The Hidden Power of Mentorship

Diverse employees—including LGBTQ+ workers, people with disabilities and those from different cultural or socioeconomic backgrounds—often face barriers to feeling included at work, according to new research from Boston Consulting Group (BCG). 

For all of these groups, BCG’s research has shown that being mentored can increase feelings of inclusion and engagement—and ultimately retention.

Strong relationships with colleagues, particularly mentors, are essential to fostering a sense of belonging. Building relationships not only helps employees connect with the organization's purpose, but it is also a huge driver in career advancement and outcomes. Mentorships can be critical to employees’ long term-success and to their experience of inclusion. 

Mentorship programs are an effective tool to boost workplace experience—with benefits for participants of all identities, according to BCG’s BLISS Index. In 2022, BCG  surveyed 27,800 employees across 16 countries and found that mentorship programs are highly effective in increasing an organization’s inclusion score, which the research found drives employee happiness, motivation and ultimately increased their retention.

Gabrielle Novacek, Managing Director and Partner at BCG, emphasizes that mentorship programs can be a powerful tool for promoting diversity, equity and inclusion (DEI) in the workplace.

“When employees have someone who cares about their experiences, who has their back and shows interest in their personal and professional growth, they feel more connected to their work and they are able to see a longer-term future for themselves in their career and company,” says Novacek. “Creating meaningful mentor-mentee pairings that lead to authentic and durable relationships doesn’t have to be costly. It’s about being thoughtful and intentional.”

It is critical that frontline managers and leaders across all levels of the organization take the initiative to mentor new and established workers. Mentorship is one of the most effective and least expensive ways to build feelings of inclusion in the workplace. Here’s what leaders should remember: 

• Mentoring connections do not have to be based solely on shared demographic identities, but rather can be based on authentic connections across any number of dimensions like common interests, professional goals or learning needs
• Leaders must consciously avoid placing additional burden on a small number of diverse individuals to carry the mentorship load. Serving as a mentor should be a widespread expectation, and one shared across leadership of the company. 
• Mentorship programs are a powerful tool for promoting diversity, equity and inclusion (DEI) in the workplace, creating a culture of caring and accountability, helping employees navigate their career growth and increasing long-term retention.
• Mentees have reported increased happiness and motivation at work, while mentors can give back and create a more inclusive workplace for all.

“Employees all have different backgrounds and experiences. Mentorship is effective because it’s custom-fit to the individual. When we look at the cost-benefit analysis of mentorship, it’s one of the best returns on investment leaders can make,” says Novacek.