By Preeti Pushpalata Zanwar

PPZ: It is an honor to finally connect with you and to learn about the mentoring programs and initiatives that you have been part of. I just finished hearing about your podcast on letters of recommendation for tenure. Since we never met before and as an icebreaker, I too like to swim and am learning to flip turn.

KS: I am glad to connect and chat with you!

PPZ: Let’s start with ASHEcon’s mentorship program. I want to share I was a beneficiary of the program. A couple of years ago, I was a participant in the program when ASHEcon occurred virtually during the pandemic. You had matched me with Lauren Hersch Nicholas at the CU Anschutz School of Medicine which resulted in 30 minutes of virtual mentorship conversation with her. What is the ASHEcon mentorship program, how was it started, and what is its purpose?

KS: I want to give huge kudos to Melinda Pitts at the Federal Reserve Bank of Atlanta who spearheaded the program. ASHEcon’s mentoring program has been active for a few years now and has evolved and grown in size through each conference. The structure and organization of the program is similar to activities at other disciplinary organizations; research associations are increasingly incorporating mentoring as part of the conference program.

ASHEcon’s mentoring program occurs as a preconference session of the annual meeting and provides PhD students and early career professionals the opportunity to engage and interact with seasoned health economists. One must formally register for the session during conference registration. We want to encourage those who are new to ASHEcon to take advantage of this program. We classify the mentees in two different groups: student scholars who are on the job market, vs those who are early career professionals (e.g. assistant professors). We set up speed networking tables that allow people on both sides (mentees and mentors) opportunities to talk with as many researchers as possible in a speed networking format. The purpose of the program is to ensure that the conference is more meaningful, and that the profession in general as well as the conference feels welcoming. For junior scholars, it is designed to remove any awkwardness or intimidation that comes when interacting with seasoned economists. It’s of great value to the seasoned economists too, to provide an informal way to learn new trends in research as well as who’s working on what.

PPZ: This is so wonderful. Thank you for sharing about the ASHEcon mentoring program. This is very useful given ASHEcon’s 2025 Nashville conference is coming up in a few months. Next, can your share about your mentoring experience and why you mentor?

KS: Absolutely. I have learned many things from mentoring experiences over the last 30 years, from being on both sides of the table. Mentorship is a two-way street in that both parties learn from each other. And many people who do not consider themselves senior enough to be a good mentor actually are good mentors. For example, PhD 5^th year students are great mentors to 1^st year students. In my undergraduate health economics class, former students serve as mentors to current students by being willing to connect through Linked-in. Mentors help identify big-picture trends in the field for mentees, and mentees can help explain differences between the latest several papers in a certain methods field, for example. One goal in mentorship is to reflect on how one learned something difficult and help make it easier for the next person to learn. I like to think of mentoring as a public good. The more we who have come before engage in mentoring experiences and make it easier for newer scholars to enter, the more the profession grows and produces innovative research that elevates the work of all stages of careers. As a final note, I always recommend seeking multiple mentors– diversify in breadth and depth, for example, surround yourself with several research mentors, but also ensure there is someone who primarily is a teaching mentor for you etc.; there will be many perspectives to consider. Mentorship is an investment of time and resources on both sides. Personally, it has enriched my professional life.

PPZ: This is truly fascinating. How can mentees demonstrate mentorship readiness?

KS: Mentees can prepare themselves by reflecting on what they want from the mentorship relationship. One way is by having a mentorship plan, for example if there is a formal mentoring program in your department, there might be a guide which lays out the structure (how often you will meet), realistic expectations, provides accountability and outcomes (what you hope to get out of this).

PPZ: Thanks for sharing. For short and long-term sustainability and to reduce the mentorship burden or mentorship tax (which often happens to those who are good mentors or minority scholars who may get overburdened with mentorship responsibilities), should mentorship be based on altruism or does it need to be compensated for?

KS: Good question. There are intrinsic rewards. But some institutions and departments are demonstrating that they value a more sustained commitment by providing financial incentives (like supplements to research accounts, for both mentees and mentors).

PPZ: Let’s briefly talk about tenure letters. Given women are underrepresented in economics and in academic departments beyond associate professor level, what advice do you have for women scholars considering tenure?

KS: My advice here is probably pretty generic–assess tenure preparedness, for example by pointing to peers at comparable institutions with comparable CVs that have recently received tenure. One key decision is whether to go early for tenure and promotion to Associate or to Full professorship. Here too, an assessment against the field is a useful exercise before discussions with your department chair and senior colleagues; you are helping yourself and them make that decision.

PPZ: This is a key decision indeed. Any other parting thoughts about the ASHEcon’s mentoring program or advice?

KS: One of the goals is to draw new people to the field and help them stay engaged. When there are a ton of new faces at a conference, it is a good sign. There is a lot of room to grow your network and your understanding of the field! The program can provide support in figuring out how your research fits in. Being part of a network can provide community and help with you carving out your niche in the literature. The program also helps reduce the stress of being a new attendee, or of an established researcher not knowing how to learn about what motivates new entrants in their research area.

When at conferences or seminars, no matter how hesitant you may be and how awkward it may feel to you, raise your hand, ask questions and get your voice heard. If someone’s advice has helped you, let them know.

PPZ: Thank you for taking the time from your busy schedule to share your insights on mentorship. Your successful journey being from a low-and-middle income country is truly inspiring! Thank you for your enthusiasm and for making me feel comfortable to have a conversation with you. I was nervous in anticipation of this interview. I have learned so much and I hope our paths cross in the future.

KS: Will you be at the conference in Nashville?

PPZ: I hope to make it to another ASHEcon in the future.