How Mentoring Supports DEIB in the Workplace

The focus on diversity, equity, inclusion, and belonging (DEIB) in the workplace isn't new, but recent years have amplified its urgency. Once a demand, DEIB is now central to studies and increasingly tied to company goals and metrics. 

Despite this, several companies struggle to make their employees feel like they authentically belong in the organisation. More than half of employees in Australia, Singapore, Canada, the UK, and the US quit their jobs during the Great Resignation of 2021 because they didn’t feel like they belonged in their workplace. Adding to the trend of quiet quitting in 2022, it’s no surprise that employees have felt a disconnect with their workplace.

Embedding DEIB in the workplace culture requires more than just implementing a policy. It demands intentionality, leadership, and an ongoing commitment from the senior executives of the organisation. If you would like to improve how your organisation adapts DEIB in the workplace, here are some tips on how this can be done organically. 

The Importance of DEIB in the Workplace

DEIB is more than a corporate buzzword—it’s a foundational element of a thriving, innovative workplace. By embracing diverse perspectives, ensuring equitable access to opportunities, and creating an inclusive environment where all employees feel they belong, organisations can unlock the full potential of their workforce.

• Diversity means welcoming people from different backgrounds, experiences, and identities.
• Equity ensures that everyone has fair access to opportunities and resources tailored to their individual needs.
• Inclusion involves creating a culture where every person feels valued, respected, and able to contribute.
• Belonging goes a step further, where employees not only feel included but also believe they can truly be themselves.

Organisations that prioritise DEIB create a workplace culture where employees are more engaged, creative, and motivated. This in turn leads to improved business outcomes, such as enhanced problem-solving, innovation, and retention rates.

How Organisations Can Implement DEIB Practices

Embedding DEIB principles in your organisation takes deliberate action at every level. Below are some strategies you can implement:

1. Create Inclusive Policies

Start by reviewing existing policies to ensure they promote inclusivity. This could include flexible work arrangements, accessible office spaces, and anti-discrimination guidelines. Inclusive policies set the tone for a workplace where diversity is celebrated, and everyone can thrive.

2. Diversify Leadership and Teams

Representation matters. Ensure that your leadership team reflects the diversity of your broader workforce. Diversify recruitment channels to attract talent from underrepresented groups. Consider partnerships with universities, communities, and networks that focus on diverse talent.

3. Offer Regular DEIB Training

Ongoing education is essential for fostering a culture of inclusion. Provide regular DEIB training for all staff, including leadership, to raise awareness about unconscious biases, privilege, and allyship. Encourage active participation and discussions to build empathy and understanding across the organisation.

4. Measure and Communicate Progress

You can't improve what you don't measure. Track key DEIB metrics such as representation, pay equity, and employee satisfaction with diverse or underrepresented groups through surveys and performance data. Regularly communicate progress to the organisation, celebrating successes and identifying areas for improvement.

5. Foster a Culture of Open Dialogue

Encourage open conversations around DEIB. This could be through employee resource groups, town halls, or anonymous feedback systems. When employees feel safe to express their thoughts and experiences, it creates an environment of trust and continuous learning.

The Role of Mentorship in Advancing DEIB

Mentorship is one of the most effective ways to support DEIB initiatives. As a mentoring platform, we’ve seen firsthand how connecting employees across diverse backgrounds can foster inclusion, equity, and belonging. Mentorship programs offer a structured yet personal approach to bridging gaps and building understanding across different perspectives.

1. Mentorship for Underrepresented Employees

Mentoring underrepresented employees ensures they have access to valuable insights, career development opportunities, and a strong support system within the organisation. This helps level the playing field by providing individuals with the guidance and resources to navigate potential challenges and grow in their careers.

2. Cross-Cultural Mentoring

Pairing mentors and mentees from different cultural, ethnic, or gender backgrounds allows both parties to gain deeper insights into experiences different from their own. This helps foster empathy, reduce biases, and promote a more inclusive environment. Program coordinators can strategically match mentors and mentees to create opportunities for cross-cultural learning.

3. Leadership Development

Mentorship is not just for junior staff. It can be a powerful tool for grooming future leaders, particularly those from diverse backgrounds. Establishing mentoring programs for leadership development ensures that high-potential employees, regardless of background, have the opportunity to step into leadership roles.

4. Creating Belonging Through Mentorship

Mentoring relationships help create a sense of belonging by providing employees with a trusted person they can turn to for guidance and support. Feeling connected to someone in the organisation strengthens the individual's sense of inclusion and belonging, which contributes to higher retention and job satisfaction.

Supporting DEIB Through a Mentoring Program

As a program coordinator, you play a pivotal role in the success of DEIB initiatives. Here’s how you can leverage mentoring to support these goals:

• Tailor programs to underrepresented groups. Develop targeted mentoring initiatives for women, people of colour, LGBTQ+ individuals, and other underrepresented employees. These groups may face unique challenges, and a dedicated program can provide specialised support.
• Encourage allyship. Promote mentoring across different groups to help employees become better allies. When mentors and mentees from different backgrounds come together, it creates opportunities to build empathy, awareness, and allyship.
• Gather feedback. Regularly assess the effectiveness of your mentoring programs by collecting feedback from both mentors and mentees. Ask specific questions around how mentorship has impacted their experience of inclusion, equity, and belonging in the workplace.

How Brancher Supports DEIB in the Workplace Initiatives

Incorporating DEIB into the fabric of your organisation is not just the right thing to do—it’s a strategic advantage. As a program coordinator, you have the opportunity to make DEIB a cornerstone of your mentoring initiatives, fostering a workplace where every employee feels valued, empowered, and supported. By prioritising mentorship as a tool for driving DEIB, you can create a more inclusive and equitable future for your organisation.

Mentoring doesn’t just build careers—it builds cultures where everyone belongs. Call us today to learn how we can help set up your mentoring program for your organisation.