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Perhaps you're already considering using mentoring to help create diversity and inclusion within your organisation. Well, you're not alone...
Forward-thinking firms are increasingly turning to mentoring to help stimulate genuine inclusion because they know that a diverse workforce increases profitability.
And the results speak for themselves:
Cornell University found that mentoring programmes lift minority representation in management by 9 % to 24 %.
Meanwhile, broader research shows the business upside:
Organisations with culturally diverse leadership teams record 33 % higher profitability. Together, those two figures make a simple case that diverse voices are not just an ethical win, but that they give a strategic advantage for forward thinking organisations.
Together, those two figures make a simple case that diverse voices are not just an ethical win, but that they give a strategic advantage for forward thinking organisations.
Here’s what you’ll find as you read on.
Guidelines for Diversity Mentoring | How Mentoring Beats Training | Mentoring for Diversity & Inclusion | How D&I Mentoring Differs | Handling D&I Sensitivities | Case Study | Reverse Mentoring for Diversity & Inclusion | Is Diversity Mentoring right for your organisation?
Guidelines for Establishing a Diversity Mentoring Scheme
When designed well, diversity mentoring can act as an engine for talent that opens doors, lifts careers, broadens perspectives and proves that inclusion drives performance. Handled poorly, however, a diversity mentoring programme risks entrenching the very inequalities it seeks to remove.
Here’s how to avoid some of the key mistakes and to get the best out of your programme for your organisations employees, and the benefit of the company as a whole:
When Diversity Mentoring Goes Wrong
Below are the most common ways diversity mentoring programmes lose their impact and sometimes even backfire:
Relying only on informal mentoring – without structure, women and minority staff are often left out while others find mentors naturally.
Badging it as "diversity training" – calling it a corrective measure can trigger defensiveness and lower engagement.
Making participation compulsory – when it feels like a box-ticking exercise, managers resist or go through the motions.
Choosing mentors without influence – advice alone doesn't change careers; mentees need sponsors who can open real doors.
Launching without clear goals or measures – without a way to track progress, programmes drift and quickly lose credibility.
Weak structure and expectations – fuzzy timelines and unclear roles cause enthusiasm to fade.
Poorly matched mentor-mentee pairs – mismatches sap trust and often do more harm than good.
Low promotion or recognition for mentors – when mentoring isn't valued, participation and commitment drop off.
No training or support for participants – relationships stall when neither side knows what good mentoring looks like.
Lack of senior buy-in – without visible leadership backing, the programme struggles for attention, resources, and long-term survival.
When Diversity Mentoring Gets It Right
Here are the ingredients that help make a diversity mentoring programme successful:
Formal yet voluntary sign-up – invite managers to mentor; choosing to take part makes them own the goal and champion their mentees.
Data-driven matching for underserved talent – use clear criteria to pair women and minority staff with mentors who fit their aspirations and stretch them.
Mentors with real clout – senior sponsors can secure high-visibility projects, training, and introductions that fast-track progress.
Talent-development framing, not compliance – position the programme as a leadership and growth opportunity, keeping engagement high across every group.
Crystal-clear goals and open metrics – measure promotions, retention, and representation, then share the wins to keep momentum strong.
Visible executive involvement – leaders who mentor and talk about the experience signal that inclusion matters at the very top.
Practical resources for every pair – goal-setting templates, conversation guides, and timelines help meetings stay sharp and purposeful.
Public recognition for mentors – shout-outs in newsletters, appraisal credits, and awards make mentoring a badge of honour.
Links to wider cross-group initiatives – combine mentoring with mixed project teams or task forces to embed collaboration in daily work.
Built-in social accountability – publishing diversity data by team nudges everyone to keep equitable advancement front of mind.
Ensure Inclusivity in the Programme
A diversity mentoring and mentorship programme should be designed to be inclusive, offering chances for all staff members to get involved in mentorship, especially those who are under-represented. As David Clutterbuck (from the European Mentoring & Coaching Council) points out, the goal of diversity mentoring is to facilitate both personal and organisational transformation. This is achieved by acknowledging that differences are not just present but are essential for fostering learning, growth, and development.
Putting Mentor & Mentee Training in Place
Mentoring schemes should incorporate training elements, but when it comes to diversity and inclusion, the standard mentoring training should be broadened to encompass awareness of cultural, racial, and gender issues.
The training for mentors should make sure everyone knows what to expect. Some people might think the mentoring will definitely lead to a job promotion, which may not be the case. Training helps everyone understand what the mentoring will and won't do.
People taking part in this kind of mentoring might find it hard at the start. But if the programme has the right help and advice, these difficulties can be sorted out. Then the mentoring can be really good for everyone involved.
Keep it Optional
Make the mentoring scheme something people can choose to do. When it's optional, those who join are more likely to be really interested and involved. If you force people to take part in a diversity programme, it can sometimes make biases worse.
Foster Strong Mentor-Mentee Bonds
Fostering these bonds and enabling mentors to understand their mentees on a personal level can enhance the success of diverse mentoring. This approach also establishes a framework for employee development, inclusion and diversity, and empowerment within the organisation's staff.
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Why is Diversity Mentoring Often Better than Training?
All too frequently, and for many reasons, traditional workplace diversity training fails to achieve intended outcomes.
It turns out that:
People can learn to answer bias questions correctly during training, but they often forget soon after.
