Mentoring is essential for encouraging diversity and inclusion.
We know that diversity, especially in our top team, improves business outcomes. However, people from under-represented groups do not always have the same opportunities to reach leadership level. Many initiatives aim to address this imbalance and make workplaces more diverse and inclusive.
Mentoring is an effective, long-term way to promote diversity. Mentoring relationships are a powerful way of promoting change.
We explore what mentoring looks like in practical terms, why it helps under-represented groups boost their careers, and what you need to consider when setting one up.
What is mentoring?
- A mentor is an experienced and trusted adviser. A mentorship is a long-term relationship focused on supporting the growth and development of the mentee
- Mentoring can be a formal or informal relationship established between an experienced, knowledgeable mentor and an inexperienced (or newly hired) employee
- Effective mentorship depends on building a high-trust relationship between the mentor and mentee
What does it mean for under-represented groups?
- It can be a challenge for under-represented groups to find informal mentoring relationships, and benefit from formal programmes
- Mentoring can help support and develop diverse emerging talent, and prepare them for leadership roles
- It helps retain workers, not only because they feel more seen and cared for, but also stops people leaving due to lack of career development opportunities
- Mentoring helps people to feel included and connected to the team and to the business
Why does it help?
- Overcoming barriers – people from under-represented groups often face barriers such as lack of representation and unconscious bias. A mentor can provide emotional and practical support
- Career development – mentors can help mentees identify their strengths, set goals, and develop the skills they need to succeed. They can also provide feedback and advice on important decisions, such as choosing career paths or seeking promotions
- Recognising and developing talent – a mentor can help the business recognise and fast track diverse high-potential talent, which will eventually feed into the leadership bench
- Networking opportunities - mentors can provide valuable connections and networking opportunities which benefit mentees’ careers. They can also provide introductions to key decision-makers and help mentees build relationships with other industry professionals and networks
- Industry knowledge - mentors can share industry knowledge and expertise with mentees. This can help those who are new to their roles or who are looking to expand their skills
- Increased sense of belonging – mentees who feel supported by their employees, and have clear career progression opportunities will tend to stay longer at one company because they feel seen and included
Same group vs mixed group – which is best?
There is a lot of debate around whether diversity mentoring programs work best if the mentor and mentee are from the same under-represented group or different groups. Both setups have advantages.
A same-group relationship is likely to establish a strong rapport and empathy between the mentor and mentee. On the other hand, cross-group relationships can create a greater level of cross-cultural or gender understanding, which can be advantageous to the organisation as a whole.
To decide which to go for, it’s important to define the purpose of your programme from the outset. If the purpose is to help disenfranchised employees advance their careers and prepare them for leadership, then same group programmes may be more successful. If the purpose is to foster communication and understanding within your organisation, then cross group programmes will work better.
Important considerations when starting your mentoring programme
- Define the purpose from the outset
- Make sure all participants are involved voluntarily
- Ask mentees what their goals are and what kind of mentor they would like
- Recruit relevant mentors from your leadership table. Limit numbers to quality mentors with strong communication and empathic skills and a track record in people development
- Carefully pair mentors’ skills and mentees goals
- Provide session agendas to guide conversations
- Collect feedback and monitor progress
- Invest in training
Case studies
An internal survey at a mobile video game company found that some employees from diverse backgrounds didn’t feel integrated into the company culture. In response to this feedback, they started a diversity-focused mentorship programme that sought to empower women and reward their valuable contributions while fostering a strong company culture. The results were an increase in retention and employees who openly championed the initiative, saying, “we’re moving in the right direction.”
An email marketing company was intent on diversifying their all-white male leadership team. With a mentoring programme, they transitioned from 100% white to 50% white and non-white, and female engineering job seekers increased from 8% percent to 25%. Other outcomes were increased employee engagement.