How to Build Inclusive Mentoring Programs for the Hybrid Workplace – ATD

The last couple of years has shifted the definition of a normal workplace. Gone are the days where cubicles and open-plan offices were standard. Now, workplaces have to define what normal means to them. Some want their staff to return to the office once its safe to do so. Others are choosing to shift to a fully distributed, remote-first model. Many have decided on an arrangement that lands in-between, opting for a hybrid of remote and in-office work.

Of course, the definition of a hybrid workplace varies from organization to organization. For some, hybrid is synonymous with flexibilitymeaning workers choose when (and if) they want to come to the office. For others, it means requiring their employees to be in the office for a set number of days a week.

Offer Matching Flexibility The ingredients that make up a mentor-mentee relationship vary between individuals, so your program should reflect that reality. Rather than instituting a prescriptive program, listen to the needs of your employees, particularly those who belong to underrepresented communities. Ensure that you have a range of options that cultivate a sense of belonging. Some mentees might prefer being matched with those of a similar demographic or gender to give them the feeling of community in the workplace, while others might value having a mentor with a differing perspective and experience.

Emphasize Available Connection ToolsIn a hybrid workplace, some mentoring sessions will undoubtedly take place virtually. Whether its Microsoft Teams, Zoom, Slack, or another communication platform, your mentoring program should highlight the available communication tools for these sessions to occur and ensure workers have access (and are equipped) to use those tools. Further, its important for mentors and mentees to discuss what form of communication or meeting mode they are comfortable with and will commit to. Establishing a standard is important in setting expectations for mentoring relationships to thrive.

Train ParticipantsA strong mentor and mentee should be able to discuss difficult issues productively and constructively. You can facilitate that success by training your mentors and mentees on how to approach sensitive conversations, especially regarding stereotypes, unconscious bias, and microaggressions. Providing resources around creating psychological safety in the workplace will help mentors and mentees be more intentional in their conversations.

Lead With EmpathyA fundamental tenet of inclusive leadership, and in turn, mentorship, is empathy. That requires participants to engage in active listening and a willingness to see things from the other persons point of view without making assumptions. W. Brad Johnson, professor of psychology in the department of leadership, ethics, and law at the United States Naval Academy, said leaders need to ask really good questions to understand their employees reality. If youre in charge of your organizations mentorship program, model this behavior by taking the time to understand what your employees need. Dont be afraid to ask for constructive feedback or suggestions or to make tweaks to your mentoring model if you discover its not serving your employees in the best way.

An inclusive mentorship program is an essential component of a successful hybrid workplace. Implementing these practices in your organization can help you build trust among your employees, improve a sense of belonging, increase employee satisfaction, and retain talent in todays competitive labor market.

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How to Build Inclusive Mentoring Programs for the Hybrid Workplace - ATD