https://hdl.handle.net/1721.1/155125 2026-04-08T19:06:59Z https://hdl.handle.net/1721.1/156600 Find Yourself the Mentoring You Need Rowe, Mary 2009-01-01T00:00:00Z https://hdl.handle.net/1721.1/155765 What Actually Works? The One-to-One Approach Rowe, Mary P. This article describes five ideas that, especially when undertaken together, seem to help minorities and women thrive better in academe. The five ideas are: commitment and action by the top administration; one-to-one recruitment of minorities and women; one-to-one mentoring; individual responsibility for networks; and a complaint system that works for individuals. 1989-01-01T00:00:00Z https://hdl.handle.net/1721.1/155712 Building 'Mentoring' Frameworks for Blacks (and Other People) as Part of an Effective Equal Opportunity Ecology Rowe, Mary Educational institutions need mentoring structures and everyone in them needs mentoring. This paper will discuss five major points in building institutional devices which help minorities find the multiple helping resources, which many people think of as "mentoring," and which are now seen by many people to be indispensable for career success. Each of these points may be seen as necessary, but not sufficient by itself to establish the supportive ecology in which excellent mentoring is available to blacks (and other people). Note: This was a revision of Mary P. Rowe, “Building Mentorship Frameworks as Part of an Effective Equal Opportunity Ecology,” in Sex Discrimination in Higher Education: Strategies for Equality, ed. Jennifer Farley (Ithaca, NY: New York State School of Industrial and Labor Relations, Cornell University, 1981), 23-33. That article is also available in Dspace@MIT. 1982-01-01T00:00:00Z https://hdl.handle.net/1721.1/155558 Building Mentoring Frameworks as Part of an Effective Equal Opportunity Ecology Rowe, Mary P. Educational institutions, government agencies, corporations, and other organizations can help build mentoring frameworks for women and men. This paper discusses five major points in building institutional devices that can help women find the multiple sources of help which many people think of as mentorship and which are now seen by many people as indispensable for career success. Each of these points may be seen as necessary, but not sufficient by itself, to establish the supportive ecology in which excellent mentorship is available to women (and men). 1981-01-01T00:00:00Z https://hdl.handle.net/1721.1/155557 Moving Up: Role Models, Mentors, and the 'Patron System.' Shapiro, Eileen C.; Haseltine, Florence P.; Rowe, Mary P. 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. 1978-01-01T00:00:00Z https://hdl.handle.net/1721.1/155555 Go Hire Yourself a Mentor Rowe, Mary P. Also reprinted in Comment 10, no. 3 (March 1978): 2. 1977-01-01T00:00:00Z