Patrice Gordon, director of commercial strategy development at Virgin Atlantic, told the ITT Conference in Istanbul that learning from more diverse members of the team is the secret to gaining fresh perspectives.
“Matching senior leaders with mentors who can provide a different view of the world, through age, ethnicity, sexuality or disability… is a tool for innovation, for removing barriers and increasing diversity,” she explained.
She cited the example of cosmetics brand Estee Lauder, whose chief executive oversaw a major reverse mentoring initiative to help older decision-makers better understand the culture and needs of the younger market they were creating products for.
Gordon, who is shortly to publish a book summarising her research into reverse mentoring, shared tips for making such partnerships work effectively.
She emphasised that reverse mentoring should only be undertaken as part of a comprehensive diversity, equity and inclusion (DEI) plan, and in an environment of psychological safety.
Business leaders should also take care not to become the mentor themselves, and must give credit to their mentor for any changes implemented or ideas developed based on their insight.
Small businesses that might not have colleagues from a suitably diverse background among their team can work with external organisations such as Women in Travel, Hospitality and Leisure, or Women In Travel CIC, to be connected with appropriate reverse mentors.
“But if possible, do look for voices from inside your own organisation, or there might be a temptation to think ‘it’s not like that [in our business]’,” she warned.
Reverse Mentoring: Removing barriers and building belonging in the workplace will be published in November 2022.
