Mentoring at the IoN

    1. IoN Academic Mentoring Scheme: for PhD students, Researchers, Teachers and Academics

The IoN Academic Mentoring Scheme was set up in 2013, as part of our institutional Athena SWAN strategy to support the career progression of female scientists and clinicians. The impact in the institute was undeniable, and it has since been expanded to all scientists and clinicians at IoN. It is a professional and personal development experience that benefits mentees and mentors alike, as confirmed by our participants. In 2021, over 90% of mentees agreed or highly agreed that the IoN Academic Mentoring Scheme had a positive impact on their career development​, while 78% of mentors think being a mentor had a positive impact on their own career.

Who is this scheme for?

The scheme is open to all clinical and non-clinical Academics, Researchers, Teachers and PhD students at the IoN.

How can you join this scheme?

The IoN accepts expression of interest from mentees twice per year: March and October. An open call will be made via email to all members of staff and PhD students informing how many placements are available and at what level of seniority. Offerings of placements in the scheme are dependant on availability from mentors, and will be made on a first-come first-serve basis. 

If you are interested in becoming a mentor/mentee within this scheme, please contact Chris Hardy.

    2. Faculty of Brain Sciences Professional Services and Technical Staff Mentoring Scheme

The Faculty of Brain Sciences runs a mentoring scheme for all Professional Services & Technical (PS&T) staff. The mentoring scheme launches annually in the Spring. Its purpose is to provide tailored support for career development, helping participants identify goals, enhance skills, and advance on their pathways — especially addressing challenges unique to PS&T roles, such as flat hierarchies. The scheme is recognised as a valuable part of institutional citizenship and may be included in performance appraisals. A detailed mentoring handbook is provided, and for further information the scheme is coordinated by Avili Feese (a.feese@ucl.ac.uk).

    1. IoN Under-Represented Student Mentorship Scheme (URSM): for Masters Students

What is URSM?

The Under-Represented Student Mentorship Scheme (URSM) initiative organises senior-to-junior student mentorship for Masters students from under-represented groups, who are considering applying for PhD studies in Neuroscience at UCL.

What does Under-Represented mean?

Under-represented refers to anyone who faces barriers to opportunities due to mental health issues, physical health/disability, neurodivergence, socio-economic background, and those from the LGBTQIA+, and Black, Asian and minority ethnic communities. Although this definition is already broad, we leave to each person the self-identification as a member of an under-represented group.

We aim to:

Improve diversity and representation across neuroscience departments. In particular, this programme has been promoted by the IoN Wellcome Centre for Human Imaging but aims to include the broader community of UCL neuroscience.

For more information and to learn how you can participate in this scheme, please visit our website. 

    2. in2reseach Mentorship Programme

In 2020, the IoN Wellcome Centre for Human Neuroimaging (WCHN) launched a pilot programme, in partnership with in2scienceUK, to offer mentorship opportunities for students from underserved backgrounds. The in2research programme aims to help people from low-income and disadvantaged backgrounds access PhDs and research careers through a year of development opportunities. In2research participants will have access to workshops, mentoring, away days and a funded summer research placement in a top university. For more information about the programme please visit the website.

If you are interested in becoming a mentor within this scheme or want to be a placement host, please visit this website.

Read more about it here: 

• Wellcome centre launches new mentorship programme with In2Science
• In2Research launches empowering undergraduates and graduates from disadvantaged backgrounds to progress into careers in Research and Academia.

• Non-clinical Research, Teaching and Academic staff, including PhD students (contact Chris Hardy: Hardy, Chris: chris.hardy@ucl.ac.uk)
• Clinical Research Fellows/Associates, including PhD students (contact Ed Wild: e.wild@ucl.ac.uk)
• Under-represented Student Mentorship Scheme (contact: ion.ursmentorship@ucl.ac.uk)
• Faculty-wide Professional and Technical Services staff (contact Avili Feese: a.feese@ucl.ac.uk)

Anyone can be a mentor! PhD students and Research Assistants can mentor Masters Student. Junior Postdocs can mentor PhD students. You are never too junior to be a mentor, and you will always have relevant information to share with those who are less advanced in their career path. 

• Receiving advise in career direction;
• Receiving guidance on UCL/IoN policies and procedures for career and salary progression;
• Help shaping CV;
• Building confidence;
• Creating new opportunities for networking.

• Recognised involvement in a programme of strategic importance to your Institute.
• Mentoring is a promotion enabling and citizenship activity which is encouraged by the Institute and the Faculty.
• Funding bodies increasingly value an active mentoring programme and often encourage senior staff to be mentors.
• Developing mentoring/coaching skills.
• Increased confidence.
• Personal fulfilment, particularly satisfaction form seeing junior staff progress.

We will pair you with a mentor who is senior to you and based in a different Research Department at IoN, to ensure no conflict of interest.

Mentoring is a voluntary scheme. Each mentor/mentee pair will be required to agree and sign a mentoring agreement setting up mutual responsibilities and expectations. The mentor or mentee will be able to withdraw from the scheme at any point.

Mentor-Mentee pairings are strictly confidential. Furthermore, for the mentoring relationship to succeed, it must be completely confidential. Any information that the mentor receives about the organisation or other individuals will be kept confidential and not relayed to co-workers or exploited for personal gain.  The exception to this will be in the case of information which the mentor believes shows the organisation or individual to be at risk.  In these cases the mentor will discuss the course of action with the mentee before talking to the sponsors of the mentoring scheme.  In addition, the mentor may, in general terms, relay concerns expressed by more than one mentee e.g. where there is a concern about a procedure or policy.