Newsletter
Pooja Khurana
Bionote
Pooja Khurana is a former academic and MCAA alumna, who currently serves as the Career Development Manager at the MCAA. Having navigated research systems across India, Germany, the UK, and the US, she is well aware of the challenges, particularly for international researchers navigating new environments.
This fuels her passion to build spaces where researchers feel seen, supported, and valued. At the MCAA, Pooja leads initiatives like the Peer Exchange Platform for Narrative CVs (PEP-CV), the MCAA Academy, and the Coursera-based learning programme, each designed to foster inclusive research cultures, better mentorship and career development. She also works as a project officer for the European Citizen Science (ECS) project, co-leading the Network of Researchers for Citizen Science (NR4CS), and volunteers with the MCAA Editorial Board.
Alongside this, Pooja advocates for menstrual equity and mental health in academia, areas too often overlooked but deeply tied to the researcher experience. For her, creating supportive, inclusive environments in research isn’t just work — it's a commitment shaped by personal experience and a belief in what research culture can become.
Could you introduce the MCAA Academy mentoring system?
The MCAA Academy mentoring initiative supports the MCAA’s mission to offer lifelong career development and a supportive network for MSCA fellows. While the Academy platform launched in 2022 for general mentoring, this new pilot, Careers in the Public Sector marks our first thematic programme. I have led the design and coordination, with valuable guidance from Xavier Ronald Eekhout Chicharro (REBECA, EURAXESS Spain), whose insights helped shape a thoughtful, responsive approach.
Within the MCAA Board, I exchanged ideas with the Mentoring Contact Point, Maria Magdalena Razalan and worked closely with Maria Romano, whose feedback was key throughout. I also collaborated with platform developers Aluminati, especially Rebecca Whitton (Client Success), along with Kira Keini and Viktoriya Zoriy from the MCAA Secretariat's Communication Team. It has been a truly collaborative effort, and I am proud to have helped shape something grounded in the real value of mentoring.
MCAA Academy Pilot Mentoring Programme Careers in Public Sector
What are the main goals or intended outcomes of this mentoring initiative?
This pilot creates a dedicated space for career reflection, especially for those exploring public sector transitions. Many researchers face uncertainty when navigating non- traditional paths, and clear guidance is often lacking. Yet, these paths can be deeply fulfilling. Our diverse MCAA community is well-placed to bridge this gap through shared experiences and mutual learning.
I want this programme to go beyond career advice to foster meaningful connections, empower mentees to take ownership of their goals, and offer a structured way to set expectations and share feedback. It is also about supporting mentors in giving back with intention, creating a reciprocal space for growth.
Who is this programme designed for?
This pilot is designed for current and former MSCA fellows registered with the MCAA who are exploring or pursuing public sector careers. Mentees were selected based on motivation, availability, and alignment with the programme’s theme, particularly regarding their current or desired job sector. Mentors were chosen for their public sector experience in policy, research administration, or consultancy, and their willingness to support others through career transitions. Their ability to offer sector-specific insights and foster reflective conversations was key.
How can participating in this mentoring programme support mentees in their career journey?
Mentoring creates space for honest reflection, something often missing in fast- paced academic environments. Mentees gain structured guidance, a trusted sounding board, and personalised insights to help them move forward with more clarity and confidence.
Having made interdisciplinary and international transitions myself, I know how transformative mentorship can be when rooted in mutual respect and a growth mindset.
In this pilot, mentees receive one-to-one support over six months. Both mentors and mentees will have access to curated Coursera courses on public sector careers and personal development, along with themed webinars, community discussions, and cohort-wide activities. To ensure these resources are relevant, we will soon send out a needs assessment to tailor learning opportunities to the cohort’s interests.
What can mentors and mentees expect from their participation? If challenges arise, where can participants seek support or guidance?
I am glad you asked. Clear, shared expectations are key to a successful mentorship. Mentors offer guidance and perspective, while mentees take the lead by setting goals and initiating conversations. To support everyone, I have included regular check-ins and shared useful resources like the induction recording and toolkit. But the real strength lies in the relationship itself — open, honest communication is everything. If challenges come up, and they might, participants can contact me anytime. And since this is a pilot, we’re learning together. Feedback, positive or constructive,is not just welcome; it’s encouraged with just one request: to share it kindly.
What are the key takeaways for mentees?
Mentees can gain clarity on their goals, confidence in exploring new sectors, especially the public sector, and a better understanding of their strengths. They also learn how to build professional relationships, express their needs, and reflect on their growth — skills that last beyond this programme.
