Global Head Inclusion & Diversity, Visa
In your opinion, what qualities make a “Moves Mentor”?
Mentors should truly be focused on uplifting and ensuring that they create space at the table for others to use their voice. Mentors should also think about how they can support others through coaching and authentic feedback that may not be provided in other places and spaces.
Additionally, mentors should have a genuine interest in the mentee’s goals and aspirations, as well as their challenges and struggles. Mentors should be willing to share their own experiences and insights, but also respect the mentee’s autonomy and agency. Mentors should be open-minded, supportive, and adaptable to the changing needs and expectations of the mentee. Mentors should also be able to provide constructive criticism, encouragement, and recognition to the mentee.
How does mentoring benefit the mentor? Career-wise? Intellectually? Spiritually? Socially? Any other “-allys”?
Mentoring benefits the mentor as it creates the space for continuous learning. Through mentorship, mentors are able to understand the unique challenges that mentees face which can help them provide the support they need but also improve their own leadership and communication skills. Mentors can also gain new perspectives and insights from their mentees, as well as expand their professional network and influence. Mentoring can also enhance the mentor’s personal satisfaction and sense of purpose, as they contribute to the growth and development of others. Mentoring can enrich the mentor’s career, intellectual, spiritual, and social domains, as well as any other areas of interest they may share with their mentee.
Some of the benefits of mentoring for the mentor are:
Career. Mentoring can help the mentor advance their career by developing their leadership, management, and coaching skills. Mentors can also demonstrate their expertise and credibility in their field, as well as increase their visibility and recognition within their organization and industry. Mentoring can also expose the mentor to new opportunities and challenges, as they learn from their mentee’s experiences and goals. Intellectual. Mentoring can stimulate the mentor’s intellectual curiosity and creativity, as they engage in meaningful discussions and problem-solving with their mentee. Mentors can also update their knowledge and skills, as they learn from their mentee’s perspectives and feedback. Mentoring can also foster a culture of lifelong learning and innovation, as mentors and mentees share best practices and resources. Spiritual. Mentoring can nourish the mentor’s spiritual well-being, as they align their values and purpose with their actions. Mentors can also experience a sense of fulfillment and joy, as they witness the positive impact they have on their mentee’s growth and success. Mentoring can also inspire the mentor to reflect on their own journey and aspirations, as well as appreciate the diversity and richness of life. Social. Mentoring can enhance the mentor’s social connections and relationships, as they build trust and rapport with their mentee. Mentors can also expand their network and community, as they interact with other mentors and mentees, as well as various stakeholders and groups. Mentoring can also promote the mentor’s social responsibility and awareness, as they support their mentee’s social and environmental causes and initiatives.
Should mentorship be a company requirement or a personal give-back?
Mentoring should be a personal give-back, not a company requirement. While mentoring can benefit both the mentor and the mentee in various ways, it should not be imposed or enforced rather, it should be a voluntary and mutual decision between the mentor and the mentee, based on their goals, interests, and compatibility.
To uphold trust and rapport – which are essential for a successful mentoring relationship – it’s important to offer diversity and choice of mentors and mentees both inside and outside the organization or across different fields and sectors. Therefore, mentoring should be a personal give-back, motivated by the mentor’s genuine desire to share their wisdom, experience, and skills with someone who can benefit from them.
What is your mentorship method? Do you prefer a more hands-on or laidback approach?
My mentorship style varies based on the type of alignment that my mentee needs. I have mentees that are new to their careers, have been in their careers for 15+ years, and everything in between. As a mentor it is important for me to meet my mentee where they are and support them however they need me most in the moment.
Some of the methods I use in my mentorship are:
– Asking open-ended questions that challenge and encourage my mentee to think critically and creatively about their goals, challenges, and opportunities.
– Providing constructive feedback that highlights my mentee’s strengths and areas for improvement, and offering specific suggestions and resources for further learning and development.
– Sharing relevant stories and examples from my own career journey, including successes, failures, and lessons learned, that can inspire and guide my mentee in their own path.
– Listening actively and empathetically to my mentee’s concerns, frustrations, and aspirations, and validating their emotions and experiences.
– Celebrating my mentee’s achievements and milestones, and acknowledging their efforts and progress. Depending on the situation and the preference of my mentee, I can adopt a more hands-on or laidback approach in my mentorship. A more hands-on approach involves setting clear expectations and goals, providing regular and structured guidance and support, and monitoring and evaluating my mentee’s performance and outcomes. A more laidback approach involves giving more autonomy and flexibility to my mentee, providing occasional and informal advice and assistance, and trusting and respecting my mentee’s decisions and actions. I believe that both approaches have their merits and challenges, and the key is to find a balance that works best for both me and my mentee.
Given the evidence that successful mentoring increases the bottom line, should any responsible five year corporate strategy include a detailed plan and budget for mentoring complete with an official position for a mentoring director and regular progress reports to the board.
