Mentoring is an on-the-job educational process that provides
opportunities for professional development, growth and support for both the
mentor, or teacher, and the mentee, or student, involved. Individuals planning
or advancing their careers receive information, encouragement, and advice from
their mentors, who are experienced in the career field of the mentee. Mentors
get a first-hand look at the mentees abilities while serving as trusted
counselors or teachers. Employees in the workplace benefit from the positive
dynamic created by all individuals involved in the mentoring process.
Why is Mentoring People with Disabilities Important?
Individuals with disabilities continue to face attitudinal
barriers in employment. The mentoring process can help break down employment
barriers by encouraging individuals with disabilities to take a more active
role in planning and pursuing their careers. Conducting mentoring programs
provides employers with access to new talent and an often underutilized
workforce. It also promotes greater awareness and understanding of disability
in the workplace.
Rod Holter, Director of Manufacturing for Cessna Aircraft Company,
describes mentoring people with disabilities as giving someone a chance
who may not have otherwise had the opportunity. Holter says, It is
the right thing to do.
What are the Benefits to your Business?
1. It is an investment in your future workforce.
Mentoring individuals with disabilities builds human capital.
Mentoring experiences prepare individuals for advancement by strengthening
their skills and providing them with confidence. Employers groom employees for
current and future positions. In todays labor market, this is an
advantageous strategy. Mentoring has to be one of the most important
aspects of any business because it builds your next generation of
employees, says Michael Dunbar, Vice President of Public Relations for
the Greater Columbus, Georgia, Chamber of Commerce. At Cessna, We have
had really good luck with the people we have mentored, and in todays
tight labor market, they really fill a void, Holter says.
2. It sends employees a message that you care.
Mentoring represents a commitment of time and energy to staff. It
demonstrates that a value is placed on professional development and growth.
According to Holter, Mentoring [people with disabilities] sends a message
to our other employees that the company really does care about people.
3. It creates positive attitude changes in your corporate
culture.
Numerous individuals who have participated in mentoring
experiences can attest to its impact on organizational culture. Mentoring
is an eye-opening experience for employers. In some cases, employers are not
sure how to deal with a persons disability. Once the employer starts
working with a person with a disability, he or she begins to see the
persons capabilities rather than the disability. The experience can also
have an impact on everyone in the office, says Donna Mundy, who is the
Florida High School/High Tech Program Project Director. Mundy adds,
Its a positive step for all concerned.
Promoting a greater appreciation of diversity in the workplace is
another benefit of mentoring. Dunbar notices that Mentoring individuals
with disabilities has helped our organization broaden its understanding of
disability. You learn that disabilities are not limiting.
Mentoring Tips
Anyone can be a mentor. It is important to have positive role
models, whether the individual has a disability or not.
Here are some suggestions for starting a mentoring program in your
organization.
- Make sure that you have senior managements support of
your program.
- Work with staff to ensure that they understand the concept of
mentoring and are committed to it.
- Hold training sessions for staff to make sure that they
understand the commitment they are making.
- Provide disability awareness training for staff who are working
with individuals with disabilities for the first time. Many people, although
happy to mentor, have questions about disability.
- Appoint a mentoring coordinator who can serve as a resource for
both the employee and the individual mentor within your organization (perhaps
someone from Human Resources).
- Provide incentives for people to both mentor and receive
mentoring. For example, hold special recognition events for individuals
participating in mentoring.
- Have the mentor and the individual being mentored agree on
expectations up front, including how long the mentoring will last and how
frequently meetings will take place.
- Encourage participants to work together on an individualized
development plan as a mentoring activity. Have the plan approved by all those
involved, including senior management. Individualized development planning
helps define expectations and the plan can be used to measure progress.
July 2000
Updated January 2005 |