Helen M. Woolnough & Sandra L. Fielden 
Mentoring in Nursing and Healthcare [PDF ebook] 
Supporting Career and Personal Development

Notes on Author ix
Introduction xi
1 Gendered Career Development within Nursing and Healthcare 1
Education 1
The labour market 2
Gendered Careers 4
The Person-centred Approach 6
The Organisational Structure Perspective 8
Gender Differences in Career Development and the Meaning of Success 10
Gender Differences in the Career Progression of Nurses and Healthcare Professionals 11
Summary 13
References 13
2 Mentoring as a Career Development Tool 23
Defining Mentoring 23
Functions of Mentoring 25
Mentoring Phases 26
Competencies of Mentors and Mentees 28
Informal vs Formal Mentoring 30
Alternative Forms of Mentoring 32
Does Mentoring Really Work? 34
Drawbacks to Mentoring 36
Summary 38
References 39
3 Diversity in Mentoring: Gender, Race and Ethnicity 45
The Case for Diversity 45
Diversity in the NHS 47
Gender and Mentoring 48
Barriers for Women to Acquiring a Mentor 48
Cross-gender Mentoring Relationships 50
The Role of Gender in Formal and Informal Mentoring Relationships 52
The Role of Race and Ethnicity in Mentoring Relationships 53
The Impact of Mentoring Relationships for White and BAME Women 55
Summary 57
References 58
4 Mentoring in Nursing and Healthcare 63
Cultural of Nursing 63
Perceptions of Nursing 64
Mentoring in the NHS 66
Mentoring in Nurse Education 68
The Value of Mentoring throughout a Developing Career 69
Mentoring across the NHS 73
Summary 75
References 75
5 Designing and Implementing a Formal Mentoring Programme 81
Definition of Mentoring Applied to the Challenging Perceptions Programme 82
Objectives of the Programme 83
Recruitment of NHS Mental Health Trusts 84
Recruitment of Participants and Control Group 87
Recruitment of Mentors 88
The Matching Process (Mentees’ Selection of Mentors) 89
The Seven Main Elements of the Challenging Perceptions Programme 89
Summary 96
References 97
6 Evaluating Formal Mentoring Relationships 101
Evaluation in Practice 101
Data Collection 104
Qualitative Data Collection 104
Quantitative Data Collection 110
Ethical Considerations 113
Data Analysis 115
Summary 117
References 118
7 Does Mentoring Work? The Realities of Mentoring from the Perspective of both Mentee and Mentor 123
Career Development Outcomes 123
Breaking the Glass Ceiling 126
Personal Development Outcomes 129
The Mentoring Relationship 131
Benefits for Mentors 135
Summary 139
References 140
8 The Challenging Perceptions Programme and the Long-term Benefits of Mentoring 145
Formal Mentoring Programmes 145
Mentee Case Studies 146
The Challenging Perceptions Programme 148
Key Lessons 152
Evaluation Limitations 154
Future Programme Development 157
Summary 158
References 160
Afterword 165

Helen M. Woolnough is Senior Lecturer in Psychology, Leeds Beckett University, UK.
Sandra L. Fielden is Senior Lecturer in Organisational Psychology, Manchester Business School, University of Manchester, U.K