By Carole A. Rayburn Ph.D., Florence L. Denmark, Mary E. Reuder, Asuncion Miteria Austria
During this unparalleled guide, the crew of coeditors and members express the immeasurable effect of ladies supporting girls through a mode that has develop into a "hot-button" subject nationwide—mentoring.In A guide for girls Mentors: Transcending obstacles of Stereotype, Race, and Ethnicity, a professional writer team—all skilled mentors—provide particular innovations for girls mentoring ladies, displaying how mentoring relationships gain members, girls as a gaggle, and the country as a complete. Discussions comprise ongoing challenges—and strength pitfalls—for girls confronting hindrances of their schooling careers, with exact awareness to minority women—whether it's a mom of 4 major a school division, an African American lady operating in engineering, or a Latina woman advancing within the box of math.
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Extra info for A Handbook for Women Mentors: Transcending Barriers of Stereotype, Race, and Ethnicity (Women's Psychology)
Teaching of Psychology, 13, 123 – 127. Cynkar, A. (2007). The changing gender coposition of psychology. Monitor on Psychology, 38, 46. Denmark, F. L. (1980). Psyche: From rocking the cradle to rocking the boat. American Psychologist, 35, 1057 – 1065. Denmark, F. (1986, April). Evaluation of gender eﬀects on access to communication networks. Presidential address to the Eastern Psychological Association, New York, NY. , & Cummings, W. (2002). Research mentoring and women in clinical psychology. Psychology of Women Quarterly, 26, 163 – 167.
B. (2001). Core virtues for the practice of mentoring. Journal of Psychology and Theology, 29, 121 – 130. D. (1987). The role of mentors in the career development of young professionals. Family Relations, 36, 204 – 208. Part II Women in Nontraditional Careers, Academe, and Business This page intentionally left blank Chapter 2 Gender Issues in Academic Mentoring: Personal Experiences Set in a Theoretical Framework Judith Waters This chapter is dedicated to all the important mentors with whom I have worked over the years.
This indicates that diversity is an entity that must be included in the discussion regarding mentoring. Within a cross-race relationship, it may be diﬃcult for a trusted mentoring arrangement to begin. Thomas (1993) interviewed 22 individual in cross-race (African American and white) pairs of juniors and seniors to examine how a relationship develops. His interviews showed that only when the two parties involved preferred the same strategy (either both openly discussing or ignoring the issue of race) did a more supportive mentoring relationship emerge between them.