Championing Social Mobility Through Internal Mentoring

Written by Matt Richardson, Social Value Lead at the Growth Company and member of the pro-manchester Social Mobility Committee

Promoting social mobility within organisations is crucial for creating an inclusive and diverse workforce. One effective way to support this endeavour is by implementing an internal mentoring programme. Such initiatives cultivate professional development, empower employees, and provide opportunities for growth. In the information below, I will explore the benefits of internal mentoring programmes and provide tips and advice on what works well and what to potentially avoid.

The platform for change

Within the business world, mentoring programmes can be transformational for individuals from disadvantaged backgrounds. These programmes provide professionals with access to industry insights, essential skills, and networks that might otherwise be inaccessible. The personal attention and guidance from an experienced mentor can provide critical career guidance, enhance professional development, and instil a sense of confidence and self-belief in mentees, especially those facing societal barriers. Through mentoring, mentors can share their knowledge, offer advice on navigating workplace challenges, and introduce mentees to key contacts within their industry. This exposure to new opportunities and learning experiences can help mentees break through social barriers, bringing them closer to positions of leadership and influence previously perceived as unattainable.
Additionally, mentors can develop leadership abilities, improve communication skills, and gain fresh perspectives from their mentees, which can act as a catalyst for improved diversity and inclusion in the workplace. By actively engaging in programmes that promote mentoring across diverse backgrounds and communities, businesses can build a more representative workforce that reflects society’s varied complexities and experiences.

How can you ensure the success of such programmes?

1. Clearly define goals: Start by identifying what you aim to achieve through the programme. Are you focusing on skill development, career progression, or diversity and inclusion initiatives? Clearly outlining goals will help tailor the programme to the specific needs and aspirations of participants.

2. Recruitment and matching: Ensure participants are aware of the programme and its benefits. Consider using an application process to identify participants’ interests and needs, enabling effective mentor-mentee pairing. Encourage participants from diverse backgrounds to ensure a broad range of experiences and perspectives.
At the Growth Company we have created a platform called iMentor, which we use both internally for colleagues and externally for clients. I understand that a digital application may not always be a viable option and having delivered mentoring programmes for over 10 years, a manual process, albeit a little extra physical resource may be needed, the outcomes can still be as effective.

3. Training and support: Provide mentor training on how to effectively guide and support mentees. Topics could include active listening, setting realistic goals, and providing constructive feedback. Mentees could benefit from guidance on maximising the mentorship experience, setting expectations, and goal setting.

4. Clear expectations and guidelines: Establish guidelines for both mentors and mentees to ensure clarity and accountability. Emphasise the importance of confidentiality, commitment, and respect within the mentoring relationship.

5. Set regular check-ins: Encourage regular meetings between mentors and mentees to review progress, discuss challenges, and set new goals. These check-ins emphasise accountability and enable mentors to adapt their guidance as needed. At the Growth Company we generally say a minimum of 3 meetings as part of a relationship, in order for both mentor and mentee to engage, understand needs and obtain as much value as possible. This is not a hard and fast rule but if you were looking at something tangible in relation to hours/time, this may help.

6. Build a supportive environment: Encourage a culture where everyone values and prioritises mentoring. Recognise and celebrate achievements and efforts of both mentors and mentees. Additionally, provide avenues for networking and sharing experiences, such as mentorship events or forums.

7. Metrics and evaluation: Continuously assess the effectiveness of the programme by collecting feedback from participants. Use metrics to track the impact of mentorship on mentees’ professional growth, job satisfaction, and confidence.
Furthermore, mentoring can support the development of a more engaged and empowered community. Mentors often instill a notion of giving back, encouraging mentees to take an active role in community projects and initiatives. As mentees grow and progress in their careers, they become mentors themselves, perpetuating the cycle of social mobility and empowerment.

Pitfalls to Avoid:

While implementing an internal mentoring programme, it’s important to be aware of potential pitfalls.
– Avoid participation becoming solely top-down, where mentors are assigned rather than creating a self-driven interest.
– Establish clear guidelines to prevent unethical behaviour and ensure the programme’s integrity.
– Additionally, be cautious of potential conflicts of interest when mentors and mentees work in proximity or have influential roles.

Look for progress not perfection:

Mentoring programmes offer an effective and tangible solution for promoting social mobility within organisations. By linking experienced professionals with individuals, mentoring fosters inclusive learning environments and provides essential guidance to overcome social barriers. It’s always wise to be open minded about why mentors and mentees aim to be involved. There may be a perception that being a mentee is for the “ambitious” professional but employees have their own reasons for engaging and when designing a programme, it would be worthwhile keeping this in mind.

Through mentoring, organisations can contribute to a more just and equitable society. By sharing knowledge, offering guidance, and opening doors, mentors empower mentees to overcome obstacles, helping them climb the social ladder and realise their full potential. It is through these programmes that true social mobility is achieved, creating a stronger, more cohesive society for all.
Implementing a successful internal mentoring programme is a strategic step for organisations seeking to support social mobility, foster diversity, and cultivate a thriving workforce. By following best practices like goal-setting, mentor training, and supportive environments, companies can unlock the potential of their talent, facilitating personal and professional growth. While challenges may arise, addressing and learning from these pitfalls ensures continuous improvement and an enriching experience for mentors and mentees alike. Together, we can move towards a more inclusive, equitable, and socially mobile future within the workplace.