Increase % of women thriving in scholarly/R&D or related path

• Achieve at least 30% women in research/scholarly positions at IITM (grad, postdoc, faculty positions ) in every discipline and at every level

• Ensure placement of at least 20% IITMwomen undergrads, 40% IITMwomen masters and 80% women PhD graduates at IITM in scholarly or R&D-related (academic or industry/lab) and ensure that they thrive at every level.

• For both women at IITM and women alumni at IITM (above 2 categories) provide support to

  1. Ensure normal progression through position/career, without attrition

  2. publish/patent at international levels/norms (for type of position) for each stage in career: junior grad, senior grad, postdoc, asst/assoc/full prof or scientist or equivalent

  3. maintain citations at international levels -- normed by discipline

  4. maintain funding (adjusted PPP) at international levels -- as needed for discipline

  5. maintain # of advisees at international levels -- as normal for discipline

  6. ensure health and progress of your discipline as a whole

Distribute the mentoring stories and examples (see Activities slide) to every woman student. They then know that when they feel thusly, they can approach their mentor.

The mentor-mentee must have a 1-1 meeting at least once a semester - time (and money) willing, a mentor can take all their mentees out for lunch, etc., in addition. Mentors who are not local should have zoom interactions with their mentees.

Let them know that a mentor is available to listen to them 24/7 - this is important for preventing tragedies. - it is probably the case that very very few such occurrences will arise.

Mentor should be able to hand off mentee to another mentor for reasonable reasons (not getting through, temperamentS not syncing up, etc)

Mentors must have a line of communication open to local mental-health counselors