top of page


Mutual Mentoring: Text
reverse mentoring.jpg

Organisations with ethnically and culturally diverse teams are 33% more likely to outperform peers on productivity, and diverse teams are 83% more likely to be associated with higher individual performance and innovation (Chapman, 2021)

We know that embracing diversity improves operations, organisational succession planning and employee retention. Business recognise the need for greater inclusivity within leadership positions.

I-Cubed’s mutual mentoring programme is a collaborative learning experience which benefits both participants. A process where two partners commit to developing a learning relationship where they are mentor and mentee, sharing different life experiences and perspectives. The pair are equal partners in the process of learning.

Designed to develop current leaders as well as future leaders, reciprocal mentoring seeks to improve racial and cultural awareness.

We focus on equality, equity, diversity, and inclusion by acknowledging that the power dynamic between mentors and mentees can influence how issues regarding race and inequality are addressed. One of the defining features of the mentor cohort is that they identify as being part of an underrepresented group and may be considered as having ‘less perceived power’ in comparison to their mentees. 


- Closes the knowledge gap

- Transcends boundaries that normally wouldn’t be crossed

- Engages employees, promotes loyalty and generates trust

- Empowers new hires to speak up

 - Promotes cultural appreciation

Mutual Mentoring: About
bottom of page