Our University is a thriving learning environment for all. Whilst some learning is gained through formal routes such as workshops and courses, the power of learning informally through mentoring methods is not understated, particularly for Black, Asian and Minority Ethnic (BAME) staff, who are underrepresented at senior levels and experience discrimination at different levels of their career.
Mentoring is an equal, non-hierarchical partnership between two people in which a series of development conversations take place. Commonly, one person (the mentor) uses their experience, expertise and professional skill set to aid the development of the other person (the mentee).
Effective mentoring can empower and inspire all members of our University community to fulfil their potential and, over time, support the creation of a culture of collaboration where we openly share our work, achievements and knowledge with colleagues across the organisation to aid the development of others.
Our mentorship framework
- A minimum of one year. Both parties can extend if they are happy to do so.
- We recommend six meetings for the year, but this should be negotiated.
- Meetings can be face to face or virtual as agreed by both parties.
- Should there be a breakdown in the mentoring relationship, mentees and mentors liaise with co-ordinators who will provide guidance and support. If unresolved, a 'withdrawal agreement' can be invoked.
Mentee/mentor matching process
- Mentees contact us at email@example.com to register their interest, letting us know the skills and knowledge they would like to develop.
- Our co-ordinator contacts potential mentors.
- Mentees then select a mentor from their profile and lets the co-ordinator know their choice.
- The co-ordinator asks the mentor if they are happy to support the mentee.
- The co-ordinator then makes the introduction between the mentee and mentor.