associated with The Philosophers’ Cocoon,
aims to complement The
Job Candidate Mentoring Program for Women in Philosophy by providing
academic job-market mentoring to all those in need who cannot utilize the
Mentoring Program for Women in Philosophy. The aim of this
mentoring project is just what it sounds like: a scheme to enable job
candidates in philosophy who face special challenges, including those with
little access to mentoring (e.g., because their department or advisor does not
offer this), to receive advice and support from more experienced members of the
mentors and mentees are invited to sign up on this survey [enrollment for this year's job-market will begin on May 31st and end on August 15th, 2016]
this is a job market mentoring project, mentees need to be ABDs or PhDs in
philosophy. The scheme will be open to job candidates, from any
department, geographic location, gender, age, etc.
the program is open to job-candidates of any gender, we encourage women
candidates to approach The Job Candidate Mentoring Program
for Women in Philosophy first, as our program is intended to
complement rather than compete with that program.
we will do our best to accommodate all candidates in need, the program
will prioritize candidates with special
job-market challenges, for example, bi, gay, andtrans*
candidates, candidates with disabilities, non-white (non-female)
candidates, and candidates with
inadequate access to job-market mentoring (e.g., candidates out of
graduate school lacking access to their grad program’s placement
we can find a suitable match, we will match mentees with mentors who are
either tenure-track or tenured professors.
happens then is up to the mentor and mentee.
- However, in order not to
overburden mentors and to follow best practices, people who enroll in this
program would commit to the following:
- The mentoring is focused on the
job market, including such things like looking at CV, cover letter and
other materials, strategizing which jobs to apply to, thinking about
which writing sample to send, considering what would work best for a
teaching demonstration. The aim is not to help improve/comment on papers
of the mentee.
- Standardly, the mentor commits to
the mentoring for one job season only (i.e., until next summer) (this can
be extended by mutual agreement, but the mentor should not feel pressure
to do so).
- Everything that mentors and
mentees discuss is strictly confidential, will not be discussed with
anybody outside the mentoring agreemen
- If there is any potential
conflict of interest (see Mentor-Mentee
Guidelines below), it is in the best interest of mentor and mentee to
let the organizers (Helen & Marcus) know at the earliest possible
date, to discuss an appropriate resolution.
- Mentors may not serve if they are
on a search committee during the current job-season.
In order to ensure that participants have a positive, productive
experience, the program organizers ask mentors and mentees to respect the
- Prompt disclosure and resolution of potential conflicts of
interest: If mentors become aware of any potential
conflict of interest (viz. they are appointed to a search committee, or have
candidates in their own home department that may be competing for the same jobs
as their mentee), they should let their mentee and program organizers know
immediately. Not all potential conflicts of interest may require ending a
mentorship. For instance, a mentor and mentee pair may both be comfortable
working with each other despite there being candidates in the mentor’s home
department who may compete with the mentee. However, other potential conflicts
of interest (e.g. a candidate the mentor advises in their home department competing
directly with the mentor’s mentee at the first-round interview or on-campus
interview stages) arguably raise much more serious challenges. We, the
organizers, ask that mentors and mentees report all potential conflicts
of interests to each other, and to us (the program organizers), at the earliest
- Open, professional lines of communication: Mentors and mentees are asked to
mutually commit to professional standards of communication, such as reasonably
prompt responses to emails and clear expression of expectations moving forward.
For instance, if a mentee receives dossier feedback from a mentor, the mentee
should confirm receipt of the feedback and give some indication of whether they
may be looking for further help moving forward (e.g. at the interview stage).
Additionally, if a mentee no longer desires mentoring (as a result of accepting
a job-offer, etc.), the mentor should let their mentor know, so that the mentor
has some idea of the mentee’s situation. This is simply to ensure open,
professional communication both ways. Finally, if there are significant
problems in communication (which in some cases are due to email spam filters),
the organizers ask to be informed as soon as possible, so as to resolve the