| Mentoring & Sponsorship Programmes:

One way we help organisations develop the right skills internally is through the creation of customised mentoring and sponsorship programmes. All our programmes start out with a focus on mentoring. We help clients turn them into sponsorship programmes with the right pairings, self-reflection and training. At InclusIQ, we work with all of our clients to create mentoring programmes that have reciprocal value for both parties – the best way to make it sustainable, create empathy and to have impact on your inclusion goals.

We collect metrics, both before and after our Culture Club Workshops, to help you prove ROI.

Compared to their personal benchmarks beforehand, attendees felt better prepared to find and approach a mentor (62%) and turn them into sponsors (75%) after our event.

How we do it:

Programme construction: guidance on how to recruit, communicate and set goals for your mentoring programme.
Pairing of mentors and mentees: advise on how to make your internal matches based on the goals of the programme.
Training: guidance on best practice for mentors and mentees so both parties can have ‘curious conversations’ and make the most of the relationship.
Mentoring monitoring: check-ins with mentees and mentors to sustain the relationship and ensure mentors are gaining as much insight as they are giving.


  • Gives both partners confidence in how to make the most of their pairing and what to do when they hit challenges.
  • Widens the perspective of mentees and exposes them to senior stakeholders they may not have been able to access.
  • Provides insight for mentors on the experiences of junior staff they might not naturally ‘take under their wing’.
  • Creates empathy between both partners and enlarges the space for ‘curious conversations’.
  • Engages employees in creating an organisational culture that works for a wider range of talent.

Workshops on Mentoring and Sponsorship

With facilitated reflection and training for both partners, mentoring develops insights by inspiring the ‘curious conversations’ that move people forward. The InclusIQ Institute offers customised mentoring and sponsorship training focusing on reciprocal benefit. Reciprocity sustains the relationship and fosters the ‘sponsorship’ behaviours necessary to create sustainability, empathy and an inclusive culture.

We’ve designed two workshops: one for mentors and one for mentees.

Our workshops give both partners confidence in setting up the relationship, maximising the experience and handling any challenges. Both workshops aim to create chemistry within pairings. Just like our inclusive leadership series, Creating Inclusive Leaders for a Competitive Advantage each module uses a mix of interactive exercises, an InclusIQ Insights e-simulation tailored to the session’s content, case studies and published research.

Thanks to Jez Curnow at Timebase.tv- jez@timebase.tv

Module 1 Mentees: Making the most of mentoring relationships


In this session, ideal for mentees, we’ll look at strategies for:

• Identifying the desired skills & experiences before making an approach.

• Seeking a mentor outside the comfort zone and how to approach them ‘informally’.

• Focusing on reciprocity to sustain the relationship and increase the likelihood of sponsorship.


After this session, mentees will be able to:

• Take proactive control, rather than waiting for the fictional ‘perfect mentor’.

• Communicate better with mentors through follow-up and feedback.

• Seek more than one mentor for varied skills and to confidently ask for what they need.

Module 2 Mentors: Fostering future talent- moving from mentoring to sponsorship


After this session, mentors will be able to:

• Use practical questions tailored for the start, middle and ‘formal’ ‘end of pairings.

• Focus on listening and coaching, rather than just ‘telling’ in interactions with mentees.

• Better learn from the more junior staff they might not naturally ‘take under their wing’.


In this session, ideal for mentors, we’ll look at strategies for:

• Setting agreed expectations and keeping mentees on track to meet goals.

• Building the trust and chemistry needed to maintain these relationships.

• Receiving mentee feedback whilst holding both parties accountable for progress.