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Abstract Improved mentoring of women graduate students and young faculty is one strategy for increasing the presence, retention and advancement of women scholars in engineering. We explore the sociological literature on interpersonally‐ and institutionally‐generated gender roles and dynamics that make the construction and maintenance of mentoring relationships especially difficult for women in male‐dominated fields. In addition, we review non‐traditional strategies including peer‐, multiple‐ and collective mentorships that are likely to be more successful for most women (and many men). Finally, organizational change strategies designed to provide a more egalitarian and cooperative atmosphere in engineering programs and departments are presented. These ideas represent a social contract for a caring community more supportive of all members' personal and professional growth and success.
Chesler et al. (Tue,) studied this question.