Embedding mentoring in your research culture

Mentoring is a vital part of research careers. It is already widely used across academia, however there is a need for a more consistent approach.  

The guidance on this page has been developed through collaboration across the UK research community. Funders, researchers, practitioners, coaches and mentors have all contributed. Together, we aimed to define best practice in academic mentoring.  

We hope to help research organisations, funders, and researchers build mentoring into their culture. The aim is to make it a routine and valued part of professional development. 

This is not a set of rules from Wellcome. It is a shared framework to help institutions and individuals find approaches that suit their own contexts.

Good mentoring is underpinned by a small number of core principles:

• Create a safe space for reflection. Mentoring should help researchers think critically about their goals and values. 
• Be independent. Mentors should be impartial and not involved in line management or funding decisions.
• Stay flexible. Mentoring should be tailored to individual needs, career stages, and disciplines.
• Recognise mentoring as a skill. Training and support should be provided to help mentors and mentees get the most from the relationship.
• Evaluate and improve. Mentoring practices should be reviewed regularly. Good examples should be celebrated.

Funders should:

• offer flexible guidance and funding to support mentoring
• ensure adequate funding for mentoring support
• clarify the difference between mentoring and sponsorship

Researchers should: 

• dedicate time to mentoring as both mentees and mentors
• use mentoring to reflect on personal and professional development

Institutions should:

• integrate mentoring into professional development and training
• provide time and resources for mentoring activities
• build a culture that values and celebrates mentoring
• ensure mentoring is accessible and impartial
• evaluate impact on researcher development