Overview of Career Path, Key Turning Points and Pitfalls to Avoid - - PowerPoint PPT Presentation

Overview of Career Path, Key Turning Points and Pitfalls to Avoid

Una Martin Professor of Clinical Pharmacology/Deputy Pro-Vice Chancellor (Equalities)

Career path

• Medical degree Dublin
• Bsc Pharmacology
• Medical training to Registrar level (Cardiology)
• PhD Edinburgh (Clinical Pharmacology)
• Senior Reg/Lecturer Clin Pharm-Southampton
• Senior Lecturer Clin Pharm-Birmingham 1996
• Reader 2009
• Professor 2015
• Deputy Pro-Vice Chancellor (Equalities) 2015

Key Turning Points

• BSc
• Decision to go to Edinburgh
• Having children
• Going part time
• Hypertension Clinic
• Taking on Programme Director of Clinical

Research Facility

“Athena SWAN has been valuable in encouraging aspiration,

identifying and exemplifying role models and illustrating potential academic career pathways and opportunities.”

Key turning points-Athena SWAN

Key (last?)Turning points-Deputy Pro-Vice Chancellor

Pitfalls

So much too do Too little time!

Gender equity programmes in academic medicine: a realist evaluation approach to Athena SWAN processes “Gender inequity was reproduced in the programme's enactment as female staff was undertaking a disproportionate amount of Athena SWAN work, with potential negative impacts on individual women's career progression”

BMJ Open 2016;6:e012090 doi:10.1136/bmjopen-2016-012090

How to help

Mentoring Coaching

Ongoing relationship that can last for a long period of time Relationship generally has a set duration Can be more informal and meetings can take place as and when the mentee needs some advice, guidance or support Generally more structured in nature and meetings are scheduled on a regular basis More long-term and takes a broader view of the person Short-term (sometimes time-bounded) and focused on specific development areas/issues Mentor is usually more experienced and qualified than the ‘mentee’. Often a senior person in the organisation who can pass on knowledge, experience and open doors to

• therwise out-of-reach opportunities

Coaching is generally not performed on the basis that the coach needs to have direct experience of their client’s formal occupational role, unless the coaching is specific and skills- focused Focus is on career and personal development Focus is generally on development/issues at work Agenda is set by the mentee, with the mentor providing support and guidance to prepare them for future roles The agenda is focused on achieving specific, immediate goals Mentoring resolves more around developing the mentee professionally Coaching revolves more around specific development areas/issues

What is the difference?

Sponsor

• To get ahead, women need to acquire a

sponsor — a powerfully positioned champion — to help them escape the “marzipan layer,” that sticky middle slice of management where so many driven and talented women languish.

Clinical Pharmacology