One thing we often overlook is how mentorship helps us practice equity, diversity, and inclusion. It's a personal space where we learn how to listen, communicate boundaries, and see from another’s perspective. These aren’t just career skills — they’re life skills.
MCAA Academy Mentoring Programme
How is the mentor’s involvement structured to make a meaningful impact?
While mentees take the lead in setting goals and scheduling meetings, mentors commit to meeting at least four times during the six months, and more if they’d like. They are also asked to complete two short feedback forms based on their sessions.
But more than the logistics, what matters is what mentors bring to the space: their experience, perspective, and humanity. We encourage mentors to co-create goals with mentees and show up as empathetic, honest guides. The real impact isn’t about having all the answers; it is about pointing the mentees in the right direction and holding space for them to grow.
How does the mentor-mentee pairing process work? Do mentees have the opportunity to choose their mentor?
The matching process was one of the most important, and time-consuming, parts of setting up the pilot. To ensure the matching was thoughtful and fair, we used mirrored registration questions for mentors and mentees to understand their goals, preferences and expectations while reducing ambiguity and inherent bias in the process.
I built a weighted matrix based on sector, skills focus, and expectations, then added manual checks for roles, equity, diversity, and inclusion (EDI) preferences, time zones, and availability. We also used the Academy platform’s matching tool for extra accuracy. While mentees didn’t choose their mentors directly, every match was made with care to ensure alignment and shared values.
That said, great mentorship isn’t just about similar job titles. Often, the richest insights come from different perspectives, and being open to that makes the experience more meaningful.
Is there a follow-up plan or continued engagement after the initial six-month mentoring cycle?
Oh, absolutely! We are planning closing reflections, feedback opportunities, and hopefully future rounds. If resources allow, I’d love to see this evolve into an alumni network where past participants can connect, support, and inspire each other.
My hope is that this pilot helps grow a stronger mentoring culture in the MCAA and encourages a reshaping of how we recognise and value career and skills development in the long run. This is just the beginning.
Will there be a closing session or follow-up meeting for participants to share feedback and experiences?
Yes! We will hold a reflective closing session in December to share experiences and celebrate the community we’ve built. The pairs’ feedback will be key to shaping and improving the programme moving forward.
The registration deadline has passed. Did the number of applications meet your expectations?
Great question! With over 22,000 members, I thought we might be flooded with responses, especially given the need for this kind of support. Initially, mentor applications were fewer than expected, but after extending the deadline, we received 24 mentee applications and 14 mentors, resulting in 11 carefully matched pairs.
What stood out was not just the numbers, but the generosity behind them. As an ex- academic myself, it was genuinely moving to see members step up with such warmth and willingness to share their time and experience. The enthusiasm confirms how needed this is, and we are already thinking about future rounds, with new themes to make it even more inclusive and impactful. This is just the start!
MCAA Academy Mentoring Programme
And lastly, how has the experience of initiating this mentoring programme been for you, as the programme coordinator and MCAA Career Development Manager?
Initiating a mentoring programme is no small task. It is not just about setting things up; it is about managing expectations, creating meaningful opportunities to connect, keeping people engaged, and encouraging mutual investment. And let’s be honest, in today’s stretched work environments, that’s no easy feat.
From designing the programme, setting up registrations, developing communications, and creating resource guides, to evaluation, matchmaking, onboarding, and ongoing support, I have learnt and evolved at every step. I am currently curating guided Coursera courses to offer more structured, targeted support to this pilot cohort. I am also listening closely to participants’ feedback to shape future webinars, engagement spaces, and knowledge-sharing opportunities.
I am grateful to the MCAA Board and Secretariat for their trust, especially Chair Gian Maria Grecco and Executive Director Mostafa Moonir Shawrav. I’d also like to acknowledge former MCAA Chair Fernanda Bajanca, former Board member Donata Iandolo, and many others who laid the groundwork by launching the MCAA Academy platform several years ago with the vision of building a meaningful support network.
This has been a journey marked by hard work, learning, and steady growth for me, for the participants, and for everyone who’s contributed along the way. I hope that this programme offers real value: helping people connect with purpose, navigate transitions with confidence, and build the kind of support networks we all need.
Pooja Khurana
Orcid
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MCAA Career Development Manager
ECS Project Officer, MCAA
pooja.khurana@mariecuriealumni.eu
Polat Goktas
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MCAA Newsletter Editorial Board
polatgoktas@gmail.com
Eliška Koňaříková
Bluesky
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MCAA Newsletter Editorial Board
newsletter.editor@mariecuriealumni.eu