Month: November 2022

The benefits of reverse mentoring are huge. From leadership development and closing generational gaps to using reverse mentoring for diversity and inclusion initiatives, it’s an essential part of your employee growth toolkit.

This type of mentoring pairs senior leaders with junior staff for personal development. Sounds like traditional 1:1 mentoring right? Well, the key difference in reverse mentoring is that the junior person acts as the mentor. They will provide advice and support to their senior colleague.

This is what makes reverse mentoring so powerful. It puts someone new in the driving seat, helping them to gain invaluable experience and impart knowledge and expertise to senior leaders in a structured way.

If you’re ready to transform the development of your people through reverse mentoring, then you’re in the right place. In this guide we’ll take you through 5 simple steps to starting a reverse mentoring program in your organisation.

If you want to learn more about what reverse mentoring means and its benefits, read our guide.

How to start a reverse mentoring program

Step 1: Outline the objective

The first step is to define the purpose of your reverse mentoring program. By identifying which use of reverse mentoring is most critical to your people, you can then outline what success will look like and how to measure it.

For example:

Objective of the program: Digital skills development

Method: The reverse mentoring program will pair junior employees with advanced digital skills with more senior employees that need to improve in this area. The mentors will offer training and support in digital skills the mentees want to develop.

Success: The mentees will have a greater understanding of digital skills by the end of the reverse mentoring program, and increased confidence in discussing technology.

Measure: Surveys and digital literacy tests before and after the program.

Step 2: Design the reverse mentoring program

Once the basics are mapped out, it’s time to work out the details. Here you need to outline:

• Who will be on the program?
• Are you selecting participants?
• How many spaces will be available?
• Will it be a set length or ongoing?
• How do people sign up?
• What is the expected commitment?
• How will you monitor progress?

The answers to these questions will naturally vary from business to business and depending on the objective of the program. It’s important to be as detailed as possible at this planning stage to help your reverse mentoring program run as smoothly as possible.

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Step 3: Recruit mentors and mentees

Depending on whether your program is open (anyone can apply) or closed (selected participants) you’ll be onboarding mentors and mentees differently.

Using mentoring software like Guider makes things easier, as you can simply send out a link for people to sign up and create a profile. Within minutes they can be matched with a mentor/mentee. If you’re doing things manually, this will take a little longer.

You will need to promote the program through your internal communication channels, as well as identify target participants and invite them personally. Remember to communicate the benefits of reverse mentoring and highlight the skills and experience they will gain.

You may need to raise awareness and answer questions such as ‘What is reverse mentoring’ through content, communications campaigns and events.

Step 4: Matching mentors and mentees

An important part of setting up a reverse mentoring program is deciding how you will match the mentors and mentees. This again may vary depending on how many participants there are in the program and how they have been selected.

Typically, matches are made based on the skill set of the mentor and the desired improvement areas of the mentee, as well as personality traits and common interests. Program managers can either do this manually, using spreadsheets and their own intuition of who could make a good match or using mentoring software such as Guider.

The issue with matching mentors and mentees manually is the risk of unconscious bias or favouritism at play. For example, if the person doing the matching knew some participants personally but had never met others, their choice of mentor/mentee could be affected.

Guider uses a matching algorithm to accurately match people with the best-suited mentors for them, removing human bias and supporting inclusivity. This is particularly important if you’re using reverse mentoring for diversity and inclusion purposes.

Read our article on running a productive mentoring session to provide support to your mentors and mentees

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Step 5: Launch and monitor the reverse mentoring program

Once your participants are matched, you can officially launch the program! It’s good to commemorate the launch in some way to make participants feel like they’re part of something and build a sense of community. This will help to increase commitment and maintain momentum as the relationship develops.

In order to get off to a good start, provide support and resources to the mentors and mentees to help them navigate and build their new professional relationships.

Note: this is crucial when the reverse mentoring program is focused on diversity and inclusion. Both mentor and mentee will require training on approaching and discussing uncomfortable topics, empathy, self-awareness, and what to do if the sessions are not going well.

Track how frequently the mentors and mentees are meeting, and develop a sound system for receiving feedback from the participants to know if the program is working towards your desired business objective. As reverse mentoring is very qualitative programs are traditionally difficult to measure, which is where mentoring software again offers great insight and support.

Read our article: How to Measure the Success of Your Mentoring Program

Finally, continue to monitor the progress of the participants and measure the success of the reverse mentoring program against your objective. If you need further reading on how to start a mentoring program, this article is a good read.

By following these steps when setting up your reverse mentoring program, you’re setting yourself up for success! Whether you are looking to improve cultural competency in senior leadership or up-skill in digital technologies, reverse mentoring can help.

Want to learn more about how mentoring software can transform your reverse mentoring programs? Talk to our mentoring guides today! 

It’s natural that companies want their employees to feel nurtured, valued and supported. But it’s only a successful effort if everybody is feeling that way.

A diverse and inclusive organisation is therefore one that employs and equally supports people of all genders, races, religions, sexual orientations, abilities, ages, backgrounds, appearances, and languages.

There are many ways companies can be actively improving their inclusivity in order to achieve a truly diverse workplace. One of those ways is by using mentoring for diversity and inclusion.

