Quais são as formas mais eficazes de avaliar um programa de mentoria para indivíduos LGBTQ+?

Regularly review program dynamics, seeking diverse perspectives, and adapt strategies to foster an empowering and supportive environment.

To evaluate a mentorship program for LGBTQ individuals, consider measuring factors like mentor-mentee satisfaction, skill development, career progression, and inclusivity. Collect feedback through surveys, conduct interviews, and track participants' progress over time to assess the program's impact. Regularly review and adapt program components based on the evolving needs of the LGBTQ community.

The evaluation would have the same core as any other Mentorship program in terms of goal setting, process , interaction, feedback etc. In this case greater attention needs to be paid towards the Mentor-Mentee fit and connect. The mentor should be knowledgeable, and understanding of the unique needs and challenges of a LGBTQ+ mentor and be willing to give them a safe non-judgmental space for sharing. He/She should be vocal about equitable synergetic fit of the community members within the organisation. A independent feedback from the Mentee would be helpful in such cases.

Weekly one session ~One on One mentoring ...to unleash their potential within. Each mentee pace of learning and understanding is different

To ensure you are creating a truly valuable mentoring program, it is essential to have the participants of the program create the goals and outcomes they want to achieve from the mentorship. Each group is likely to have some common goals which then become the essence of the program. Allow the needs of the group to be the guide for the mentor. Regular check-ins throughout the program will give the opportunity to be responsive to any areas of the program that may need tweaking. It is also immediate feedback on the impact the mentoring is having.

Measure the success of LGBTQ+-specific programmes by keeping tabs on enrollment, retention and satisfaction surveys. Make sure to include inquiries regarding LGBTQ+ career-related issues, such as inclusivity, feeling of belonging and skill development. Talk to mentors, mentees and programme administrators one-on-one, in focus groups and via interviews. This paves the way for more in-depth understanding of past events, future goals and potential problem areas. Collaborate with LGBTQ+ organisations both within and outside of the company to get a feel for the community's thoughts and feelings.

In my opinion this must be the most important factor in evaluating a mentorship programme. In order to assess if it will asters the needs of the participants, the participants must have been asked what their need are and this may vary. Matching lives experience mentors with mentees would be a key aspect of this programme.

Make sure your evaluation methods are tailored to the program's specific aims. Are you looking to advance your career, expand your network or hone your leadership abilities. Incorporate these goals into your assessment instruments. To evaluate the program's success in creating a welcoming and comfortable space for LGBTQ+ employees, you should think about how inclusive your company is as a whole. Consider your available funds and time while making your evaluation technique selection. Use your imagination and think of teaming up with other divisions or outside entities to make the most of your resources.

As a certified mentor for an LGBTQ+ focused program, I believe that representation along with qualifications and skill sets are incredibly important when evaluating programs for the LGBTQ+ community. As long as the laws continue to Suppress the community as unemployed or underemployed , the availability of qualified mentors will remain limited .

Stop with the labels. The alphabet labelling is disempowering in the same way grading children is. The moment we “identify” with a label, we limit ourselves to what we believe that label represents. I work with my clients to challenge and dissolve all the labels they have falsely identified with “I am…” is an instruction to your subconscious self image of how to be. It isn’t a description of who you are. Your labels are holding you back from who you could become. Self talk creates reality, don’t fall into the self labelling trap. And question anyone who tries to label you.

Treat each employee as an individual. Help them identify their strengths, weaknesses, success goals, barriers and coach them to develop a path for their success.