Mentoring for Diversity and Inclusion – Best Practices | Elo Mentoring

According to Johanne St-Onge, a member of the Ordre des conseillers en ressources humaines agréés, diversity within an organization fosters innovation and creativity. Thus, an organization can benefit from building a diverse team , allowing it to be exposed to different opinions, points of view, and know-how. With this diversity, the organization’s skill pool will only foster new possibilities and opportunities. Indeed, as noted in a recent Deloitte article, innovation increases by 83% when employees feel that their organization is committed to diversity and inclusion.

It should also be noted that since the beginning of the pandemic, many people have found themselves unemployed and are currently looking for new opportunities. It is therefore crucial for HR professionals to consider that 67% of workers consider diversity in the workplace to be an important factor in their job search. It should also be noted that diversified teams generate 20 to 30% more income than less diversified organizations and teams. The list of benefits of such an initiative is extensive. It is normal to question the issue, and seek solutions to diversity and inclusion within the workplace.

Well known for its many benefits related to mutual aid and sharing, mentoring is also an effective way to foster diversity and inclusion in the workplace. In contact with inspiring professionals, employees can interact with individuals who have a professional reality similar to their own, while benefiting from discussions that will expose them to new opinions and different ways of seeing things. Through this sharing of experiences and knowledge, lasting bonds are forged between employees. These interactions in of themselves promote the inclusion of employees from all walks of life, through the generous and caring nature of these exchanges.

In fact, studies have demonstrated that mentoring is more successful than other diversity initiatives, and improves promotion and retention rates for visible minorities.

Any impactful mentorship program should have clear and measurable objectives that align with those of the organization. Identifying objectives at the outset will help your organization define expectations, and therefore easily measure the performance of the mentoring program. This crucial step will help you facilitate the recruitment of participants by offering them an attractive program that meets their needs.

Some examples of specific objectives for diversity and inclusion mentorship programs :

• Better retention of women and visible minority employees
• Improving the promotion rate of women and visible minority employees
• Increase the level of satisfaction of women and visible minority employees
• Enhancing the leadership of women and visible minority leaders

A condition for determining the success of your mentoring program is the identification of key performance indicators (KPI) that will measure the success and impact of your diversity and inclusion initiative. By continuously evaluating the performance of the mentoring program, you will ensure that it meets the needs of employees and participants. In addition to quantitative data on the program, you can measure its success by surveying participants. After all, the mentoring program was designed for them!

Some examples of performance indicators :

• Promotion rates
• Level of satisfaction and commitment
• Retention rate
• Acquisition of mentors and mentees
• Number of matches
• Average duration of the mentoring dyad

The success of a diversity and inclusion mentorship program lies in the training and coaching provided to coordinators, mentors and mentees. It is not enough to simply label the mentoring program as a diversity and inclusion strategy. It is also necessary to provide supplemental training on a variety of key diversity and inclusion themes to coordinators, mentors and mentees. In addition to the training, the cultural, racial and gender sensitivity aspect is essential. Practicing communication skills in a cross-cultural context, as well as understanding cultural and gender biases is an asset in any mentoring program. By being trained on diversity and inclusion, mentors and mentees will be able to develop a successful mentoring relationship based on trust and authenticity.

In the current climate of pandemic, building a virtual mentoring program is almost indispensable. By implementing programs that promote diversity and inclusion, you are taking concrete action to promote equality and integration while providing a safe space in which all employees can develop to the greatest benefit of themselves and the organization.

In short, in today’s global market, internal measures that promote diversity are no longer just an asset, but a real imperative for a company. Stop applying temporary solutions to the permanent pitfall of inclusion and make virtual mentoring an integral part of your corporate culture. By following this path, your organization will have the opportunity to discover talent that might not otherwise have been nurtured, in addition to building inclusion that is naturally supported by lasting interpersonal relationships.

Interested in talking to an Elo mentoring expert about diversity and inclusion in the workplace? Contact us today! 👇