The Power of Mentorship: Benefits for CALD Women and Youth

The Power of Mentorship: Benefits for CALD Women and Youth

Around half of Australia’s population hail from immigrant families, with around one-fifth speaking a language other than English at home (Australian Bureau of Statistics, 2017). The groups experiencing the fastest growth are those of first and second-generation immigrants, often characterised as originating from non-English speaking, or culturally and linguistically diverse (CALD) populations (Shepherd & Masuka, 2020). CALD communities in Australia encompass a range of cultural norms, beliefs, traditions, and practices, as they are largely comprised of individuals who have arrived through various humanitarian intake programs, including refugees from the Middle East, Africa and South-East Asia (Australian Bureau of Statistics, 2018). Within these communities, there exists a diverse spectrum of resettlement and migration experiences, with integration often being tarnished by financial hardship, limited social support, cultural barriers and discrimination (Australian Parliament, 2017; Shepherd & Masuka, 2020). Even worse, for humanitarian entrants, the impact of untreated traumas, family fragmentation and instability amplify the burden of psychological distress (Centre for Multicultural Youth, 2019).

It is against this backdrop, that the Centre for Multicultural Youth has identified a heightened vulnerability to mental health issues among CALD individuals, particularly among women and youth (Centre for Multicultural Youth, 2019). Considering these challenges, mentorship emerges as a potent and transformative relationship that holds potential to elicit positive change (McLaughlin, 2010). This is because mentoring is a dynamic interaction built on guidance, support, and knowledge-sharing. It involves a seasoned individual, known as a mentor, offering their expertise, insights, and experiences to a less experienced individual, known as a mentee. Mentoring goes beyond traditional teaching, as it encompasses emotional and psychological support, fostering personal and professional growth (Sawrikar, et al., 2008). This relationship typically involves regular interactions, discussions, and goal-setting, all aimed at helping the mentee navigate challenges and achieve their aspirations (Sawrikar, et al., 2008; McLaughlin, 2010). Through mentorship, mentees gain access to valuable networks and individualised advice, ultimately empowering them to excel in their chosen paths (Sawrikar, et al., 2008; McLaughlin, 2010). In this blog post, we explore the proven benefits of mentorship, unveiling how its capacity for empower CALD individuals to overcome obstacles, build confidence and achieve personal and professional growth.

Improved Resilience, coping mechanisms, and cultural understanding

Public transport, shopping, telephone services and even entertainment can be isolating activities for immigrants due to language barriers and unfamiliarity with the systems. However, being unable to successfully navigate the Australian medical system, which is often expensive and lacking in cultural sensitivity, can be daunting, particularly when it comes to mental health (Mahimbo, et al., 2017). Fostering a smoother transition into their new environment requires a concerted effort to ensure that individuals have undeterred access to such services. As mentors and mentees from different walks of life unite, this relationship encourages a rich exchange of perspectives that transcend cultural boundaries, allowing mentees to break down preconceived fears (Gower, et al., 2022). This is important because seeking treatment for a mental illness may be perceived as a sign of weakness in CALD communities (Sawrikar, et al., 2008). Such stigma can be augmented when compared to the experiences of others, as asserted by the Multiculutral Youth Advocacy Network of Western Australia, where CALD youth may feel “their mental health issues are small and insignificant” when compared to “their parents and grandparents [who] may have experienced very severe trauma in the past” (Fitzmaurice, 2022). Fortunately, in a study by Gower et al., (2022) assessing the benefits of mentorship in refugee and migrant women, one of the mentors found that their mentee “was shy and reserved” initially, but after sharing their own story to build trust, the mentee “felt more comfortable and started to talk” and ask questions (Gower, et al., 2022). The mentee found hope in their shared struggles, and became excited about the possibility of thriving in Australia (Gower, et al., 2022). This supports the idea that one-on-one mentorship offers a safe and supportive environment for CALD mentees to ask questions and seek guidance surrounding taboo topics (Paloma, et al., 2020). Since the generational gap between CALD individuals and their families can create an isolating mental health experience, partly due to the mental burdens many carry, participation in a mentoring program is beneficial for enabling the proven “improvements in appreciation of life, personal strength, relating to others, and recognising new possibilities” (Paloma, et al., 2020). In fact, former refugees can build resilience and ease their own healing process by becoming mentors themselves (Gower, et al., 2022). Therefore, such trauma-informed care could even be valuable in addressing the gaps between mental health services and the needs of mentees, provided the care is appropriate and culturally informed (Gower, et al., 2022).

Expanded Social Networks and Career Opportunities

Mentorship opens doors to expanded social networks and opportunities for CALD women and adolescents. Mentors often introduce mentees to valuable contacts, professional networks, and community resources that would otherwise remain inaccessible. These connections pave the way for career advancements, personal growth, and community engagement, enriching the mentees' lives holistically (Mutum, et al., 2021). Dr. Juliana Mutum from Professional Migrant Women, exposes the power of diversity, affirming that diverse teams excel across innovation, engagement and productivity (Mutum, et al., 2021). Unfortunately, the statistics are sobering, with only 12% of board members identifying as non-Anglo-Celtic and a mere 3% as Indigenous (Women on Boards, 2022). Despite having the relevant qualifications, CALD individuals often not only lack confidence in the workplace, but face the triple bind of gender, ethnicity and culture (Mutum, et al., 2021; Women on Boards, 2022). When coupled with the fact that many CALD women are working mothers and are stereotyped as ineffective leaders, they are deterred from attending networking and social events at work (Mutum, et al., 2021). Overcoming systemic barriers demands more than personal determination; it necessitates tailored mentoring programs tailored to marginalised women, ensuring their access to transformative opportunities.

