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Intersectoral mentoring toolkit

A Guide to implement an intersectoral mentoring programme

In 2021, we launched the first pan-European intersectoral mentoring programme, named REBECA by EURAXESS (REsearchers BEyond aCAdemia). This initiative connected early career researchers working in academia with highly skilled professionals involved in R&D&I activities in non-academic enterprises or institutions, as well as with professionals in academic roles such as research managers.

The programme aimed to raise awareness and encourage reflection among early career researchers about their professional opportunities beyond the traditional academic research path, while also fostering engagement with non-academic stakeholders.

REBECA by EURAXESS was relaunched in 2023, with updated resources and the addition of new plug-ins to enhance the programme. This guide was subsequently revised to include the latest information.

This toolkit is designed as a practical, step-by-step guide for organizations interested in implementing similar programmes for their early career researchers. In the following sections, we share useful insights and real-life examples based on our experience, along with tools and resources. Detailed results from the REBECA by EURAXESS programme and previous editions of the REBECA mentoring initiative can be found here.

  • Researchers may benefit from various types of mentoring, which is why it is important to clearly define the following aspects during the mentoring programme design phase:

    Goals

    One way to define the goals of an intersectoral programme is to identify the barriers that hinder researchers' career transitions and set achievable objectives to help overcome them

    Calendar

    To determine the most effective calendar for achieving the programme’s goals, you should consider the following factors:

    1. Programme Duration: Longer programmes give mentoring pairs more flexibility to meet at their own pace. However, they may also lead to higher dropout rates and make monitoring more challenging.
    2. Suggested and Required Meetings: It’s advisable to establish a minimum number of required meetings to ensure the programme’s success, along with a recommended number of meetings to help achieve its goals. You should also allocate sufficient time for these meetings to take place. A good rule of thumb is to allow one month per meeting.
    3. Vacation Periods: Expect a slower pace of meetings during holiday periods, which can also complicate monitoring efforts.

    Designing activities

    In addition to mentoring pair meetings, programmes can be enriched by incorporating complementary activities. 

    These activities can:

    • Provide opportunities to upgrade participants' skills
    • Facilitate networking
    • Help participants explore different professional roles
    • Foster engagement and community building

    When designing activities, consider what you want participants to experience or learn, and tailor the activities accordingly.

    Key Factors to Consider When Designing Events:
    • Skills Development: Are there specific skills required or beneficial for mentoring success?
    • Type of Events: Decide whether events will be workshops, webinars, panels, or informal meetups.
    • Participation Requirements: Clarify whether attendance is mandatory or optional.
    • Scheduling: Plan approximate dates and avoid overwhelming participants with too many events.
    • Event Calendar: Create and share a calendar early in the mentoring phase. This helps:
      • Increase participation
      • Set clear expectations
      • Highlight mandatory events
      • Align with other relevant activities or initiatives

    A well-structured calendar also allows you to connect with ongoing events related to the mentoring programme’s theme and signpost them for participants.
     

    Types of events that can be plug-in: