When and why is faculty mentorship effective for underrepresented students in STEM? A multicampus quasi-experiment.

Abstract

OBJECTIVES: Faculty mentorship can be one solution to addressing the participation and persistence gaps between underrepresented groups (URGs) and overrepresented group members in science, technology, engineering, and math (STEM). However, little is known about the mechanisms underlying effective STEM faculty mentorship. The present study (a) investigates if faculty mentorship impacts STEM identity, attitudes, belonging, and self-efficacy; (b) compares students' perceptions of women versus men faculty mentorship support functions; and (c) uncovers the mentorship support mechanisms underlying impactful faculty mentorship. METHOD: = 362; age = 24.85; 36.6% Latinx, 30.6% Black, and 4.6% multiracial; 60.1% women). The study's overall quasi-experimental design adopted a one-factor two-level (faculty mentorship status: yes, no) between-subjects design. Among the participants who reported having a faculty mentor, we also examined faculty mentor gender (women vs. men) as a between-subjects variable. RESULTS: Faculty mentorship had a positive impact on URG students' STEM identity, attitudes, belonging, and self-efficacy. Furthermore, mentorship support functions indirectly predicted identity, attitudes, belonging, and self-efficacy among URG mentees who had women compared to men faculty mentors. CONCLUSIONS: Implications for how STEM faculty, regardless of their gender identity, can be effective mentors to URG students are discussed. (PsycInfo Database Record (c) 2025 APA, all rights reserved).

Cite this work

No public copy is stored for this record, so only the metadata is cited.

Stored only when both papers are in the corpus — 19 citations exist upstream.