Mentorship has a proven track record in fostering high-performing workplaces, where the guidance and advocacy a mentor offers, can propel careers forward. In this landscape, mentorship initiatives become a conduit for bridging cultural gaps, dismantling stereotypes, and nurturing confidence. The Diversity Council of Australia highlights the ambition, resilience, and untapped potential of CALD female talent, which, with the right support, can flourish (Corpus, et al., 2020). The transformative impact of mentorship also extends beyond individual growth. A Harvard Business Review study found that formal mentoring arrangements led to improved organisational effectiveness (de Janasz & Peiperl, 2015). Inclusivity and collaboration blossom, transcending stereotypes and bias. A mentor’s advocacy for CALD women amplifies their visibility, advancing them through the ranks and advocating for change on an institutional level. According to research conducted by Deakin University, a migrant woman of colour shared her own experience of empowerment blossomed when an Indian female manager occupied a top position at her firm (Mutum, et al., 2021). The mentor’s shared cultural background instilled confidence in her. Her guidance reassured her that she did not need to adopt “masculine” traits such as dominance and assertiveness to succeed (Mutum, et al., 2021). Such findings are again affirmed by ongoing research at LaTrobe university, and in workplaces across North America, where integrating migrant women leaders have empowered ethnic minority women and students to ascend to leadership roles (Mutum, et al., 2021).

In conclusion, the transformative power of mentorship for CALD women and adolescents is evident through its ability to break down barriers, foster resilience, and open doors to expanded opportunities. The unique challenges faced by culturally and linguistically diverse individuals require tailored solutions, and mentorship emerges as a potent strategy to address these needs (Sawrikar, et al., 2008). By facilitating cross-cultural understanding, mentorship enriches the lives of both mentors and mentees, bridging gaps and promoting inclusivity (Paloma, et al., 2020). As CALD individuals navigate systemic barriers and stereotypes, mentorship becomes a vehicle for empowerment, enabling them to overcome challenges and thrive in leadership roles. Research demonstrates that mentoring relationships built on shared experiences can provide the confidence and guidance needed to navigate complex environments. By embracing mentorship, we can create a future where all individuals, regardless of their cultural background, can achieve their full potential and contribute to a more inclusive community.

Bibliography

Australian Bureau of Statistics, 2017. Census of population and housing: Reflecting Australia. [Online] Available at: https://www.abs.gov.au/ausstats/[email protected]/Lookup/by%20Subject/2071.0~2016~Main%20Features~Cultural%20Diversity%20Data%20Summary~30 [Accessed 11 August 2023].

Australian Bureau of Statistics, 2018. Understanding migrant outcomes—Insights from the Australian census and migrants integrated dataset, Australia. [Online] Available at: https://www.abs.gov.au/AUSSTATS/[email protected]/Lookup/3417.0Main+Features22016?OpenDocument [Accessed 11 August 2024].

Australian Parliament, 2017. No one teaches you to become Australian: Parliamentary Joint Standing Committee on Migration, Canberra: Parliament of Australia.

Centre for Multicultural Youth, 2019. CMY Submission to the Royal Commission into Victoria's Mental Health Service System, Melbourne: Centre for Multicultural Youth.

Corpus, E., Due, C. & Augostinos, M., 2020. Caught in two worlds: A critical review of culture and gender in the leadership literature.. Social and Personality Psychology Compass, 14(12), pp. 1-14.

de Janasz, S. & Peiperl, M., 2015. CEOs Need Mentors Too. [Online] Available at: https://hbr.org/2015/04/ceos-need-mentors-too [Accessed 11 August 2023].

Fitzmaurice, N., 2022. Why the Imagine Youth Mentoring Program matters for Mental Health of CaLD youth. [Online] Available at: https://www.imagineglobal.org.au/blog/blog-post-title-two-bblfr [Accessed 11 August 2023].

Gower, S., Jeemi, Z. & Dantas, J., 2022. “You Have to Go Gently”: Mentors’ Perspectives of a Peer Mentoring Empowerment Program to Reduce Marginalization in Refugee and Migrant Women. International Journal of Environmental Research and Public Health, 19(11), p. 6434.

Mahimbo, A., Saele, H., Smith, M. & Heywood, A., 2017. Challenges in immunisation service delivery for refugees in Australia: a health system perspective.. Vaccine, 35(38), pp. 5148-5155.

McLaughlin, C., 2010. Mentoring: what is it? How do we do it and how do we get more of it?. Health services Research, 45(3), p. 871.

Mutum, J., Blin, F. & Singh, J., 2021. Culturally Relevant Mentoring To Increase Migrant Women‘s Influence In Attaining Higher Organisational Roles In Australia.. [Online] Available at: https://issuu.com/consultingmatters/docs/2021_sept_consulting_matters/s/13378931 [Accessed 11 August 2024].

Paloma, V., de la Morena, I., Sladkova, J. & Lopez-Torres, C., 2020. A peer support and peer mentoring approach to enhancing resilience and empowerment among refugees settled in southern Spain. Journal of Community Psychology, 48(5), pp. 1438-1451.

Sawrikar, P., Griffiths, M. & Muir, K., 2008. Report to the National Youth Affairs, Sydney: Commonwealth of Australia.

Shepherd, S. & Masuka, G., 2020. Working With At-Risk Culturally and Linguistically Diverse Young People in Australia: Risk Factors, Programming, and Service Delivery. Criminal Justice Policy Review, 32(5), pp. 469-483.

Women on Boards, 2022. Truth Be Told: Cultural Diversity on Australian Boards, Canberra: Women on Boards.

?

?

?

?

?