LLR Academy

We are delighted to launch our third cohort of the Reverse Mentoring programme for 2021/22.

There has been a great deal of interest across the Leicester, Leicestershire and Rutland (LLR) system, so this is exciting! You can access a video via the link below to find out more about the Reverse Mentoring programme.

We have had great success with the first two programmes running during 2019/2020 and 2020/21.

There is growing evidence nationally that appropriately done; this approach helps deliver some of the inclusion, leadership and culture change needed within the NHS and other local authority organisations. There is no doubt that our LLR wide programme has had a great impact. Please see the testimonials below as proof of the success of our programmes. The last programme had 82 participants, and we would like even more on board for the next programme.

The 2021/22 programme sets out to address race, disability and LGBTQ+ issues. However, we do encourage our reverse mentors to share their lived experiences across a range of equality characteristics that they may have. For example, a colleague may be female, have a disability and be from a minority ethnic background or be part of the LGBTQ+ community. This is a truly great opportunity for junior colleagues to share their lived experiences with senior managers to challenge preconceptions and tackle unconscious bias.

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) disabled or LGBTQ+ colleague at a lower grade would mentor a colleague who is an Executive Director from a different ethnic group, who doesn’t have a disability or may not be LGBTQ+. 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 and perspectives.

These may be born out of their lived experiences as a BAME, disabled or LGBTQ+ 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.

Applications are now open for staff across the health and social care system in Leicester, Leicestershire and Rutland (LLR) who want to be mentors and mentees.

Training is being planned for May 2022, followed by the programme for 6 months from June.

The closing date for applications is Friday 30th April 2022.

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 (Senior Managers, Executive Directors etc.) 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 help the reverse mentee discover their strengths and weaknesses 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 2021/22

If you would like to apply to the reverse mentoring cohort of 2022, please download the information pack and application form from the links below:

The closing date for applications is Saturday 30th April 2022.

Thank you, we look forward to welcoming you onto the programme.

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