Queen Mary, University of London Reciprocal Mentoring Scheme Information and Guidance Document

Reciprocal mentoring is a mutually beneficial partnership in which both participants learn from one another, hold each other accountable, and support each other’s professional development. Unlike traditional mentoring, it is a non-hierarchical relationship designed for the mutual exchange of knowledge, perspectives, and experiences.  

Reciprocal mentoring is increasingly adopted by organisations globally as a way to develop employees and broaden opportunities (Chen, 2013; Kram, 1983). It supports the development of shared understanding between participants and enables individuals to better appreciate the environments, challenges, and influences shaping each other’s roles. Importantly, neither perspective is prioritised; instead, both are integrated to enrich learning.  

This model also provides a practical framework for improving inclusion, enabling majority groups to better understand the experiences of colleagues from diverse backgrounds within the workplace.  

Research highlights several key benefits of reciprocal mentoring, including:  

• Attracting, retaining, and engaging high-performing staff   

• Enhancing employee skills and knowledge   

• Fostering a collaborative and inclusive working environment   

• Promoting diversity of thought and working styles   

• Supporting leadership development   

• Strengthening succession planning   

The Reciprocal Mentoring Scheme aims to support Queen Mary’s strategic EDI ambitions, as outlined in Strategy 2030 and the Culture & Inclusion Enabling Plan. The core objectives of the programme are;

Strengthen Inclusive Leadership and Awareness 

• Increase leaders’ understanding of diverse lived experiences 

• Promote inclusive and reflective leadership behaviours 

• Encourage open, two-way dialogue on inequality

Empower and Amplify Underrepresented Voices

• Provide a safe platform for sharing experiences 

• Support career development and access to senior insight 

• Enable colleagues to bring their authentic selves to work

Foster Mutual Learning and Relationships

• Build reciprocal mentoring partnerships 

• Encourage two-way learning and knowledge exchange 

• Strengthen trust and cross-level relationships 

Enhance Staff Experience and Belonging

• Improve inclusion, engagement, and connection 

• Enable honest cross-level conversations 

• Foster a supportive workplace culture 

Support Talent Development and Representation

• Promote progression of diverse talent 

• Demonstrate leadership commitment to development and sponsorship 

• Help address underrepresentation at senior levels 

As part of the pilot phase, 12 reciprocal mentoring partnerships will be established between Cohort 1 and Cohort 2 as cited below. 

Cohort 1 (12 participants)

Colleagues working in leadership roles (Senior Executive Team or those reporting to SET members)

Cohort 2 (12 participants)

Colleagues who identify as being from underrepresented groups, for example in relation to race, disability, gender, sexual orientation, or other protected characteristics.    Participants within this cohort can be from either academic or professional services background. We welcome applications from colleagues regardless of their grade/role to help ensure a breadth of perspectives and experiences.

 All participants will take part as QMUL Reciprocal Mentors, engaging as equal partners throughout the programme. Each individual will share and learn, contributing their perspectives, professional experiences, challenges and insights to build a mutual understanding around career development and progression in Higher Education based on their individual identities.  

Participants must commit to the full programme, attend mandatory training session/meeting, engage in reciprocal mentoring sessions and contribute to reflective learning.  

If applications exceed capacity, we will endeavour to explore alternative options outside the programme to support all applicants, such as Queen Mary’s Central Mentoring Scheme. 

The scheme reflects the university’s commitment to supporting the development of diverse staff and addressing the underrepresentation of colleagues from under-represented groups in senior Academic and Professional Services roles.  
  
AdvanceHE notes that higher education institutions thrive when they draw on the full talent of their communities and ensure equal access to opportunities. Lasting change therefore requires meaningful action to tackle inequality.  
  
A core strength of this scheme is its focus on reciprocal learning. It enables senior leaders to gain deeper insight into the experiences of diverse colleagues, while providing participants from under-represented groups with a platform to share their perspectives, aspirations, and expertise. This scheme brings together senior leaders dedicated to advancing equality and inclusion with colleagues whose diverse knowledge and lived experience enrich our community. 

The Reciprocal Mentoring Scheme focuses on three core strands;  

a) Setting goals: Collaboratively defining what each participant aims to achieve and developing a clear plan to reach those shared objectives.  

b) Mutual learning and sharing experiences: Fostering a safe, non-judgemental environment where participants can comfortably and openly share experiences, exchange knowledge, and navigate professional challenges together.  There is no requirement to disclose any personal information or experiences.   

c) Being your authentic self: Encouraging self-awareness and personal growth by creating opportunities for reflection, insight, and deeper understanding - helping participants explore their perspectives on both challenges and opportunities    
   
To enable these core strands, it is expected that participants will:   

• Have an openness to mutual learning by approaching the partnership with curiosity, respect, and a willingness to learn from each other’s perspectives   

• Bring trust, confidentiality and respect by modelling professional, respectful behaviour in line with Queen Mary’s values   

• Carry shared ownership and accountability by setting clear objectives, communicating openly, and taking joint responsibility for shaping the mentoring experience   

• Actively participate and commit to the programme by attending training, organising and participate in regular meetings, and engaging consistently throughout the scheme  

• Contribute reflection and feedback by reflecting on learning, providing constructive feedback, and contribute to improving the programme   

To ensure a meaningful and impactful experience for all participants, the scheme coordinators will conduct a measured application and matching process.

