Why mentoring needs diversity
As a charity using mentoring as a tool to improve diversity, we see every day why the two work so well together. This year, for National Mentoring Day, we wanted to take the time to talk about this and share why it is so important.
In our training, we ask our mentors to reflect on the mentors they’ve had in their own professional careers. What never fails to stand out is the informality of how these relationships come to be. Rarely are these relationships formed as a result of a structured programme, but rather a relationship that naturally forms in the workplace.
This is important to raise as these informal relationships can be a key factor that contributes to socioeconomic inequality in the creative industry.
A lot of the time, people have the tendency to seek out others who are similar to themselves. This is known as homophily, and it poses an especially big problem in the creative industries where 52% of those employed come from higher socioeconomic backgrounds, despite making up only 37% of the general working population (Social Mobility Commission, 2021).
The consequence of this is that those from lower socioeconomic backgrounds, who are significantly underrepresented in the creative industries do not get mentorship, and the mentorship that does occur can, in fact, perpetuate inequalities as it creates a cycle where those in positions of power tend to favour those who are similar to them. Ultimately, this forms one of the main contributing factors to the class pay gap in the creative industry (more of this is spoken about in The Class Ceiling by Sam Friedman and Daniel Laurison).
However, diverse and structured mentoring is a powerful way of fixing these imbalances.
There is a growing body of research that shows how mentoring promotes meaningful diversity and inclusion, whilst diversity training can have limited impact, with a number of studies suggesting that it can ‘activate bias or spark a backlash’. In short, the ‘command and control’ or ‘right or wrong’ ‘blaming and shaming’ style DE&I policies do not get people on board. Instead, we need to ‘engage, expose and create social accountability’.
We ran a panel for National Mentoring Day and invited some experts and alumni mentors on this topic, asking them about why mentoring needs diversity and what people can do to get involved and do it effectively.
What does diversity in mentoring mean to you and why is it important?
"Diversity in mentoring plays a crucial role in empowering individuals by giving them a voice in spaces where they might not have had one before. It's about creating new opportunities and opening doors that previously didn't exist. This process is immensely beneficial not only for mentees but also for mentors and businesses. Through mentoring, mentors gain valuable insights from diverse experiences, which can significantly impact both their personal growth and the broader culture of their companies."
Elise Tyler, Ocado
Panel Discussion with Natasha Khan, Elise Tyler, Dan Keefe, Bhavna Malkani and Jermaine Hillman (left to right)
What are the key considerations a company could make when setting up mentoring with diversity in mind?
"For me, the key to effective mentoring is co-designing the programme. It involves actively engaging with mentees, asking what they need and want, rather than assuming on their behalf. This approach is particularly relevant when considering diversity in mentoring. Is it about finding a mentor who mirrors your own background and experiences, or is it about seeking someone with a completely different perspective to broaden your own understanding? There's no definitive right or wrong approach. It all boils down to laying the groundwork and being open to different ways of learning and growing."
Bhavna Malkani, She’s Got Skills
Do you think diversity in mentoring relationships help in addressing unconscious bias and fostering a more inclusive work culture?
"Effective mentoring hinges on quality training, and that's something I've particularly appreciated with Creative Mentor Network. Compared to other courses and programs I've experienced, their training is far more comprehensive, opinionated, and thought-provoking. It not only equips you to be a good mentor but also ignites a passion for addressing systemic issues. There's a unique aspect to the mentor-mentee relationship too. It connects you with someone who previously felt disconnected. By engaging effectively and listening actively, this relationship not only grants the mentee new access and opportunities but also offers the mentor fresh perspectives and deeper insights into different experiences."
Dan Keefe, We Are Social
How do you handle situations where a mentor or mentee may feel uncomfortable or face challenges due to cultural or demographic differences? What do mentors need to support them with this?
“Mentoring is fundamentally about honesty and vulnerability. It's about acknowledging that we don't always have all of the answers but are always willing to offer help and support in the best way we can. Being present and understanding is key, even if the conversation doesn't revolve around work or finding a new job. Such openness, especially from the outset, sets a strong foundation for a mentoring relationship that is beneficial for everyone involved as it progresses.”
Jermaine Hillman, Media Arts Lab
The transformative power of mentorship in fostering diversity within the creative industry is undeniable. Mentoring is not just about building professional relationships; it's about breaking down barriers, bridging gaps, and creating a culture of inclusivity and understanding. By embracing diversity in mentoring, we not only enrich the mentor-mentee dynamic but also contribute to a more equitable and representative creative sector.
These insights underscore the importance of co-design, empowerment, training, and honesty in these relationships. They highlight how mentoring can be a tool not just for individual growth but for addressing systemic issues like unconscious bias and cultural insensitivity.
Moving forward, it's crucial for organisations and individuals within the creative industry to recognize and act upon the potential of diverse mentoring relationships. By doing so, we can cultivate an environment where everyone, regardless of their background, has the opportunity to thrive and contribute their unique perspectives and talents. This is not just a step towards diversity; it's a leap towards a more dynamic, innovative and inclusive creative landscape.
If you are interested in mentoring in your organization then get in touch with us to see how we can work together with you on this journey.
