How Reverse Mentoring Improves Inclusion
- Mentor & Mentee Perspective
What is reverse mentoring and why is it important?
Reverse mentoring is where a senior colleague is mentored by a more junior colleague who, from a diversity and inclusion perspective, is different from them in some way, and therefore experiences their career differently. It is a way for senior-level executives to build awareness of the barriers faced by those from diverse and under-represented groups who are given an opportunity to share their unique and often unheard insights. Reverse mentoring challenges established hierarchies and promotes an environment where all experiences, skills and ideas are leveraged. Successful implementation of reverse mentoring improves employee engagement and progression across the sector.
Reverse mentoring as part of the Ethnic Future Leaders (EFL) programme
The Reverse Mentoring element of the EFL Programme matches mentors and mentees according to set criteria. Feedback has shown that by introducing a cross-industry pairing, it allows for more candid and open conversations.
Reverse mentoring partnership: Beverly Swift Regional Managing Director at Nandos and Keisha Watson Accountant at Pret A Manger
What were your initial thoughts around reverse mentoring as a tool to increase understanding and develop EDI within the business and how it would help you as reverse mentors/mentees?
BS: I was excited to partner up with someone outside my business and keen to see the benefits of the relationship. I saw it as a very positive tool to improve myself and how I show up while learning more.
KW: I was very uncertain about reverse mentoring as an effective tool to increase EDI awareness because I was not sure how it would be practically implemented in the business I work for. My experience having completed the WiHTL course was transformative. I was able to gain fresh perspectives and insights from my amazing reverse mentor! I became excited by the opportunity to exchange knowledge and the opportunity for personal growth due to her clear dedication and genuine care about the topic.
How did you approach your mentoring relationship?
BS: Being open and honest with each other was key, taking time to build trust and mutual respect that continued to grow over time.
KW: My approach to my mentoring relationship was very informal. We spent a lot of time talking and getting to know each other which then opened up into conversations and discussions regarding equity, diversity and inclusion.
How did you create a safe space to allow for vulnerability to be a part of your reverse mentoring relationship?
BS: We both shared openly a bit on ourselves and got to know each other on a human to human level first before even looking at the tough topics, quickly recognising that we could laugh and enjoy the process while learning.
KW: We created a safe space to allow for vulnerability by actively listening to each other – my reverse mentor was non-judgemental, she provided support and validation on topics we discussed. It was good to know we shared a common goal. We also agreed at the beginning of the journey that our discussions would be confidential unless agreed otherwise. We treated each other with empathy and respect, and it felt normal to talk about our vulnerabilities.
What was your key point of learning in this reverse mentoring experience?
BS: Keisha was brilliant at sharing her opinions and guidance, helping me to recognise a major factor in not assuming what someone may think or want but how to ask them what they need.
KW: My key learning having completed the WiHTL programme is that everyone needs a mentor/mentee! It is one of the best, most practical and effective ways to learn and grow in your business/career and make impactful changes to better the lives of others. I feel my reverse mentor and I have made positive changes in our respective companies. These all came about as a result of our shared passion and commitment to EDI.
How have you subsequently brought this learning to the workplace?
BS: I actively share with my teams the benefits of reverse mentoring and encourage others to do the same, myself and Keisha continue to meet up online every 2 weeks and so the learning continues.
KW: My reverse mentor has created two programmes geared towards EDI that have been rolled out in her business as a direct product of our reverse mentorship. At my own company, I have been given the opportunity to set up a programme to help progress and promote more shop staff into senior leadership positions which I am currently working on with the support of senior business stakeholders.
What is your top tip for anyone considering a reverse mentoring partnership?
BS: Do so with an open heart and mind, be curious and not afraid to show that you don’t know everything. A willingness to listen and learn from each other.
KW: My top tip to anyone considering a reverse mentorship is to maintain an open mind with a willingness to learn. It's an amazing opportunity to develop yourself as well as improve the lives of others.
Reverse mentoring partnership: Paola Roson Portico Head of Welcome Services UK and James King Head of Reward and Projects, Compass Group UK&I
What were your initial thoughts around reverse mentoring as a tool to increase understanding and develop EDI within the business and how it would help you as reverse mentors/mentees?
PR: I found it immediately interesting and such a new refreshing approach to raise awareness around Diversity and Inclusion, and I was quite excited to start.
JK: Some of the experiences Paola shared with me really helped open my eyes to things I’d not previously considered.
How did you approach your mentoring relationship?
PR: James and I started getting to know each other, talking about our background, families, and careers, and then set up regular meetings, one of them even in person which was lovely!
How did you create a safe space to allow for vulnerability to be a part of your reverse mentoring relationship?
PR: To be honest James made me feel immediately at ease, I am naturally a confident person, but the atmosphere he created made me share experiences with him that were quite painful to recall. We simply created an open conversation where both parties were sharing experiences and thoughts!
What was your key point of learning in this reverse mentoring experience?
PR: I am glad that there are people out there like James that want to know more about different backgrounds and this really inspired me and gave me hope. I would love to continue being a mentor or a speaker for one of your events.
JK: Some of the experiences Paola shared with me really helped open my eyes to things I’d not previously considered.
How have you subsequently brought this learning to the workplace?
PR: I have shared my experience with my senior and junior management team, and I believe they found it quite inspirational that the head of their contract would do something like this and they did not know this was even an option, which is great as I have a very varied team under many aspects and many of them would like to do a mentorship/reversed mentorship like this.
JK: I could apply this insight immediately to the way I viewed EDI both personally and within an organisational context.
What is your top tip for anyone considering a reverse mentoring partnership?
PR: We are all busy, but it is important you find your time for something like this, as it is something that can really make a change for the better, and also, you meet great people!
JK: I’d certainly recommend reverse mentoring to leaders – removing yourself from your regular stakeholder groups and listening to a range of experiences and points of view is always valuable.