Mentoring and Diversity: An International Perspective

Mentoring the many faces of diversity UK

William A. Gray and Marilynne Miles Gray [10]

Since 1978, our guiding principle, when developing each mentoring programme, has always been: while a mentoring programme is designed for a targeted group of prot g s, it is important to remember that within the group are individuals, with different backgrounds, needs, goals and dreams within a unique corporate context. The programme must be designed to accommodate the individual differences within the same programme, and at the same time not lose sight of satisfying corporate needs and goals. Upfront planning and design using a collaborative approach ensures that the programme addresses everybody s diversity issues, as well as common issues.

While it is customary to focus on the visual differences, such as gender and race, we have also included the unseen differences that could potentially hinder or help a working relationship. We do not assume, for example, that diversity issues automatically arise from differences in race or gender. Indeed, these issues may stem from different working styles. Or from their different designations, such as labour, management, technical and nontechnical. In sum, we have learned, over the years, to address diversity issues very broadly and to stress the teaching of many kinds of diversity so that programme participants are enabled to more accurately deal with the differences when they arise in the workplace.

The following five brief case studies illustrate how we have provided different Corporate Mentoring Solutions for the many faces of...

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