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Information For Mentees

Eligibility Requirements

  • Mentees should identify as women (meaning cisgender, transgender, gender expansive, and intersex individuals who identify as women).

  • Mentees must be faculty associated with one of the participating member institutions.

  • Mentees must have an academic appointment with at least five years and a maximum seven years of experience. Post docs, graduate students, and non-academic staff are not eligible to participate at this time.

  • Mentees should be open and eager to share and learn from others.

  • Mentees should be highly motivated to improve themselves and to achieve professional success.

  • Mentees should be interested in enhancing leadership skills.

  • Mentees should be committed to driving their mentoring relationship and attending the virtual workshops and seminars.

  • Mentees should be able to articulate their desired outcomes.

  • Mentees should be open to feedback and learning.

  • Mentees should have the ability to identify achievable goals and an action plan within the 12-month span of the Program.

Program Goals for Mentees

  • Develop a year-long plan with specific goals to advance professional growth and leadership skills.

  • Develop a self-reflective understanding and acceptance of their unique leadership style and strengths. Gain confidence in their unique abilities as a leader.

  • Expand leadership acumen skills through training and learning from highly successful professionals outside their direct sphere of activity.

  • Build a strong and supportive network from universities across the Asia-Pacific.

  • Gain insights and guidance to better tackle issues or challenges in the workplace.


Thoughts from Past Mentees

  • “The APWiL Mentoring Program has been invaluable for me. The program created a safe space to discuss struggles and successes that are pertinent to women, and provided a wonderful opportunity to learn from successful female leaders. I learned a great deal during small group breakout rooms, and received concrete tips for leadership development that I am working on implementing. The one-on-one mentorship experience has allowed me to reflect deeply on what it means to be a leader and how to improve my leadership skills. As part of this experience, I read several inspiring leadership books and implemented strategies from these books in my leadership roles. This trusted network of women will undoubtedly be an extremely valuable resource as my career progresses, and I feel very fortunate to have participated in the program.”

  • “I have thoroughly enjoyed my 1:1 meetings with my mentor, both professionally and personally. In addition to the tangible strategies that I have been able to implement to more efficiently balance my new administrative responsibilities with my other work-life responsibilities, it has been wonderful to be able to engage so closely with someone who just “gets it” and relates to my current experiences.”

Expectations of an Effective Mentee

  • Develop leadership skills to navigate the challenges women face at different stages of their careers in higher education.

  • Take the lead on setting up meetings with their mentor and participate fully in this relationship as well as workshops. Actively engage in their own development.

  • Listen to and accept the mentor’s comments and suggestions in a constructive manner.

  • Respect their mentor’s commitment and keep their mentor updated on developments throughout the process. 

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