Many female postdocs are certain by the end of the first three years after their doctorate at the latest that they are aiming for a professorship or a permanent leadership position in academia, are perhaps already on the verge of their first appointment and need encouragement and advice for the next step in their career. Female junior professors, junior research group leaders and tenure-track professors are already very close to their goal, have successfully completed an appointment or selection procedure and are now looking for support in fulfilling their numerous, sometimes new tasks.

The program "Progressio. Successfully shaping top positions in science" program is aimed at female scientists who are at a decisive point in their professional development - some just before the leap to the top, others just after, but not quite there yet.

Experienced support can help to confirm your own decision and then get your feet firmly on the ground. The one-to-one mentoring relationship is the core and driving force behind development over the twelve-month period. It is carefully prepared and geared entirely to the needs of the mentees. This is why the mentees themselves select the people who are suitable for them. They are supported by the Vice President and the coordinator in making contact.

This core is supplemented by a framework program that enables the mentees to reflect on their individual mentoring relationship and personal development with their peers and a professional trainer. The framework program includes a preparatory workshop, a kick-off workshop, a mid-term workshop and a final workshop, as well as the opportunity to take advantage of individual coaching sessions with the trainer.

In addition, workshops, discussion evenings or lectures, which are organized according to the mentees' wishes, offer the opportunity to acquire additional interdisciplinary knowledge and to network with each other.

Both mentees and mentors receive a certificate at the end of the mentoring program.

The program coordinator is available to answer questions and provide advice to interested mentees and mentors.

* In the following, all persons who define themselves as female scientists are addressed. The term "female* scientists" used here also explicitly includes trans*, inter* and non-binary people who define themselves as women. Female* researchers with a chronic illness or other impairment are given preferential consideration in the selection process. The terms "mentor" and "mentored" also refer to all people who would like to take on this role, regardless of their gender identity.

Female scientists are still underrepresented in (highly remunerated) positions in science or in non-university institutions and companies. This is by no means due to a lack of professional qualifications or a lack of personal aptitude, but mostly to structural obstacles, some of which are reinforced by informal practices. Mentoring for female academics is therefore primarily aimed at preparing them to deal with these structural obstacles and enabling them to discuss them with peers and more experienced people. The mentoring offers should help to strategically plan the achievement of individual career goals and overcome possible obstacles