544 The Professional Counselor | Volume 10, Issue 4 who expressed vulnerability increased the feeling of friendship and deepening of the relationship. This supported other research that described mentoring relationships that include an emotional connection that was both empathic and empowering (Gammel & Rutstein-Riley, 2016; Holm et al., 2015; Trepal et al., 2014). In a similar finding to that emerging from Kelch-Oliver and colleagues’ (2013) study of mentorship, the three African American participants experienced “mothering” by female African American faculty mentors and the “sisterhood” of peer mentoring that went beyond academic walls. For these women, mentoring helped navigate cultural barriers. Not only was it important that they have female faculty, but also choosing women who lived under “double minority” as Patton (2009, p. 71) described gave them both perspective and support around the complexity of race, gender, and motherhood in academic settings and society as a whole. Doctoral student mothers connecting with other student mothers reported experiencing greater encouragement and satisfaction in those academic peer relationships compared with their relationships with peers without children. Similar to previous findings (Lynch, 2008; Trepal et al., 2014), peer mentoring by other student mothers reduced feelings of isolation, as often these women were the sole mothers in their cohort. They relied on other mothers in earlier cohorts or recent graduates to guide them on how to balance academics and family life. Participants who had wellness and work–life balance modeled felt better equipped to pursue an academic career path, while those who had poor work–life balance modeled felt less prepared to be successful in academic institutions. Participants who experienced greater discrimination from their institution lacking in family-friendly policies shared their intentions to put their family’s needs first by accepting non-academic jobs, moving closer to relatives, or waiting until their children were older to enter a tenure-track position. This coincides with decades of research (Alexander-Albritton & Hill, 2015; Wolfinger et al., 2008) on graduate women with academic careers that are perceived as nonsupportive of family–work balance. Results also gave voice to the need for change that promotes advocacy concerning parenthood and family-friendly accommodations to aid in decreasing discrimination, both structurally and psychologically. These women had already become advocates and peer mentors. Congruent to earlier research findings, participants identified the need for institutional support in the form of establishing peer mentorship networks that connect other mothers across cohorts and departments, clarifying maternity leave policies, adopting non-penalizing pause-the-clock policies for dissertation work, offering accommodations such as lactation rooms and childcare, and providing flexibility around timelines (Holley & Caldwell, 2012; Holm et al., 2015; Lester, 2013; Lynch, 2008; Stimpson & Filer, 2011). Finally, participants challenged counselor educators to lead the way in addressing inequalities and dismissive attitudes of motherhood in academia by creating a level of openness to family life and choosing to support their students’ goals as counselor educators and mothers. Limitations and Future Directions This study has limitations because of transferability issues, the possibility of research bias, and delimiting criteria. Although major geographic regions and university types were represented, participants were racially, culturally, and economically similar, as all were married and in dual-income families. As this study recruited only mothers in CES programs, implications from this study for doctoral student fathers who are primary caregivers or doctoral student mothers in other disciplines may not be transferable. Additionally, several mothers in this study had children with medical or mental health issues, but this study did not specifically set out to focus on families with special needs.