Increasing support for diversity

Increasing opportunities for support: reverse mentorship and matching mentors for diversity

Various options for enhancing support have been discussed in other Key Foundational Principles. These include Schwartz Rounds, peer coaching and supervision.  Some other strategies that are likely to be effective are outlined below:

• Reverse mentorship, also known as reciprocal mentoring, involves less experienced or younger individuals providing guidance and insights to more experienced or senior colleagues. This is in contrast to traditional mentorship, where the more experienced individual typically mentors the less experienced one. Reverse mentorship can also enhance the mentee’s cultural and inclusion competencies by exposing them to diverse perspectives. It is an effective way to build genuine awareness of the barriers faced by practitioners from an ethnic minority, and can improve their engagement, overall experience, and retention. While reverse mentorship has potential benefits, its success depends on open communication, mutual respect, and a commitment to learning, ultimately creating a more cohesive and collaborative workplace culture. More information on reverse mentoring can be found here.

• Matching mentors for diversity at work is a strategy that involves intentionally pairing individuals from underrepresented groups with mentors who can provide support, guidance, and opportunities for professional development (Deng et al., 2022).  When planning such initiatives, it is crucial to identify goals and objectives, promote volunteerism by highlighting the benefits for both mentors and mentees and celebrating success stories, implement opportunities for learning for both parties, and use a matching system that considers their preferences, goals and backgrounds. It is also important to recognise the intersectionality of individuals’ identities, considering factors such as race, gender, ethnicity, sexual orientation, and disabilities when making matches.