Reverse Mentoring Scheme

What is reverse mentoring?

Reverse mentoring turns traditional mentoring on its head. The reverse mentor is a more junior colleague who would mentor a more senior colleague. For example, a Black, Asian, or Minority Ethnic (BAME) or disabled colleague at a lower grade would mentor a colleague who is an Executive Director from a different ethnic group, or who doesn’t have a disability. They would accompany that Director to meetings, observe behaviours, and provide constructive feedback regarding issues and points that are observed from that junior member of staff’s personal experiences.

These may be born out of their lived experiences as a BAME or disabled employee. They will provide an insight into the difficulties and barriers they may have faced, with opportunities to explore how the more senior colleague could learn from and adapt their future leadership approach to ensure they are more inclusive and appreciative of the diversity of their workforce.

Programme Launch

We have scaled up the successful 1st BAME reverse mentoring cohort programme delivered across LLR during 2019-20. Our 2nd cohort programme seeks to expand the remit of the project to also address disability issues.

The 2nd cohort of the LLR Reverse Mentoring Programme was launched in March 2021, and 81 mentors /mentees have signed up across the system. Training has been delivered to mentors and mentees and we now have 41 matched mentors and mentee pairs. Monthly meetings between pairs are scheduled and two peer support meetings for reverse mentors have run successfully. We have also launched a new Reverse Mentoring Newsletter.

Who is it for?

 We are looking for a good cross-section of staff willing to be either reverse mentors or mentees. Reverse mentors would ordinarily be junior members of staff, however, this would be more junior than the person being mentored. The mentee could be any member of staff wishing to be reverse mentored. As long as the mentee is more senior to the person being mentored, anyone is welcome to apply.

A reverse mentor must be eager to support colleagues from across the LLR system. You must be able to help the reverse mentee discover their strengths and weaknesses in order to focus them on their own personal development specifically linked to inclusion.

As a mentee, you must be committed to the principles of reverse mentoring. Be willing to listen and understand the role of the reverse mentor.

In order to be accepted onto the programme you will need to meet the person specification and be prepared to become an active Reverse Mentor or Mentee for the LLR system in 2020/21.


Below we have links to some useful resources to use throughout the reverse mentoring process: