Formal Mentoring: A Comprehensive Guide to Structured Mentorship in DEI
In the realm of Diversity, Equity, and Inclusion (DEI), understanding and addressing formal mentoring is crucial. Formal mentoring is a significant aspect of this discourse, but what exactly does it entail?
Definition:
Formal mentoring is a structured and intentional process where an organisation or institution pairs mentors and mentees to facilitate professional or personal growth. Unlike informal mentoring, which develops organically, formal mentoring involves defined goals, timelines, and processes, often within the framework of diversity, equity, and inclusion (DEI) initiatives.
Example:
Consider a multinational company aiming to increase diversity in its leadership team. The company launches a formal mentoring program targeting employees from underrepresented groups. Each mentee is paired with a senior executive mentor. Over 12 months, the pairs meet bi-weekly, focusing on leadership skills, networking, and career planning. The structured approach ensures consistent progress tracking and measurable results, such as promotions or increased job satisfaction among participants.
Conclusion:
Formal mentoring is an indispensable component of effective DEI initiatives. By offering structured support, it helps create pathways to success for individuals while enriching organisational culture. Whether in a corporate setting or educational institution, investing in formal mentoring programs ensures growth, equity, and inclusion for all stakeholders.
References:
Ehrich, L. C., Hansford, B., & Tennent, L. (2004). Formal mentoring programs in education and other professions: A review of the literature. Educational administration quarterly, 40(4), 518-540. https://journals.sagepub.com/doi/abs/10.1177/0013161X04267118
Chao, G. T. (2009). Formal mentoring: Lessons learned from past practice. Professional Psychology: Research and Practice, 40(3), 314. https://psycnet.apa.org/record/2009-08599-015
Weinberg, F. J., & Lankau, M. J. (2011). Formal mentoring programs: A mentor-centric and longitudinal analysis. Journal of Management, 37(6), 1527-1557. https://journals.sagepub.com/doi/abs/10.1177/0149206309349310
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