Every corporate strategy is different. It is important that companies look at data to determine what their employees need. They should assess based on their employees’ feedback whether or not a mentoring program is required and at what period. I believe that mentoring can be a compelling engagement strategy for companies that prioritize career development and mobility. However, having a detailed plan and budget for mentoring may not be sufficient or necessary to ensure its effectiveness and sustainability. There are other factors that need to be considered, such as the organizational culture, the leadership support, the employee engagement, and the alignment of the mentoring goals with the business objectives. Moreover, a mentoring program should not be rigid or static, but rather flexible and adaptive to the changing needs and preferences of the mentors and mentees. Therefore, I would suggest that any responsible five-year corporate strategy should include a clear vision and commitment for mentoring, a regular assessment and evaluation of its outcomes and impacts, and a continuous improvement and innovation process to make mentoring more relevant and responsive to the diverse and dynamic workforce.
“In the nineteenth century, the central moral challenge was slavery. In the twentieth century, it was the battle against totalitarianism… in the 21st is century the paramount moral challenge will be the struggle for fairness and gender equality around the world.” * Why is gender equality even a challenge, especially in the ‘enlightened’ western world?
Gender equality is a goal that requires overcoming the long history of patriarchy and sexism that has influenced the social norms, institutions, and power structures of many societies. While progress has been made, women still encounter discrimination, harassment, violence, and oppression in various forms and domains. Some of the factors that hinder this goal are the gender stereotypes and biases that restrict women’s choices and opportunities, the underrepresentation and marginalization of women in decision making and leadership roles, the unfair allocation of resources and responsibilities between men and women, and the opposition and hostility from those who benefit from the status quo or fear change. Gender equality is not only a matter of justice and human rights, but also a condition for sustainable development and peace.
Can mentoring be a major contributing factor in making gender inequality a thing of the past? By passing on personal anecdotes and with the benefit of past experience, can the mentor significantly effect equality and diversity in the workplace (and in broader society)
Mentoring can be a major contributing factor in making gender inequality a thing of the past, because it can empower women to overcome the barriers they face in their personal and professional development. Mentoring can provide women with role models, guidance, support, feedback, and networks that can help them advance their careers, pursue their goals, and balance their work and life responsibilities. Mentoring can also help women develop their confidence, skills, and leadership potential, which are often undermined by stereotypes and biases.
Moreover, mentoring can foster diversity and inclusion in the workplace and in broader society, by creating spaces for dialogue, learning, and collaboration across different groups of people. Mentoring can help bridge the gaps between different generations, cultures, backgrounds, and perspectives, and promote mutual understanding and respect. Mentoring can also help challenge the dominant norms and narratives that exclude or marginalize women and other minority groups, and create new ones that celebrate and value their contributions.
I think mentoring is a powerful tool that can have a significant effect on progression in the workplace and beyond. Mentoring can enable women to be seen, heard, and validated for their experiences and abilities, and to learn from others who can inspire and support them. Mentoring can also contribute to creating a more diverse, inclusive, and equitable culture and society, where everyone can thrive and reach their full potential.
Was there a defining moment or experience in your life that led you to where you are today? What was it?
One of the most important moments in my life was when I got amazing help from a group of women in high school as I was preparing to go to college. These women helped me by finding scholarship opportunities, tutoring for my SATs, and coaching as I was starting my first year in college. This moment showed me how valuable and essential it is to have a community of people who are willing to support and encourage me to achieve my goals. It also made me feel responsible for doing the same for others when I had the chance to do so.
What do you think is the number one action we as a society can take for women’s power and equality? (e.g. affirmative action?)
I think the number one action we as a society can take for women’s power and equality is to listen to women. To allow them to continue to have a voice and say as we continue to build a future where women equality is a norm. Listening to women means respecting their opinions, experiences, and perspectives, and recognizing the value they bring to every domain of life. It also means creating spaces and opportunities for women to share their stories, insights, and solutions, and to collaborate with others who support their vision. Listening to women is not only a matter of fairness and justice, but also a source of innovation and inspiration.
What is the best piece of advice you’ve ever been given?
The best piece of advice I’ve ever been given was to treat everyone with respect. This simple but powerful principle has guided me throughout my personal and professional life, and has helped me to build positive relationships with people from different backgrounds, cultures, and beliefs. Treating everyone with respect means acknowledging their dignity and worth as human beings, and being mindful of how my words and actions affect them. It also means being open to learning from others, and appreciating the diversity and richness of humanity. Treating everyone with respect is not only a moral duty, but also a way of fostering mutual understanding and cooperation for the common good.
If it is true that whenever women are involved in any one aspect of life – domestic, business, recreation – the empirical evidence shows that activity is enhanced in a real and tangible way, why is there such fierce resistance to this female influence?
I think the root cause of the resistance to this female influence is the lack of awareness and education about the empirical evidence and its implications. Many people may not be exposed to or interested in the research and data that support this claim, or they may dismiss it as biased or irrelevant. They may also have ingrained assumptions and beliefs that contradict this evidence, such as the idea that women are inherently less capable or suitable for certain roles or tasks. These assumptions and beliefs may be influenced by culture, media, or personal experiences.
Who do you most admire? Why?
My mother. She is my ultimate role model. She has always been the most kind and considerate person that I have ever met along with her ability to overcome and not let her past limit her future. She is always finding ways to help others and improve their lives and is truly one of my greatest blessings on earth.
