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Navigating Inclusion Through Mentoring: A Brief Guide to Mentoring, Reverse Mentoring, and Sponsorship

image of two women sitting at a desk talking between themselves, mentor and mentee.
navigating inclusion through mentoring

Embarking on a journey of professional development not only enriches individual careers but also plays a crucial role in cultivating inclusive workplaces. The transformative power of mentoring is well acknowledged, however reverse mentoring, and sponsorship are less well understood and utilised, yet can have an equally positive effect on inclusion. This blog aims to shed a bit of light on how these practices contribute to individual growth and the creation of more diverse and inclusive work environments.



Mentoring is a professional relationship usually where an experienced and knowledgeable individual (mentor) guides and supports a less experienced or knowledgeable person (mentee). The mentor provides advice, feedback, and insights to help the mentee develop their skills, achieve their goals, and navigate their career path.


  • Facilitates knowledge transfer, fostering a workplace culture where learning and inclusion are championed and valued.

  • Offers personalised career guidance, helping mentees from diverse backgrounds navigate challenges, set meaningful goals and identify opportunities for growth.

  • Promotes a culture where personal development is encouraged - building confidence and improving interpersonal skills.


  • The time commitment required can be challenging for both mentors and mentees.

  • Compatibility issues are inevitable, and they can impact the effectiveness of the mentoring relationship.

  • Mentors can inadvertently contribute and pass on their biased viewpoints which can limit perspectives and compound isolation, requiring mentees to mask their true identities, which is clearly damaging.



Reverse mentoring is an increasingly popular practice which flips the traditional mentor – mentee relationship on its’ head. Where a less experienced employee takes on the role of mentor to a more experienced colleague. It recognises that valuable insights and skills can flow in both directions, not just from the experienced to the less experienced individual.


  • Encourages exchange of knowledge, ideas and viewpoints between generations, and levels of seniority, which helps break down barriers and promote inclusion.

  • Identifies and helps bridge gaps in culture and experience, fostering better understanding and an appreciation for diverse perspectives.

  • Significantly contributes to innovation by introducing fresh ideas and viewpoints.

  • Resistance to change may hinder the successful implementation of reverse mentoring programs, so both parties need to be open minded enough to explore the benefits.

  • Perceptions of any existing hierarchies within an organisation might affect open communication and collaboration.

  • The reverse mentor may have limited understanding of specific issues or challenges facing the mentee – therefore a collaborative approach is essential.




Sponsorship involves a senior or influential individual within an organisation actively advocating for and supporting the career advancement of a more junior or less established person. Unlike mentoring, which focuses on guidance and advice, sponsorship involves a sponsor using their influence to create opportunities, advocate for promotions, and help the protégé navigate the organisational landscape and create professional networks.

It is often seen as a more proactive form of support, aiming to address barriers to career progression for individuals from underrepresented groups to help increase diversity in leadership ranks. Sponsors tend to use their influence to open doors, provide visibility, and ensure that their protégé's talents are recognised and rewarded.


  • Can accelerate career advancement by providing access to opportunities and promotion, for individuals from diverse backgrounds facilitating access to opportunities for which they may ordinarily be overlooked.

  • Enables high quality networking, connecting protégés with individuals who can influence a persons’ career path, with the benefit of promoting leadership diversity within the organisation.

  • Increases visibility, enhancing the chances of recognition for the talents and contributions of individuals with diverse characteristics, which fosters a more inclusive workplace.

  • It’s important to be transparent when selecting individuals for sponsorship opportunities to reduce perceived subjectivity, so that concerns about fairness can be addressed openly.

  • It is important to acknowledge and try and reduce any dependency on a sponsor as this may pose challenges if the sponsor's support changes or ends.

  • It does have the potential for reinforcing biases, particularly if sponsors tend to support individuals who are like themselves.


Incorporating mentoring, reverse mentoring, and sponsorship into professional development strategies holds the potential to elevate individual career paths and customising these practices can enable organisations to meet the unique needs of individuals they employ, and to develop a workplace culture characterised by its diversity. This results in enhanced inclusion where a workplace mirrors the diverse tapestry of talent within.


Tailoring these practices to address the unique needs of individuals ensures that the organisation's culture is not a one-size-fits-all model but rather a dynamic, responsive ecosystem that celebrates and promotes differences. The workplace becomes a space where innovation thrives, and employees feel empowered to contribute their unique perspectives.


As we consider how these practices can transform organisations and can open up potentially unforeseen opportunities, a question emerges: How do you think organisations can further refine and expand these types of initiatives to create even more inclusive and equitable workplaces? Let the conversation begin.

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