Application 

Applicants will complete a short online form outlining;  

• Their motivation for joining the scheme  

• What they hope to gain from the experience  

• The perspectives and lived experience they can bring to a reciprocal mentoring partnership  

Matching  

• Partnerships will be matched to create productive and mutually beneficial pairings  

• Decisions will be based on information provided in applications  

• We will seek to pair participants with mentors who can offer a range of relevant lived experiences  

• Applicants will not be matched where a direct reporting line or close working relationship exists, to support cross-institutional learning  

Application review  

After the deadline, applications will be reviewed and pairings confirmed by the scheme coordinators, supported by a member of the Human Resources Leadership Team and a Faculty EDI Lead.   

Notification of outcome 

• Once pairings are confirmed, participants will be notified and invited to the programme training session and launch event. 

If an applicant is not matched  

• Scheme coordinators and colleagues in Organisational & Professional Development will explore alternative mentoring options outside the scheme, where individual wishes to do so.  

Duration of Mentoring Relationship

Each mentoring partnership will last 6 months, beginning from the date of the first mentoring session. This is to provide participants with the time and space to build productive and meaningful mentoring relationships and achieve their individual development goals. 
 
To support participants feel prepared for their mentoring relationship, a training session will be included as part of the launch. This will be designed to prepare participants for their mentoring experience and will cover topics including;  

• Clarifying individual aims, objectives, and expectations for the programme  

• Maximising the value and impact of a reciprocal mentoring relationship and mentoring sessions  

• Principles of effective mentoring and reciprocal learning  

• Navigating power dynamics and working with colleagues at different stages of their career  

• Discussing potential challenges and identifying strategies to address them   

• Capturing reflections across the Reciprocal Mentoring Scheme journey  

The session will be designed to ensure all participants feel confident and well-equipped to begin their mentoring journey. It will also be an opportunity for mentors to meet other participants in the cohort.  
 

Meeting Format & Frequency

Once the mentoring relationship has commenced, participants are encouraged to meet regularly throughout the year. Participants will be expected to hold 6 reciprocal mentoring sessions (one hour long).  
  
Meetings can take place in person or online, depending on the preferences and schedules of the mentoring pair.   

 

Overview of Timeline & Key Milestones  

Milestone	Key information	Indicative Timing
Promotion and recruitment	The opportunity to participate is promoted across relevant channels. Eligible colleagues are invited to submit an application form within the application window	Tuesday 30 June – Friday 24 July
Matching process	Scheme coordinators review applications and match participants, ensuring balance, diversity, and alignment of development goals. All applicants are notified of outcomes and matched pairs are confirmed.	Monday 27 July - |Friday 31 July
Programme Launch	Participants attend one of the two launch sessions, which includes an introductory training session, briefing information and the first mentoring meeting. This event marks start of the relationship.     The scheme coordinators will work with participants to ensure they attend the same session as their reciprocal mentor.	Tuesday 22 September 13.00-15.30 & Wednesday 23 September 12.00-14.30
Mentoring Relationship	Mentoring sessions take place over next six-months following launch. Scheme coordinators will organise drop-in sessions during this time for ongoing support	September 2026 - March 2027
Mid-scheme review session	A formal review session is held mid-way through the programme for participants to share updates, learning and feedback with scheme coordinators	Mid-December 2026
Close of mentoring relationship	The pilot concludes, with participants invited to reflect on outcomes and provide feedback	31 March 2027
Evaluation of Scheme	Scheme coordinators produce an evaluation report summarising lessons learned, impact and recommendations for the continuation or expansion of the scheme.	Report Paper: April 2027

The Culture & Inclusion Steering Group will serve as the formal governance body responsible for overseeing the Reciprocal Mentoring Scheme pilot. The Group will monitor progress, review outcomes, and ensure that the scheme aligns with Queen Mary’s broader EDI priorities and strategic objectives.   

The scheme coordinators, Fathea Khanum and Michael Jannetta will be the primary point of contact for all participants. The scheme coordinators will;  
  

• Be accessible to participants throughout the duration of the programme  

• Provide ongoing support, guidance and communication opportunities  

• Facilitate informal drop-in sessions and review meetings to encourage reflection and share learning  

The scheme coordinators will also be responsible for monitoring progress and reporting to the Culture & Inclusion Steering Group. This will include producing both a mid-scheme update and a final evaluation report summarizing delivery, outcomes and impact, and identifying recommendations for the future development of the scheme.