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DIVERSITY, EQUITY & INCLUSION
Make diversity, equity and inclusion part of everyday development. Mentorgain helps you match participants, guide mentoring sessions and track goals and progress in one platform.
Access to guidance, networks and career conversations can vary across an organisation. DEI mentoring creates a structured way for more employees to connect with experienced colleagues, share perspectives and work towards their development goals.
Help employees build mentoring relationships beyond their immediate teams.
Create space for colleagues to exchange experiences and perspectives.
Give participants a consistent place to discuss goals, challenges and next steps.
Give employee resource groups a structured space to exchange experience, build networks and support development. Pair members with mentors or bring people together in small groups around a shared goal.
Connect participants around their skills, goals and experience.
Use prompts and journeys to make each session purposeful.
Track sessions and gather feedback to improve the experience.
Pair development conversations with intentional advocacy. A sponsorship program gives senior colleagues a clear role in helping participants build networks and find opportunities to contribute.
Agree what support and advocacy should look like.
Use goals and check-ins to sustain the relationship.
Reflect on progress without promising promotion outcomes.
Connect colleagues with different experiences so leaders can listen, learn and act. Reverse mentoring creates a structured space to discuss workplace experiences, emerging skills and perspectives that may otherwise be missed.
Match participants around learning goals and experience.
Agree boundaries and prepare for open conversations.
Capture learning and follow through on agreed next steps.
Help colleagues learn from different cultural experiences, locations and ways of working. Cross-cultural pairs can build professional networks while exploring practical challenges in collaboration and communication.
Pair colleagues around shared goals and complementary experience.
Provide prompts that encourage curiosity and respectful listening.
Use feedback to understand what participants are learning.
Support people joining your organisation or returning after a career break. A mentoring relationship offers a place to ask questions, rebuild confidence and navigate the next stage of work.
Connect people with mentors who understand their goals.
Set milestones and conversations around immediate needs.
Review progress and adapt the journey as priorities change.
Bring small groups together to reflect on workplace experiences and practise supportive behaviours. Allyship circles create recurring space for listening, discussing challenges and agreeing practical actions.
Define the purpose and expectations for each circle.
Use prompts to help everyone contribute to the discussion.
Reflect on what changed and choose the next action.
From design to review, give your mentoring program a clear structure.
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Set your goals, participants and program structure. Agree what a useful mentoring experience should look like.
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Connect people around skills, goals and experience. Choose a matching approach that fits your program.
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Support participants with structured journeys, resources and regular conversations.
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Track sessions, gather feedback and review progress against the goals you agreed.
Give mentors and mentees a shared structure with goals, session topics and follow-up tasks. Mentorgain keeps sessions and progress connected, helping participants turn conversations into action.
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Set development goals and milestones with your mentor.
Use session topics, resources and tasks to put learning into practice.
Track your session progress, capture feedback and agree your next steps.
Outline your goals, participants, matching approach and measures of success. Bring these priorities to a conversation with our team to shape a program that fits your organisation.
Diversity, equity and inclusion (DEI) mentoring is a structured approach to widening access to guidance, networks and development opportunities. Programs can connect colleagues through employee resource groups, across cultures or generations, or during a return to work, with goals shaped around participants’ needs.
Start with the purpose and needs of your participants. The six formats above offer different ways to connect people: within employee resource groups, across cultures or generations, around sponsorship, during a return to work, or through allyship circles. You can begin with one focused cohort.
Use session activity, progress against agreed goals and participant feedback to understand the program experience. Define your measures before launch and compare them over time. Participation alone does not establish an effect on belonging, retention or promotion.
No. Start with a clear need and a manageable group of participants. Shared journeys can provide structure, while matching criteria, goals and session topics can reflect the purpose of each program.
Yes. Discuss your intended participants, program goals, mentor availability and reporting needs with our team. A focused pilot can help you learn what participants need before expanding your approach.
Start by listening to the employees you want to support and identifying where access to guidance or development could improve. Choose a clear program goal, such as building connections across teams or supporting a return to work. Help each participant set their own development goals, then agree how you will review session progress and participant feedback.
Explain who the program is for, what participants can gain and the time commitment involved. Invite mentors and mentees through team leaders and employee resource groups, make joining straightforward and offer guidance for the first conversation. Encourage managers to make time for mentoring, and use participant feedback to address barriers and improve the experience.
Talk to our team about designing a DEI mentoring program with Mentorgain.
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