What is reverse mentoring?
In this context it means a junior member of staff who may be from an under-represented group within the workforce or who have faced discrimination in their lives (for example, Black, Asian, Ethnic Minority, Disabled, Lesbian, Gay, Bisexual, Transgender, female, Minority faith background etc.) who mentors a more senior member of staff. Conventionally there would be a big difference in salary grades and responsibility between the reverse mentor and the mentee who would be from different backgrounds to one another.
​
The idea here is that the junior member of staff with a protected characteristic such as the ones listed above imparts knowledge to the senior member of staff in order that they learn about the lived experience of the reverse mentor, through their eyes. In other words, they walk metaphorically in the shoes of the reverse mentor. At the end of this incredible journey the mentee will learn to be cultural intelligent and sensitive to the needs of their mentor.
​
We offer a unique reverse mentoring programme which delivers training to both mentors and mentees in the skills and knowledge they will need to make the relationships work. The trainer will implement a 9-month supported programme which will deliver results while the reverse mentoring relationships are developing and for years after for those involved. This theory to practice programme will have a positive impact from the early phases of the programme and will percolate throughout your organisation.
Why should we introduce reverse mentoring in to our organisation?
If you are serious about addressing the causes of inequity within your organisation then you will want to implement the RM4I reverse mentoring programme. These are the compelling reasons for doing so:
-
Reverse mentors with lived experiences of discrimination and disadvantage get the opportunity to share their stories with a senior member of staff over a 6-month period.
-
The Sharing of lived experiences coupled with resources to explore why power imbalances lead to inequality of treatment and outcome evokes senior managers to play a more proactive role to support employees from under-represented groups
-
The RM4I programme increases the cultural intelligence of managers who want to be inclusive leaders
-
The RM4I programme provides resources and techniques whereby the reverse mentor can work constructively with their mentees to address their unconscious bias and power-based privileges
-
Reverse mentoring programmes have led to senior managers actively engaging in EDI initiatives and sponsoring employees from disadvantaged or under-represented groups to develop and progress in their organisations
-
Reverse mentors themselves benefit from the experience as their confidence grows as the programme progresses
-
Reverse mentors get the opportunity to observe and shadow senior managers and learn the skills of purposive critical observation and feedback
-
Reverse mentors get to network with senior managers which enables them to raise their personal profile.
​
If you think you are ready to introduce the RM4I Reverse Mentoring Programme in to your organisation why not contact us and learn more.