Mutual mentoring (also called reciprocal mentoring) is a collaborative learning experience which benefits both participants. It is a two-way process where both partners commit to developing a learning relationship where they are both mentor and mentee, sharing different life experiences and perspectives. There are benefits to both partners, and the equal relationship enables learning for both.

This kind of mentoring facilitates reciprocal knowledge sharing, with each partner acknowledging the value of learning from the other. It links people who may not regularly interact, to better understand each other.

In this unique relationship:

• The colleague from an under-represented group has the experience and insight of being different to the majority group. They hold valuable knowledge and lived experiences of the challenges and barriers this presents and how the organisation can improve.
• Senior leaders have the experience and insight to offer advice, support, and potential networking and leadership development opportunities, which participants may not usually be exposed to within their existing professional networks.

The ultimate aim is to continue to build a more equitable and inclusive organisation, by:

• Improving knowledge and understanding of inclusion through sharing of personal experience, to influence change and increase allyship within the University.
• Providing colleagues from under-represented communities in the University with opportunities, knowledge, and skills, to influence change and feel empowered to make change for themselves.
• Providing senior leaders with an understanding of the structural and cultural barriers that create inequalities at work and within society, with a view to breaking down barriers to inclusion at the University.

This programme will:

• Create a safe, confidential, and open platform to build awareness of the lived experience of others and in doing so, illuminate where change might be needed.
• Develop self-awareness to better understand how beliefs, behaviours and attitudes are informed by our culture and life experience.
• Create alliances that change the organisational system for the better and dismantle systemic barriers that marginalise staff from under-represented communities.
• Normalise conversations about difference.

The Mutual Mentoring programme is designed for Inclusion Mentors who face well-documented barriers getting into leadership positions including, but not limited to disabled, ethnic minority, LGBTQUIA+, and women colleagues.

Inclusion mentors can be from any grade within the University, and we are particularly interested in getting people involved from lower grades, who may not already have opportunity to work closely with and provide feedback to senior leaders.

The leadership mentoring that Inclusion Mentors will receive as part of this programme, will further the University’s work to develop a diverse senior talent pipeline. In return, Inclusion Mentors will share their lived experience of difference, inclusion/exclusion, and equality/inequality.

Benefits of being an Inclusion Mentor:

• Insight into the organisational world and leadership roles.
• Platform to shape leadership and address inclusion issues.
• Access to a wealth of experience for self-development.
• Build personal network and profile.
• Increases confidence/empowerment.
• Assists to step outside comfort zone.
• Improves value, engagement, and sense of belonging.
• Gain visibility as role models to other colleagues.

The Mutual Mentoring programme is designed for Leadership Mentors who are members of Warwick Leaders Forum.

The inclusion mentoring that the Leadership Mentors will receive as part of this programme, will further our work to ensure diversity is recognised and valued and develop a culture of inclusion and belonging. In return, Leadership Mentors will share insight, advice, and experiences of leadership and management, including their journey to their leadership role.

Benefits of being a Leadership Mentor:

• Improves understanding of differences.
• Insight into potential cultural barriers and improvements for colleagues from under-represented groups.
• Reflection on the impact of leadership style upon others.
• Understanding the impact of inclusive leadership and how to best support colleagues.
• Opportunity to lead by example.
• Improves confidence in discussing inclusion issues.
• Improves listening skills.
• Develops ability to lead diverse teams and build inclusive relationships.

The mentors will work together in one-to-one pairings over a period of 6 months from December to May. To be part of the programme, participants must commit to:

• A virtual development session for all participants on 15 November (3.30 - 4.30pm).
• A face-to-face development session on 23 November:
  • 11am - 12pm for Leadership Mentors.
  • 1 - 2pm for Inclusion Mentors.
• Complete a short online questionnaire before the programme (up to 10 mins).
• Twelve one-hour mentoring sessions over a six-month period (i.e., once every fortnight – dates to be arranged by mentoring pairs).
• One mid-way review call (up to 1 hour).
• Complete a short online questionnaire after the last mentoring meeting (up to 10 mins).
• One final evaluation call at the end of the programme (up to 1 hour).

Please note,

• There may be additional time required to follow up on any actions agreed between mentoring sessions.
• The training and evaluation will be conducted by the Employers Network for Equality and Inclusion (enei).

The University will support all participants throughout the programme with training and guidance that maximises the benefits available from mutual mentoring.

This programme has been developed with the Employers Network for Equality and Inclusion (enei), utilising their extensive experience and expertise.