Facilitating Liberatory Relationships for Women of Color in Academia Through Mentorship

Abstract

In this chapter we share about the history of women of color in higher education, the pervasive marginalization of their presence and perspectives, and the need for liberatory relationships. We highlight ethnographic research we conducted on relationships spanning 19 years between three multigenerational women of color to give more language to the unique, transformational, and liberatory aspects of these relationships. Through approaching mentorship with critical pedagogies, these relationships have developed into spaces of transformative learning, liberation, and as sites as resistance to the systemic power and inequities at a predominantly white institution. From this original research study, we outline the core themes and valuable attributes necessary for the success of these relationships that emerged. We present in detail the Liberatory Mentorship for Women of Color model to describe such relationships. The model is presented with reflection questions to help readers prepare for the implementation of this research-based approach to improve student experiences.

Appendices

Appendix: Facilitating Liberationships Questions

For current mentors and mentees to better understand the Liberatory Mentorship Women of Color model, consider the following questions to further expand your understanding of how your own experiences fit within the model.

Reflection process to engage with the “who” layer of the model: Brainstorm a list about your past mentorship experiences. Were their shared values represented in your relationships? If so, which? What identities were most salient for you in these relationships? And, how do you know? Were you and those you were in relationship with able and willing to engage in conversations about individual and systemic power? If so, how was this demonstrated? Was a shared desire for growth demonstrated? If so, how?

Reflection process to engage with the “how” layer of the model: What are your beliefs about the roles and expectations of mentors and mentees? How should vulnerability and reflection show up in mentorship relationships? How are boundaries set in mentorship relationships? What qualities/characteristics move a relationship from student/faculty to colleague? Has resistance shown up in your past mentorship relationships? If so, how?

Reflection process to engage with the “why” layer of the model: What personal growth are you most interested in prioritizing at this time? What areas of your identity do you feel could benefit from increased validation? What work/passion projects would you like to see increased productivity in? Who might you want to develop a mentorship relationship with to reach your goals? How do you find a balance between your desire for work productivity, and your need for personal growth and validation?

For program administrators, mentors, and mentees looking to intentionally facilitate relationships using the Liberatory Mentorship Women of Color model, consider the following reflection questions:

Program Administrators

• Who will be invited to participate and how?

• What kind of orientation/training process will you provide?

• How will biases be mitigated and addressed?

• Who will mentors and mentees refer questions or concerns to?

• What are the outcomes you will measure? (Possibilities: number of contacts, self-reported feelings of belongingness and support, number of referral to resources, written reflections about experience)

Mentors

• What makes you want to be a mentor and to who?

• Who do you want to mentor and why?

• What does being a mentor mean to you?

• What areas do I focus on most when talking with my mentees?

• What is problematic about the term mentorship?

• What boundaries do you need in the relationship for it to succeed? (Consider time, topics of conversations, frequency of contacts, communication channels)

Mentees

• What do you hope to gain from your mentorship experience?

• Who do you wish to be mentored by and why?

• What will you need to feel supported by your mentor?

• What boundaries do you need in the relationship for it to succeed? (Consider time, topics of conversations, frequency of contacts, communication channels)