When and Why Is Faculty Mentorship Effective for Underrepresented Students in STEM? A Multicampus Quasi-Experiment

Objectives: Faculty mentorship can be one solution to addressing the participation and persistence gaps between underrepresented groups (URGs) and overrepresented group members in science, technology, engineering, and math (STEM). However, little is known about the mechanisms underlying effective STEM faculty mentorship. The present study (a) investigates if faculty mentorship impacts STEM identity, attitudes, belonging, and self-efficacy; (b) compares students’ perceptions of women versus men faculty mentorship support functions; and (c) uncovers the mentorship support mechanisms underlying impactful faculty mentorship. Method: The present research sampled ethnic–racial minority URG undergraduate students pursuing STEM majors across eight institutions (N = 362; age = 24.85; 36.6% Latinx, 30.6% Black, and 4.6% multiracial; 60.1% women). The study’s overall quasi-experimental design adopted a onefactor two-level (faculty mentorship status: yes, no) between-subjects design. Among the participants who reported having a faculty mentor, we also examined faculty mentor gender (women vs. men) as a betweensubjects variable. Results: Faculty mentorship had a positive impact on URG students’ STEM identity, attitudes, belonging, and self-efficacy. Furthermore, mentorship support functions indirectly predicted identity, attitudes, belonging, and self-efficacy among URG mentees who had women compared to men faculty mentors. Conclusions: Implications for how STEM faculty, regardless of their gender identity, can be effective mentors to URG students are discussed.