The STFM URM Mentorship Program pairs early-career faculty with mentors to help guide them on a pathway to success in academic medicine. The focus is on addressing barriers unique to URM faculty, giving tips on overcoming those barriers, and helping guide faculty toward careers that are rewarding and fulfilling.
Mentees are paired with mentors who receive training on the unique challenges URM faculty face in academic medicine. The program (formerly known as Mentoring Underrepresented Faculty for Academic Excellence or MUFAE) attracts a culturally diverse group of faculty mentors who are dedicated to making things better for the upcoming generation.
Unique benefits of the program:
- Mentees are paired with mentors with similar academic backgrounds whenever possible
- Mentees develop a network of early career and late career faculty to call on who understand their unique needs as URM faculty
- Mentees are encouraged but not required to work on a scholarly product with their mentors
- Mentees and mentors work together to set some specific career goals
- Mentors are trained in addressing oppression, racism and alienation sometimes felt by URM faculty
- Mosaic Mentoring: mentors make themselves available to mentees they are not assigned to if they can help them with a specific career need
The URM Mentorship Group has created a set of resources for academic programs or institutions who are developing mentoring programs for URM/BIPOC faculty.
Facilitator's Guide & Overview
The facilitator's guide and recorded overview presentation provide guidelines for mentor/mentee recruitment and matching, as well as suggested best practices for training, check-ins, and mentor/mentee goal-setting.
- Facilitator's Guide for Developing a Mentoring Program for Underrepresented Faculty (PDF)
- Mentoring Underrepresented Faculty: A Guide for Academic Programs (Overview/Facilitator's Guide recording)
The following webinar recordings contain training for mentors to understand and appropriately address issues of discrimination, racism and stereotyping that negatively impact early career faculty. They also include concrete suggestions on how faculty can find teaching resources, guidance for research projects and strategies for promotion and advancement that incorporate the unique needs of URM/BIPOC faculty.
This STFM workgroup is creating programs and resources to meet the following aims of the Underrepresented in Medicine (URM) Initiative.
Goal: Create opportunities for developing meaningful relationships that lead to career advancement and leadership
Goal: Develop mentors who have the skills to help URM students, residents, and faculty improve resiliency, satisfaction, and retention
Kathryn Fraser, PhD - Work Group Leader
Behavioral Medicine Coordinator
Halifax Medical Center Family Medicine Residency, Daytona Beach, FL
Syeachia N. Dennis, MD, MPH, FAAFP
University of Oklahoma College of Medicine
Jessica Guh, MD
Residency Site Director
Swedish Family Medicine Residency Cherry Hill
Cynthia Kim, LCSW-R
Associate Program Director
Director of Behavioral Science
Mid-Hudson Family Medicine Residency Program
Institute for Family Health
George W. Saba, PhD
Professor of Clinical Family and Community Medicine
Permanente Medical Group Teaching Chair in Primary Care
Associate Program Director, Director of Behavioral Sciences
UCSF/SFGH Family Medicine Residency Program
Emily Walters - Staff Lead
Director of Education and Special Projects
Society of Teachers of Family Medicine