5. Workplace Supports
5.1 Universally Available Supports
Action 5.1B Establish a coaching/mentoring system within the workplace.
Guidance
Mentoring involves a more experienced colleague supporting the onboarding and development of a less experienced individual over a period of time. It was viewed by both employer and individuals in the WIDE consultation process as beneficial for all, but a particularly effective intervention for disabled new hires.
“Utilising a buddy system or mentoring programme for new staff really helps all staff. It helps disabled staff to settle in and to feel comfortable asking questions like ‘when do we go for a coffee break?’”.
WIDE Consultation Participant – Employer
To foster professional growth and development, establish a mentoring system within the workplace. Whether formal or informal, a mentoring system can be supported by training and/or clear guidelines, and accessible resources for mentor and mentee.
Typically, new hires are assigned a mentor who is experienced in the business and not situated in their direct team where possible. This makes them well positioned to act as a friendly ear for employees to ask questions they might be afraid to share with direct colleagues, support them to work through challenges they are facing at work, and provide guidance on their development within the organisation. This may include supporting them to develop objectives and set goals.
Small companies with single teams may choose to leverage their networks to provide mentors from external organisations.
Guidelines and/or training on the role of a mentor should address:
- The role of a mentor and mentee in your organisation and the scope of the relationship.
- Communication tips for effective mentoring of diverse colleagues.
- The skills needed for effective mentoring, such as questioning, listening, clarifying, and reframing.
- How to manage boundaries in the mentoring relationship.
- Confidentiality and managing sensitive information shared in the relationship.
- Ensuring mutual learning, where both mentors and mentees can develop skills from their engagement.
Guidelines and/or training on the role of a mentee should address:
- The role of a mentor and mentee in your organisation and the scope of the relationship.
- How to get the most from the process.
- How to manage boundaries in the mentoring relationship.
“My manager went out of his way to make me feel welcome. I was offered a mentor, and they had a ‘buddy system’ in place. I was made feel very comfortable”.
WIDE Consultation Participant – Disabled Person
By establishing a robust mentoring system, your organisation can enhance employee induction, support their development, improve performance, and create a supportive and inclusive workplace culture.
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