indigenous mentors, is important in assisting indigenous employees sustain employment and enhance workforce attachment. The case study demonstrated how culturally appropriate mentoring programs can be successful in attracting, training and placing indigenous Australians into employment.
– Confined to a single case study organization, but the findings are in keeping with North American research on mentoring indigenous workers.
– Mentoring has a strong role to play in assisting disadvantaged minorities improve labour market outcomes.
– There has been no previous research in the Australian context on mentoring indigenous workers.
The Qalipu Linkages Program is a youth employment program funded by the Department of Advanced Education and Skills. The program provides participating youth with a 26-week career-related local job placement combined with regular workshops on employment skill-building topics. After a week of orientation, participants will conduct their own job search to find a placement that suits their skills and interests. Upon completion of the program, participants will earn a “completion bonus” to support their future career and education goals.
Increasing effort, time, and money are being invested in projects for women. Many are intended to recruit and promote women in traditionally male professions, such as management, science, medicine, dentistry, engineering, and architecture. Much emphasis has been placed on “role models” and “mentors” as prerequisites for women’s success. The authors examine these concepts and suggest (1) that role models are of limited effectiveness in assisting women to gain positions of leadership, authority, or power and (2) that mentors are at one end of a continuum of advisory/support relationships which facilitate access to such positions for the proteges involved. The authors conclude that careful consideration of this continuum will lead to better focused and more effective efforts directed at bringing women into positions of leadership and authority.