Diversity, equity, and inclusion (DEI) initiatives are important to creating a workplace that values and supports employees of all cultural backgrounds. But these initiatives can only succeed if they are supported by effective formal or informal mentoring programs.  Formal mentoring is a structured program whereby an experienced employee guides and supports a less experienced employee in their career development. Informal mentoring is a professional relationship that develops naturally between two employees with a common interest or connection.

One of the primary benefits of mentorship is that it provides underrepresented employees with access to role models and mentors who have successfully navigated similar challenges in their careers. For instance, a female employee may benefit from having a female mentor who has successfully advanced to a leadership position in the company. This can give the employee the trust and direction they need to pursue their own career goals.

Mentorship also allows employees to establish professional networks and relationships. This is particularly important for employees that are Black, Indigenous, and people of color (BIPOC), who may not have the same level of access to formal or informal networks and relationships that can be critical for career advancement. A mentor can introduce an employee to key stakeholders and decision-makers within the company, helping them build relationships and expand their professional network.

Effective mentorship can also help resolve systemic inequities in the workplace. For example, a mentorship program can provide employees with targeted support and resources to help them overcome bias and discrimination challenges. This can include strategies for navigating difficult conversations, advice on how to respond to microaggressions, and guidance on how to advocate for themselves within the workplace.

In addition,  mentorship can address the retention challenges that are often faced by BIPOC. Employees from underrepresented groups may experience a sense of isolation or lack of belonging to the workplace, which can lead to burnout and staff turnover. Mentorship programs can give these employees the support and resources they need to feel valued and supported within the workplace, reducing the likelihood of leaving the organization.

However, it is important to note that effective mentorship requires more than simply pairing employees with mentors. Mentorship programs must be designed to meet the unique needs and challenges of a diverse staff, and mentors must receive training on effectively supporting employees from underrepresented groups. This may include training in cultural competencies, unconscious prejudice, and effective communication strategies.