More than ever before, diversity is a necessity for growing organizations. It accommodates diversity in your clients, motivates employees and even recognizes new knowledge and skills that may of been overlooked. However the problem isn't marketing diversity, rather it's how to do it the best, most efficient way possible.
Insala. whose mastered mentoring for over 20 years, provides efficient solutions to launch and deliver your mentoring program. Whether it's for diversity or not, Insala's consultants help organizations like yours pinpoint business objectives , talent development opportunities, and produce individualistic mentoring programs customized for all types.
Stay tuned for our next blog on how to break the glass ceiling for women with mentoring.
Mentoring programs and solutions are excellent tools to enhance Employee relations, significantly for racial minorities and women. By matching an experienced employee with a diverse employee you are increasing the chance of knowledge gain, network building and motivation for minorities in the workforce. In addition, Mentoring persuades employees to engage more with others and the organization. Often they feel that the organization cares about their development and them as an individual. Mentoring also helps employees acclimate to their new position and disposes feelings of isolation.
- Using Mentoring as a way of means and not the end result. Sure, mentoring programs can mandate diversity and in return orchestrates fair statistic demographics, but will it bring qualified mentors/mentees? Instead of focusing solely on diversity, the program should establish ways for individuals to volunteer. Mandated policies usually backfire in a way that results don't actually illustrate the intended plan, however creating a platform for volunteering will produce an internal motivation to want to be apart and therefore encourage all qualified people - regardless of their background or culture.
- Instead use diversity initiatives. Mentoring brings people together in their personal careers, helping individuals feel fair in the organization. It also results in honest dialogue for pairs, especially diverse employees who are able to discuss their views more freely. The matching process could develop change on an internal level, but also for the organization as a whole.
- Mentoring can produce unseen talent from mangers. It's human nature to surround ourselves with others that are similar to us but it produces a block for minorities who feel uncomfortable by it, especially subordinates in the organization. Matching managers with lower level staff from different departments (or the same), mentoring will unravel the latent skills manager's may have missed. This is wonderful for organizations who are in search of employees to fill higher positions and in doing so cutting the cost of external hires and extensive training.
- Empowering people to find their role in the organization, mentoring smooths the process especially in cross-culture environments. How? If a majority, white male mentor is matched with a female black mentee, the mentor can teach the mentee on the skills needed in a majority dominated world. A minority mentee can also be matched with a similar minorty mentor where the mentee perceives her mentor as a role model "whose made it" and can learn how to overcome workplace obstacles.
Stay tuned for our next blog on how to break the glass ceiling for women with mentoring.
This post first appeared on Alumni And Talent Development - Insala, please read the originial post: here
