Today’s organisations must be able to capitalise on diversity – tapping into a multi-cultural workforce, managing the demands of an increasingly well-educated and experienced cadre of female managers and facilitating virtual teams and alliances in a global workplace.
By facilitating cross-group understanding and supporting disadvantaged or minority groups within an organisation, mentoring is emerging as a powerful method for encouraging organizational diversity.
However, mentoring within or between unique groups comes with unique problems. We outline some of the key lessons that have been learned thus far in “diversity mentoring”.
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