How can you ensure mentoring relationships are inclusive and equitable?

1 Define your goals and expectations

Before you start a mentoring relationship, make sure you have a clear and shared understanding of the purpose, goals, and expectations of the mentoring process. Discuss with your mentee or mentor what you hope to achieve, how you will communicate, and how you will measure progress and success. Align your goals and expectations with the organizational values and objectives, and consider how they relate to diversity, equity, and inclusion. For example, you may want to explore how mentoring can help you or your mentee develop cultural competence, challenge assumptions, or address gaps in opportunities or resources.

2 Choose your mentor or mentee carefully

The quality of the mentoring relationship depends largely on the compatibility and trust between the mentor and the mentee. Therefore, it is important to choose your mentor or mentee carefully, based on your goals, interests, and needs. You may want to look for someone who has relevant experience, knowledge, or skills that you want to learn or share, or someone who can offer a different perspective, insight, or feedback that you value. However, you should also be open to learning from people who are different from you in terms of background, identity, or style, as this can enrich your mentoring experience and help you grow as a professional and a person.

4 Provide and receive feedback effectively

Feedback is a fundamental part of the mentoring process, as it allows both the mentor and the mentee to learn, improve, and meet their goals. However, giving or receiving feedback can be difficult, particularly when it involves issues of diversity, equity, or inclusion. To ensure effective feedback, you should be specific and constructive, timely and consistent, respectful and supportive, and open and receptive. Focus on the behavior, action, or outcome rather than the person. Provide examples or resources to help your mentor or mentee progress. Give feedback as soon as possible after the event or situation and follow up regularly. Express your feedback in a positive and respectful way without criticism or blame. Acknowledge your mentor or mentee's strengths and efforts while encouraging them to continue. Accept feedback as a learning opportunity rather than a personal attack. Ask questions if needed and thank your mentor or mentee for their feedback while demonstrating your willingness to act on it.

5 Evaluate and celebrate your mentoring relationship

Finally, you should evaluate and celebrate your mentoring relationship, as this can help you reflect on your learning and development, and appreciate the value and impact of mentoring. You should evaluate your mentoring relationship regularly, using the goals and expectations that you set at the beginning, and using tools or methods that suit your needs and preferences. For example, you may use surveys, interviews, portfolios, or testimonials to assess your mentoring outcomes and satisfaction. You should also celebrate your mentoring relationship, by acknowledging your achievements, challenges, and learnings, and by expressing your gratitude, recognition, or appreciation to your mentor or mentee. You may also want to share your mentoring stories or insights with others, or continue or extend your mentoring relationship in other ways.

6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?