Abstract
This research explored a leadership training program called reverse
mentoring for inclusion where the inclusion skills of White leaders are
observed, and inclusion skills strengthened. The expectation is that
these White leaders, because of this reverse mentoring for inclusion
program, will produce more opportunities for BIPOC’s advancement:
increasing the hiring of BIPOC leaders, creating a safe space for BIPOC
employees and, ultimately, resulting in more BIPOC leadership positions
secured. This was a qualitative collective, bounded phenomenological
case study using authentic leadership theory that explored the
experience of reverse mentoring for inclusion for four participants
through semi-structured interviews. The research focused on the personal
experiences, challenges, and rewards of those that participated in the
reverse mentor for inclusion program; difference between the mentor and
mentee experience; and factors that contributed to the success of the
program. The three themes that emerged from the research were: (1) the
program was a positive experience, (2) relationship building and
establishing trust was essential and (3) participation in the program
created a sense of empowerment and ability to speak up. This research
showed that reverse mentoring, as an additional pathway, could be
combined with many other strategies globally, to positively impact the
demographics of leadership.