Mentorship is a facet of diversity initiatives that seems somewhat neglected within the discussions about creating workplaces, teams and organisations that represent the true composition of our society, but its ability to create long term levelling of playing fields should not be underestimated. Mentorship is rarely conducted in isolation, and operates under a number of constraints. A good mentor-mentee relationship can bring forth the best in both individuals, as well as transmit intergenerational ideas, competencies and attitudes in both directions. This relationship is also an avenue to non-nepotistic opportunity creation for both people, as the development of a personal connection allows both to gain an accurate understanding of their capabilities and challenges. Mentorship is an often silent partner in the cliche of “it’s not what you know, it’s who you know“, but it is not an opportunity that is open to all equally. In order to extrapolate on potential avenues for inequality, an understanding of the “standard model” is needed.
|Specialist publication||Social Equality, Intersectionality and Inclusion Research Group (SEIIRG) Blog|
|Publication status||Published - 14 Feb 2022|