Embedding reverse mentoring in Wiltshire County Council

Reverse mentoring is when a junior colleague mentors someone in a more senior role, however, the process can be mutually beneficial. At Wiltshire Council we recognise the benefit of reverse mentoring and have promoted and embedded it across the whole council.

In line with our identity and our inclusion strategy, we primarily use the reverse mentoring process to promote matters around equality, diversity and inclusion (EDI). Reverse mentoring can cover a range of topics; discussions tend to be around lived experiences in the workplace, this may include positive areas of inclusive practice, identifying barriers to inclusion, reflecting on the impact of current affairs, and more. 

During the application stage we ask mentors to say what they feel comfortable sharing in regard to their protected characteristics, as well as identifying any areas that they do not wish to discuss. This is important as we recognise that some lived experiences may be traumatic, and people may not feel comfortable discussing them. Mentees are asked to select areas where they would like to learn more. Some examples are:  

• Male senior leaders wanting to find out more about being a woman in the workplace. 
• Managers wanting to understand how they can be more inclusive of neurodiverse staff. 
• How do we attract and retain a more ethnically diverse team? 
• Wanting to learn more about trans terminology. 
• The experience of being a carer in the workplace. 
• The experience of being a veteran in the workplace. 

We then match mentees with relevant mentors. 

All participants receive training before starting the reverse mentoring programme. Training includes elements of cultural competence and communication styles. We also discuss how the reverse mentoring process is not just a conversation. There are many tools available to support awareness and understanding. Some of the methods we promote are shadowing opportunities, attending training or a conference together, roleplay, and collaborating on projects and tasks. Conversations can happen over a board game or activity to reduce tension or pressure as relationships and trust develops.  

After the training session, mentees and mentors are able to start the programme. They are given six months to complete the programme, but the length and frequency of meetings is led by the individuals to suit their needs. An agreement is signed by both parties to ensure confidentiality and mutual respect. Peer support sessions are available to drop in to share feedback and ideas throughout the programme. A digital platform to allow peer discussion is also available. Alongside this, there is a web page offering a range of resources to support both parties. 

There are many benefits to reverse mentoring. It allows senior leaders to reflect on their practice and reduces biases in decision making. It can be empowering for all staff by creating a safe space to gain honest and relevant feedback to drive significant change. Having previously participated in the programme three times as a mentor, Sophie has seen the impact it can have. Mentees were pro-active in their learning and would often come back and share how they had used previous discussions to implement a new idea or incorporate EDI into their regular team meetings, Heads of Service forums and Corporate or Extended Leadership Team meetings.

Reverse mentoring puts inclusion even higher on the agenda and gives an opportunity for those in non-leadership roles to develop their strategic thinking and shape practice. Reverse mentoring is now a core part of Wiltshire Council’s EDI learning opportunities, with an increase in applicants every year.  

For those looking to introduce a reverse mentoring programme, conducting a pilot with a small group can be beneficial. Consulting with staff networks, senior leaders, and capturing the voices of employees can help reflect the needs of the organisation and establish the purpose of your reverse mentoring programme. Equality monitoring data and an employee engagement survey will also help support with this. It’s important to ensure there are plenty of opportunities for staff to communicate their experiences on the journey and act on feedback to shape the programme. Additional training around cultural competence and unconscious bias can be valuable either alongside or built into the programme. 

Overall, reverse mentoring is a great way to break down barriers and misconceptions, benefitting individuals and the organisation in terms of staff morale and engagement, supporting the exchange of knowledge, experience and skills for both mentors and mentees.