The Philosophers' Cocoon Job-Market Mentoring Program

Project Organizers:

• Marcus Arvan (University of Tampa)

• Helen De Cruz (St. Louis University)

NOTE: This program is not being run/accepting applicants in 2022 for logistical reasons.

Project Description:

This program, associated with The Philosophers’ Cocoon, aims to provide job-market mentoring to all those in need (regardless of background). The aim of this mentoring project is just what it sounds like: a scheme to enable job candidates in philosophy who face special challenges, including members of historically-marginalized groups as well as those with little access to mentoring (e.g., because their department or advisor does not offer this), to receive advice and support from more experienced (e.g. tenure-stream or tenured) members of the profession.

Project Details:

1. Since this is a job market mentoring program, mentees need to be ABDs or PhDs in philosophy. The scheme will be open to all job candidates in philosophy, from every background, regardless of geographic location, gender, age, social identity, political orientation, etc.

2. Although we will do our best to accommodate all candidates in need, the program will prioritize candidates with special job-market challenges, for example, bi, gay, and trans* candidates, candidates with disabilities, BIPOC candidates, as well as candidates of any background or social identity who have inadequate access to job-market mentoring (e.g., candidates out of graduate school lacking access to their grad program’s placement director/mentoring, etc.).

3. Provided we can find a suitable match, we will match mentees with mentors who are either tenure-track or tenured professors. Participants this year will also be able to sign up to be matched with another willing mentee, should no mentor be available.

4. The details of the mentoring relationship are expected to be worked out between the mentors/mentees.

5. However, in order not to overburden mentors and to follow best practices, people who enroll in this program would commit to the following:

   • Mentees are encouraged to clearly discuss with their mentor at the beginning of the mentoring relationship a clear picture (and perhaps rough time-table) of the kind(s) of mentoring they are looking for. On the same note, mentees should also not be afraid to clarify precisely what kind of mentoring help they are looking for!

   • Mentees who are matched with mentors are expected to use their mentor. Mentors should let us know if their mentee is not participating so we can pair the mentor with another mentee.

   • Standardly, the mentor commits to the mentoring for one job season only (i.e., until next summer) (this can be extended by mutual agreement, but the mentor should not feel pressure to do so).

   • Everything that mentors and mentees discuss is strictly confidential, will not be discussed with anybody outside the mentoring agreemen

   • If there is any potential conflict of interest (see Mentor-Mentee Guidelines on the program website), it is in the best interest of mentor and mentee to let the organizers (Helen & Marcus) know at the earliest possible date, to discuss an appropriate resolution.

Mentor-Mentee Guidelines

In order to ensure that participants have a positive, productive experience, the program organizers ask mentors and mentees to respect the following guidelines:

• Mentees are expected to actively utilize their mentor: Because our program routinely has more job-candidates in need than mentors available, mentees who are matched with a mentor are expected to use them. If a mentee matched does not effectively seek help from their mentor, we ask the mentor to let us know ASAP so that we can address the issue, up to and including matching the mentor with a different mentee.

• Prompt disclosure and resolution of potential conflicts of interest: If mentors become aware of any potential conflict of interest (viz. they are appointed to a search committee, or have candidates in their own home department that may be competing for the same jobs as their mentee), they should let their mentee and program organizers know immediately. Not all potential conflicts of interest may require ending a mentorship. For instance, a mentor and mentee pair may both be comfortable working with each other despite there being candidates in the mentor’s home department who may compete with the mentee. However, other potential conflicts of interest (e.g. a candidate the mentor advises in their home department competing directly with the mentor’s mentee at the first-round interview or on-campus interview stages) arguably raise much more serious challenges. We, the organizers, ask that mentors and mentees report all potential conflicts of interests to each other, and to us (the program organizers), at the earliest opportunity.

• Open, professional lines of communication: Mentors and mentees are asked to mutually commit to professional standards of communication, such as reasonably prompt responses to emails and clear expression of expectations moving forward. For instance, if a mentee receives dossier feedback from a mentor, the mentee should confirm receipt of the feedback and give some indication of whether they may be looking for further help moving forward (e.g. at the interview stage). Additionally, if a mentee no longer desires mentoring (as a result of accepting a job-offer, etc.), the mentor should let their mentor know, so that the mentor has some idea of the mentee’s situation. This is simply to ensure open, professional communication both ways. Finally, if there are significant problems in communication (which in some cases are due to email spam filters), the organizers ask to be informed as soon as possible, so as to resolve the issue positively.

• Mentors and mentees should let the Program organizers know ASAP of any other issues that, in their judgment, are important to address and cannot be adequately addressed between the mentor and mentee. Our aim, again, is to ensure a good experience for everyone!