What should mentors know about equity in the workplace?

Mentors play a crucial role in fostering equity in the workplace, understanding that equity goes beyond treating everyone the same. It's about ensuring that all individuals have access to the same opportunities and resources, regardless of their identity, background, or circumstances. It's essential to be mindful of historical and structural factors contributing to disparities and disadvantages for certain groups. Mentors can contribute to workplace equity by actively promoting an inclusive environment, offering tailored support to mentees based on their unique circumstances, and advocating for systemic changes that address underlying issues and promote a fair and just workplace for all.

First mentors should distinguish the difference between equity vs equality. Equity aims to level the playing field and equality treats everyone the same regardless of their needs or challenges. Everyone has unconscious biases, reflect on your own and actively work to mitigate their influence on your interactions with your mentee.

For mentors in the workplace, understanding equity is essential for effectively supporting and guiding their mentees. If mentors observe inequities or discrimination occurring in the workplace, they should address them directly and work towards finding solutions to rectify the situation. This may involve speaking up on behalf of their mentees, providing support and guidance, or advocating for changes to organizational policies and practices.

Mentors aiming to promote equity in the workplace should assess the current situation to identify gaps and areas for improvement. Conduct a self-assessment by asking questions such as: How diverse and inclusive is the workplace culture and climate? What are the processes for decision-making and communication? Seek feedback from mentees, colleagues, managers, and stakeholders, using data and evidence to support your findings. This assessment provides a foundation for mentorship that addresses specific equity-related challenges. By understanding the current state of affairs, mentors can better guide their mentees toward inclusive practices and advocate for necessary changes within the organization to foster a more equitable workplace for all.

Understanding the difference between equity and equality requires us to be able to adjust our expectations for what can be provided from a mentee on a given day. We all have up and down days, and we never truly know what it’s like to be in another persons shoes. Some days, mentees might come in and only have 40% to give. Some may find this unacceptable, but if they have 40% to give and they give you that 40%, then they gave 100% of what they have. Maintaining a compassionate viewpoint with humility to what your mentee is going through offers a safe workplace for them to grow.

Each mentee comes with their own lived experiences, challenges, and perspectives. Take the time to listen actively and empathetically, and try to see things from their point of view. A self-aware mentor knows that one-size-fits-all approaches don't work. What worked for you might not work for your mentee. Be flexible and adaptable in your approach, and constantly seek feedback on how you can be more supportive and empowering.

We have an abundance of mentors. Great... Mentors also need to position themselves to be Sponsors. Thats how you maximise your impact ??

Measuring and evaluating is not enough! You must then take the results and DO SOMETHING ABOUT IT. Enough with sitting on useful data. The beauty is in the ACTION.

Mentors must remember what brought them to become such that can guide others. It is only when they position themselves in an overview role that they can really contribute. This means that a mentor who's attempting to guide a mentee through a single path, will end up with a confused mentee, who is not well prepared for today's requirements. Overview means to convert your work history into a better future for the mentee.