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3.3. Conclusion In this article we analyzed the working conditions of female researchers at the Medical Faculty and showed certain signs of discrimination of female academic medical staff, which are not obvious at a first glance. Our main findings are: men are twice as likely to perceive a permanent contract as women; male academic staff receives contracts with longer working hours more often and claims parental leave infrequently and for shorter periods of time, comparing to female academic staff. These findings implicate the better opportunities for male academic staff to plan their career and family formation, rather than for female; the results explain also the gender pay gap and a gender pension gap in the future. We came to the conclusion that female researched need special female-oriented mentoring programs with the help of which they can improve their soft skills. We examined the results of the mentoring program that precisely sets the goal of more female management in academia and enables early career female researchers to identify, develop and systematically implement their personal skills and competences in strategical planning of their academic careers. In particular, we analysed the benefits and the key skills that mentees from medicine field gained through participation in the female-oriented mentoring program and came to the conclusion that the female researchers of all qualification stages can build skills essential for successful realisation of their career and social standing. That is why structured formal mentoring programs that encourage and empower female researchers to stay in academia can be viewed as one of the effective instruments of the equal opportunities policy at German universities. References Gedrose B., Wonneberger C., Jünger J., Robra B., Schmidt A., Stosch C. In: Deutsche Medizinische Wochenschrift 137, S. 1242–1247 (2012) Kaczmarczyk G. (2001): „Erwartung – Realität – Ausblick", In Georgia, Heft 3, Frauen in der Hochschulmedizin, S. 2-6, Online unter: http://www.med.uni-goettingen.de/de/media/beauft_frauen/georgia_03.pdf Krais B., In: Dalhoff J. und Girlich J. (Hg.): Frauen für die Stärkung von Wissenschaft und Forschung. Konferenz im Rahmen des Europäischen Jahres für Kreativität und Innovation. Bonn (2009) Larivière V., Vignola-Gagne E., Villeneuve C., Gelinas P.; Gingras Y., Scientometrics 87 483–498 (2011) Lind I., In: Wissenschaftsrat (Hg.): Exzellenz in Wissenschaft und Forschung. Neue Wege der Gleichstellungspolitik Köln (2007) Mangematin V., Mandran N., Crozet A., (2000): "The Carreers of Social Science Doctoral Graduates in France: the Influence of How the Research was Carried Out," Grenoble Ecole de Management (Post-Print) hal-00424362 Masetkina E., Demming-Pälmer M. (2016): „Meilensteine und Entwicklungen aus 10 Jahren SelmaMeyerMentoring“, In: Vervoorts A. (Hg.): Festschrift zum zehnjährigen Jubiläum des SelmaMeyerMentoring an der Heinrich-Heine-Universität Düsseldorf, S. 26-41. Petersen R., Grümmer R., Jendrossek V., Sauerwein W. and Schara U. (2018) ‘Mentoring in a medical faculty: a chance for organisational learning’, Int. J. Learning and Change, Vol. 10, No. 3, pp.198–219. 36