Executive Summary: Transformative mentoring in Africa

This research note explores the use of mentoring as a tool to foster a more equitable research landscape in the field of education in Africa. It examines various mentoring models, highlighting their benefits and drawbacks, and considers how to implement them effectively within the African context. 

The authors explore the challenges faced by minority groups in research, especially women and Early Career Researchers (ECRs). These challenges include: 

• Scarcity of suitable/experienced mentors: The scarcity of experienced researchers, especially women in senior positions, poses a significant challenge. This shortage is compounded by a lack of formal mentoring training, leading to reliance on seniority as a proxy for experience.
• Hierarchical and paternalistic mentoring relationships: Deeply rooted cultural norms, such as respecting elders and seniority, can foster hierarchical mentoring relationships that discourage open dialogue and critical feedback.
• Limited institutional support and recognition for mentoring: African research institutions often lack formal recognition and support for mentoring activities. Mentoring is rarely rewarded in promotion decisions, dedicated time is scarce, and resources are limited. This lack of institutional support contributes to mentor burnout and hinders the sustainability of mentoring programs.
• Gender bias and underrepresentation: Women face a double disadvantage: limited access to mentors and a male-dominated research system that undervalues their contributions. Women are often excluded from informal networks and decision-making processes, further hindering their career advancement.
• Bias against ECRs: A lack of structured career pathways for African ECRs creates uncertainty about their future prospects. Senior researchers, burdened by heavy workloads and a culture of individualisation, may perceive ECRs as competition rather than collaborators, leading to reluctance in mentoring.

The author also discussed the unique needs of these minority groups and how to design mentoring programmes that are sensitive to these needs, while also encouraging the creation of transformative mentoring initiatives that goes beyond individual-focused approach of conventional mentoring and address these systemic challenges within the research ecosystem. Proposed strategies for overcoming these barriers and designing transformative mentoring initiatives include:

• Establishing clear goals focused on systemic change: Move beyond individual skill development and define clear objectives for mentors, mentees, and the institution as a whole. These goals should address systemic biases and promote broader cultural shifts within the research environment.
• Developing context-responsive models: Move away from a “one-size-fits-all” approach and develop mentoring models tailored to the specific cultural and institutional context. Conduct thorough needs assessments to identify existing resources, potential gaps, and barriers to implementation. Empower and trust local partners to design and lead initiatives, ensuring ownership and sustainability.
• Diversifing support streams: Combine financial support with non-financial assistance, such as connecting grantees to other networks, providing training and resources, and facilitating knowledge sharing.
• Embracing openness and transparency: Foster open communication, flexibility, and a willingness to adapt based on feedback and experience. Also, simplify grant processes, encourage open dialogue between funders and grantees, and be transparent about funding limitations and flexibility.
• Building a community of collaborators: Promote collaboration and knowledge sharing among researchers at all levels, integrate male allyship to distribute the mentoring burden and challenge cultural norms, and support the development of networks and platforms where researchers can connect, share experiences, and advocate for change.
• Adopting a long-term perspective: Recognise that meaningful change takes time and ongoing effort, implement long-term evaluation strategies that allow for continuous learning and adaptation, and engage in in-depth conversations between funders and partners to refine objectives, measure success, and explore scalability.

Types of mentoring models and their pros and cons

While acknowledging that the complexities of implementing and evaluating transformative change exist, this research note provides a valuable framework for understanding and promoting transformative mentoring in Africa.  It further examined various mentoring models that can be adapted to create transformative initiatives.

By addressing the identified barriers, embracing the proposed strategies, and adopting a long-term perspective, mentoring can become a powerful force for creating a more equitable and thriving research landscape in Africa.

Read the complete background note here.