In general, the benefits of mentoring are extensive. But utilising mentoring for diversity and inclusion, you can truly make an impact. In this guide, we’ll talk you through how mentoring can support diversity, equity and inclusion initiatives, and provide some tips from our learnings here at Guider.

But first…

Why is diversity and inclusion important?

Everybody navigates the world differently. Our characteristics – both physical and personal – affect the way we experience life, resulting in a vast range of perspectives.

In order to best understand anything (be it a problem, a method, or an experience) we need to have as many of these perspectives involved as possible.

Seems intuitive doesn’t it?

Unfortunately not. When managers were asked for factors stopping them implementing diversity, many quoted the worry that too many differing opinions would hamper productivity.

When the reality is, diversity in organisations has been proven time and time again to have a positive impact on innovation and success. When it comes to decision making, diverse teams outperform both individual and non-diverse teams, making better business decisions every time.

Naturally, this positively affects the bottom line. A study by BCG found that companies with diverse management teams make 19% more revenue, showing how D&I is not limited to an HR goal, but is ultimately good for the economy.

We’ve written a guide on Racial Diversity in the Workplace: Boosting Representation in Leadership with actionable tips for businesses to step up and tackle systemic racial inequality ‍

What is diversity and inclusion in the workplace?

Firstly, it’s important to acknowledge that diversity and inclusion are different things:

      ️  Diversity is the goal for a workforce to be made up of a broad variety of people.

      ️  Inclusion is a method to ensure everybody is equally factored into that group.

So, despite diversity and inclusion being grouped together, the way to tackle these issues can actually be contradictory.

For example, if you’re looking to run a mentoring program to increase diversity, you may select a particular minority group and pair individuals in that group with mentors in order to achieve a goal. However, this will not be inclusive if you only make the program available to that one group.

This is something to be aware of before you group them together and set up a ‘Diversity and Inclusion Mentoring Program’.

Another pair of key terms is equity and equality. With diversity, equity and inclusion or diversity, equality and inclusion often grouped together you may wonder what these words mean.

       Equality means giving everyone the same opportunities and resources.

       Equity means allocating opportunities and resources so that everyone can achieve the same outcome.

As you can see, these two terms are similar but not the same. Aiming for equity will mean paying greater attention to the way that you allocate your time and resources. This accounts for the systemic inequalities and barriers that exist that cannot be overcome with the same resources.

Find out more about the benefits of embedding mentoring in your diversity and inclusion initiatives with Guider ‍

How to promote diversity and inclusion in the workplace through mentoring

Workplace mentoring programs are a great way to promote diversity, equity and inclusion in the workplace. As we’ve outlined, there are differences between the key terms, so the way you approach setting up your programs will differ depending on who you are trying to support. Let’s look at some examples:

Mentoring programs for diversity

The aim of mentoring programs for diversity is to support and empower minority employees in their careers, developing their skills and network to increase leadership succession.

This typically involves pairing high potential employees from minority groups, with senior management level employees to diversify the talent pipeline within organisations. This is known as reverse mentoring for diversity and inclusion. The other types of mentoring an be used for diversity mentorship programs too, but reverse mentoring is often the most common.

As with starting any mentoring program, businesses looking to implement a diversity mentoring program must first outline the goals. Try and be more specific here than just ‘fostering a culture of diversity’ – perhaps you’re looking to increase employee retention within a minority group, or encourage more black women into leadership roles. Whatever the goal is, define it before starting and understand how you will measure success.

Depending on the goal, size of organisation, and current diversity status, the way the program is set up will differ. In order to avoid the contradiction of a highly-exclusive diversity program, you can make it open but prioritise the under-represented groups that it is aimed to support.

For a full step by step guide to setting up a mentoring program, check out our full guide:

Read our guide: How To Start A Mentoring Program‍

Mentoring programs for inclusion

Alongside a tailored diversity mentoring program, HR and L&D teams can also run mentoring programs supporting a culture of inclusion. You can utilise your employee resource groups (ERGs) to promote and recruit participants to your program.

A good example of where mentoring for inclusion can have a real impact is age discrimination within the tech industry. 41% of IT and tech workers have witnessed age discrimination in the workplace, and 32% fear losing their roles due to ageism.

In this case, a number of companies have seen great success from reverse mentoring. Younger employees mentoring older employees and supporting them in their learning of digital skills can be hugely beneficial to everyone involved.

In this kind of mentorship, the younger employee will naturally also learn a lot, creating an inclusive culture of learning and development.

By making mentoring an integral part of your company culture, you will naturally foster the sharing of knowledge, aspiration and development amongst all your employees, contributing to a diverse and thriving workplace.‍

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Striving to create a diverse, equitable and inclusive workforce should be a number one priority for all businesses.

While external training and courses may have a positive impact, particularly with leadership teams, the best way to enact change is through the people already within the business. This is where diversity and inclusion mentoring can really make an impact.

Mentoring harnesses the people in an organisation to learn and grow together, to share experiences and knowledge, and level up inclusivity in the workplace across the board. That’s why mentoring is such an effective method to support diversity, equity and inclusion in your organisation.

Want to find out how Guider can help? Book a demo now to speak with our team