Jay Vornhagen, Sardar Ansari, and Aqila Ahmed

Suggestions for establishment of positive primary and secondary mentorships

Establishment of secondary mentors is an excellent way to positively impact the postdoctoral system and ensure the protection and progression of postdoctoral scholars. Postdocs are uniquely vulnerable due to their reliance on a single faculty mentor for their training, funding, and visa sponsorship for international scholars. This model of postdoctoral training is founded on the assumption that the faculty mentor will provide everything the postdoc needs to be successful. However, this assumption is false, as most faculty attain their position through meritorious academic work that has little to do with mentorship ability. Even skilled mentors have limited time, attention, and energy to dedicate to a postdoc. Just as graduate students rely on their advisor as well as committee members for support, postdocs too need a variety mentors from which to seek guidance.

Secondary mentors aid in career and personal development

A secondary mentor is any person other than the primary mentor that is invested in and significantly enriches the experience and development of a postdoc. There are generally two forms of secondary mentors: career mentors and psychosocial mentors. Career mentors aid in the development of research, professional skills, and networks. Psychosocial mentors provide acceptance and validation to the postdoc’s experience, and act as confidants and informal counselors. Unfortunately, this form of mentoring is undervalued by academia despite its positive association with career resilience. A secondary mentor can fill any number of these roles, but irrespective of the role, it is critical that they are committed to the postdoc’s success.

Illustration by Alexandra Taraboletti

Secondary mentors improve the postdoc experience by facilitating collaborative, multidisciplinary research. A model for encouraging cooperative research that spans disciplines and experience levels exists for NIH and NSF multiple-investigator grants; however, this model is not systemically facilitated during postdoc training, despite the fact that postdocs often coordinate and perform a significant portion of academic research. Secondary mentors provide training in areas where the postdoc lacks formal training, help develop professional skills, and provide access to experts in other fields, thus better preparing the postdoc for independence. Additionally, secondary mentors enhance the professional network of a postdoc, therefore increasing the chance of future employment.

Finding Mentors that Supply a Specific Need

As many as 90 percent of postdocs leave academia for their careers, yet a majority of postdocs receive their training at an academic institution. This relationship between training and future employment is incongruent. While this data is difficult to track, it is obvious that non-academic career mentorship is lacking in the postdoc experience. Secondary mentors who are employed in the postdoc’s desired career field are crucial for filling this gap

The formation of an inclusive environment for postdocs can make the difference between success and failure. Secondary psychosocial mentors can cultivate resilience by creating space for emotional support, by providing alternative viewpoints, or simply by acting as role models. This is especially important for postdocs from underrepresented populations, who frequently struggle to find primary mentors with similar life experiences due to the paucity of diversity in academia.

Author Jay Vornhagen, PhD, is a postdoctoral scholar at the University of Michigan and co-president of the University of Michigan Postdoctoral Association.

Secondary mentors as a form of protection

An inherently unequal power dynamic exists between the postdoc and mentor. Given their institutional clout, mentors are exclusively responsible for funding and validating the postdoc as their career advances. Thus, any conscious or unconscious disruption in that relationship represents a threat, especially for female postdocs and/or those from underrepresented populations. If the relationship deteriorates, any negative representation of the postdoc risks ending their career. The presence of secondary mentors permits alternative validation pathways for the postdoc by filling gaps left by the primary mentor, such as recommendation letters and career advancement support.

This power differential is most apparent in situations of discrimination and harassment. Harassment and discrimination are highly prevalent in academia, where at least as many as one-in-three postdocs report being sexually harassed and discrimination against women of color in science is rampant. When these situations arise, postdocs frequently tolerate negative behavior due to fears of retribution for reporting inappropriate actions or spinoff effects of damage to their mentor’s reputation. They may also fear losing their funding and/or visa status. Secondary mentors protect postdocs by providing an alternative avenue of reporting abuse, by providing emotional support, and by permitting access to a network of other faculty members for lateral movement, if necessary. Finally, secondary mentors may act as a deterrent against inappropriate behavior from the primary mentor.

Guidelines for Finding a Secondary Mentor

Establishing secondary mentors can be intimidating. Start by identifying gaps in your postdoc experience or training. This is often the most significant challenge, as it requires introspection and honesty about yourself and your primary mentor. Be sure to discuss your plans with your primary mentor and clearly state the purpose of trying to find secondary members. Doing this will help ensure your primary mentor doesn’t feel as though you are going behind their back and it affords them the opportunity to help.

Next, fully engage with your community by attending meetings, social events, professional development events, or any event where a secondary mentor may be. If you are looking for a career opportunity outside of academia, it’s crucial that you insert yourself into that arena. Reach out to recruiters, managers, and former academics that hold non-academic positions. Be sure to have a social media presence to establish networks of potential secondary mentors.

After getting to know your community, identify individuals that can fill your needs, and importantly, those with whom you feel comfortable being open and honest. When starting informational interviews and discussions with potential secondary mentors, be direct and clear about your needs, goals, and how the secondary mentor can help. Finally, be sure to foster any relationship with a secondary mentor because you never know when it will be important.

Suggestions for Paradigm Change

While a systemic movement to reduce the vulnerability of postdocs under a single mentor system has yet to gain steam, facilitating the formation of secondary mentors can begin to address this issue. A paradigm change takes work from multiple parties and adoption of a new set of policies. A multi-mentor system would go a long way toward ensuring a first-rate postdoc experience.

Authors’ statement:

Jay Vornhagen, PhD, is a postdoctoral scholar at the University of Michigan and co-president of the University of Michigan Postdoctoral Association. Sardar Ansari, PhD, is a postdoctoral scholar at the University of Michigan and former treasurer of the University of Michigan Postdoctoral Association. Aqila Ahmed, PhD, is a postdoctoral scholar at the University of Michigan and co-chair of public relations of the University of Michigan Postdoctoral Association. The views expressed in this article are the sole responsibility of the authors and do not necessarily reflect that of the University of Michigan. For more information about the University of Michigan Postdoctoral Association, please visit our website. The authors would like to acknowledge the useful information provided by Brahmajee K. Nallamothu, MD, for this article.