Women and minorities are more likely to say that mentoring is an essential aspect of their careers. Mentorship is critical for both groups, as they are more likely to experience impostor syndrome in the office – a nagging feeling that they don’t belong. However, just as diversity within an enterprise fuels innovation (and thus, drives growth), diverse mentors can provide women and minorities with unique viewpoints to the organization that help both groups advance professionally.
It also encourages these groups to form relationships and network with others who may not inherently understand their challenges, which can ultimately change the mentor’s perspective.
Read more at: the Forbes website
