One of the best corporate decisions made during my time overseas was establishing a mentor / mentee programme. We made all senior management take on mentees for several months.
We paired male managers with female mentees to ensure the unconscious biases are addressed. I took one mentee every year.
We then changed several hiring policies. Headhunters were required to source for candidates that included those who were out of workforce (males & females) due to break / family reasons
Few of them (mostly females) joined us after taking family breaks. Was a proud moment for us, that we were providing platform for good people to return. We had several males in other countries who benefitted too
Just goes to show that if we were open to more dynamic hiring policies, the talent pool is wider. Then create flexible working arrangements and measure performance based on output rather than attendance. Results were telling, we produced better results.
So if you’re in a position of influence, consider taking on mentees and imparting knowledge, guidance and wisdom. Small gesture that goes a little way in creating a good next layer of people, with right values
When I joined the industry, I was assigned a mentor. He was giving me feedback on my work, advising me on the firm / culture / people. Took care of me when I got into a hole (many holes as a young one starting out!).
I’m forever grateful. He taught me how to present to bosses, how to keep presentations short, concise and powerful. But an absolute clown outside work, which was great. I still keep in touch with him although both of us moved on
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