Reverse Mentoring: A Tool for Diversity and Inclusion

While mentoring programs play a significant role in helping younger employees enhance their skills, the traditional approach is no longer the prevailing norm in today's business landscape. Reverse mentoring, in which a younger or less experienced person mentees someone in a senior role, has become an invaluable strategy for fostering diversity and inclusion within the workplace. Through the establishment of a more inclusive environment, reverse mentoring can enhance employee satisfaction, productivity and innovation.

According to SHRM, 87% of mentors and mentees feel empowered by their mentoring relationships and have developed greater confidence through these programs. “Mentoring programs provide an opportunity for both mentors and mentees to advance professionally,” says Ana Laura Muñoz, Director General, RAMA Mantenimiento Industrial Total. 

However, at times senior managers can inadvertently reinforce exclusive and detrimental norms associated with an "ideal worker" rather than empowering their mentees to question established conventions. Reverse mentoring can transform the approach companies take toward learning and sharing knowledge. It can be a valuable tool for promoting diversity and inclusion in the workplace, as it can help to break down barriers between different generations, cultures and levels of experience, says Diego Olcese, CEO, Crehana.

By utilizing this tool, organizations can benefit from gaining fresh perspectives, acquiring new skills and obtaining valuable insights from individuals who bring diverse backgrounds, generations and areas of expertise. As a result, reverse mentoring can facilitate the establishment of trust, foster rapport and promote mutual understanding among participants.

Additionally, reverse mentoring programs focused on specific identity groups can have positive results. A report published in Harvard Business Review found that following a mentoring program there was an 18% increase in leadership positions for African-American women, a 23.7% increase in leadership opportunities for Hispanic women and a 24% increase for Asian women.

However, it is essential to acknowledge that reverse mentoring is not without its challenges, as some senior employees may experience discomfort when being mentored by someone of a more junior position. This situation is particularly relevant in the oil and gas industry, where ageism has become prevalent due to its reduced popularity among younger generations. Therefore, it becomes crucial for both parties involved to cultivate mutual respect before leveraging the tool.