September 2023.

We spoke to Emma Flynn, Provost, about the benefits of mutual mentoring programmes. You can find more about our upcoming Mutual Mentoring programme here, including how to apply to be a leadership or inclusion mentor (applications close 25 October).

Why is a programme like this important?

I think it’s important because the HE sector lacks diversity, within both professional services and the academic community. We have put lots of interventions in place as a sector that have helped, but they’re helping very slowly. There hasn’t been the seismic change that we want to see.

I would like to see a diverse set of people around different tables, because we’ve opened the door of opportunity for everyone to get to that space. Universities will be better for it because they are complex organisations trying to find solutions to complex problems in the world, and the idea that those complex problems – whether they are in physics, sociology, education, or are industry problems – can be solved by one particular demographic is just not sensible. Having a group of people around the table with different histories, experiences, and knowledge, and brings that together, and we can come up with better, more resilient, and more flexible solutions to those problems.

What are the benefits for Leadership Mentors?

"I think there is a level of humility that leaders need to have, to be able to say that we don’t have all the answers and we need to hear from a diverse community about what it is like to work in the HE sector and the barriers they face."

I think there is a level of humility that leaders need to have, to be able to say that we don’t have all the answers and we need to hear from a diverse community about what it is like to work in the HE sector and the barriers they face.

There is sometimes a disconnect between what leaders think is happening and what is being operationalised on the ground. We can have amazing inclusive policies, but until you hear from people who are at the other end of it about how that policy is actually being enacted, then you don’t really know what the problems are. Of course, some of the challenges we face are huge and we can’t change them very quickly, but some of them we can.

If you enter into this mentoring scheme, you have to go into it knowing you will be faced with your own biases – because we all have them – and the fact that your organisation isn’t great sometimes; but we need to know that. That’s what it’s about for me, learning from others who are more informed about something that we may then be able to put into practice in policy and culture.

What are the benefits for Inclusion Mentors?

When I participated in a scheme like this my mentor would come to me with problems and ask ‘how do you think it could be navigated? What would you do in these circumstances?’. And I had a few more years’ experience, so I was able to say ‘I would approach it like this ….’ and give that kind of guidance and advice.

She also said she learnt a lot about how universities work. She was able to see that leaders do have a desire for change but also the barriers to making change, and what can slow things down. And I think that helped her understand how change happens.

Would you encourage people to participate in a programme like this?

I would encourage people to participate. I would also say remember that it’s challenging, on both sides; you have to make yourself vulnerable and be humble to build a trusting and valuable relationship. In some ways inclusion has become such a hot spot that people sometimes don’t want to go there, and the conversation is shut down before it’s even begun. But these relationships are about creating a safe space to be able to explore how to begin those sometimes-difficult conversations. If you want to make the university better this is a great space to do that in.