Diversity training usually doesn't have a lasting positive effect and can sometimes even make biases worse.
Luckily, mentoring gives you a solution to your problem that will not only help build diversity, but also aid in employee retention and may help to reduce training costs.
Mentoring significantly enhanced promotion and retention rates for minorities and women
Cornell University
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Mentoring as an Effective Strategy for Diversity and Inclusion
Cornell University research has shown that mentoring is one of the few effective approaches for enhancing the representation of diverse employees within a workforce.
The study discovered that mentoring diversity & inclusion programmes:
Mentoring improves diversity in management - Mentoring schemes increased the presence of minority groups in management positions from 9% to 24%.
Mentoring is better than many other methods - In contrast other diversity efforts showed a range of -2% to 18%.
Mentoring improved promotion & retention of diverse employees - Mentoring significantly enhanced promotion and retention rates for minorities and women, increasing from 15% to 38% compared to those who weren't mentored.
Additionally, mentoring offers avenues for fostering connections and support within the organisation.
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What's Different With Mentoring for Diversity and Inclusion?
Diversity mentoring enables an organisation to identify commonalities among a varied workforce. It also fosters unity by viewing these differences as learning opportunities.
David Clutterbuck, the Co-founder of the European Mentoring & Coaching Council, has stated that diversity mentoring fosters comprehension across various tiers of the workplace.
This is a two-way process:
Benefits to Mentees
He states that "Mentees become more aware of their potential; gain greater clarity about themselves and their environment; and achieve greater self-motivation and support to achieve their dreams.
Mentors Become More Open Minded
One of the questions that often comes up is ‘How could you coach or mentor aspiring leaders to better appreciate diversity and inclusion?’ In answer to this, David states that "As the mentors gain a better understanding and appreciation of people, who are different from themselves, they modify and widen their view of talent."
He says that a more open-minded approach comes from the fact that mentors become more aware of the diverse perspectives and experiences that people from different backgrounds bring to the workplace. This often leads mentors to realise how they, along with others, may inadvertently set up obstacles that hinder the progress of talented individuals who are different.
Open Communication is a Key
In diversity mentoring, as in all types of mentoring, open communication is crucial. All parties must feel at ease sharing their thoughts and worries. The relationship should be one where both individuals feel they can question each other's assumptions, behaviours, and actions without passing judgement, although this can sometimes be challenging.
What Factors Help in Making a Diversity Mentoring Relationship Work?
The US Minority Corporate Counsel Association, in a 2003 study, identified several key traits shared by successful diverse mentoring relationships. These include:
Being clear about needs and expectations;
Initiating the relationship by focusing on work-related issues to build confidence;
Making an effort to learn about each other;
Identifying shared interests and values;
Demonstrating empathy;
Avoiding stereotypes and challenging unverified assumptions;
Willingness to step out of comfort zones to strengthen the relationship.
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Navigating Sensitivities in Diversity and Inclusion Mentoring
Discussing diversity and inclusion in mentoring can be a delicate matter. An MCCA study revealed that conversations about race and gender were frequently sidestepped when one participant was white, even in well-established mentoring relationships. This avoidance can actually lead to discomfort for both parties, as it creates a sense that they must ignore their differences. Therefore, when developing such a mentoring programme, it's crucial to think about how to alleviate any unease surrounding these discussions and to foster a candid and open dialogue.
Establish a mutual understanding between the mentor and mentee regarding the role that 'difference' will play in their relationship.
Agree that both the mentor and mentee will question each other about the perceived impact of any 'difference' in their relationship, when relevant.
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Equality, Diversity & Inclusion Mentoring (Case Study)
The East London NHS Foundation Trust's (ELFT) developed a comprehensive mentoring programme with the help of PLD Mentoring. The aim of the programme was to support ELFT's commitment to the full potential development of their staff.
ELFT chose PLD as their mentoring platform provider, to offer both mentoring and coaching pathways. This allowed ELFT to open a trust-wide mentoring programme while also providing access to qualified coaches.
"Everyone has been so supportive and responsive to our needs. Great customer service and very efficient launch and continuous alterations as and when needed."
ELFT
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Offering Mentoring for Diversity and Inclusion Through Reverse Mentoring
After successfully implementing mentoring and coaching programmes, ELFT added a reverse mentoring programme specifically to support their ‘Equality, Diversity, and Inclusion' initiatives. The system provided for their reverse mentoring diversity and inclusion needs through:
Customisation and Flexibility: The platform can be fully customised to meet the organisation's needs, allowing for a variety of programmes such as mentoring, coaching, and reverse mentoring.
User-Friendly and Interactive: The platform is user-friendly and offers many features, including useful reporting dashboards and educational resources, which help in navigating through the mentoring/coaching sessions.
This case study demonstrates how, when designing a mentoring program, a thoughtful and well-designed programme can effectively support diversity and inclusion initiatives within an organisation as part of a mentoring and coaching offering.
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Is Diversity Mentoring right for your organisation?
A thoughtfully crafted diversity and inclusion mentoring programme can yield exceptional outcomes for both the organisation and the individuals involved. . If you’re looking for mentorship software recommendations for building diversity and inclusion programs, you can see our many mentoring software reviews and recommendations.
To find out more about running a diversity and inclusion mentoring program get in touch, or simply take our quick 3 minute quiz to see if a mentoring program is right for your company.
