In today’s fast-evolving workplace, fostering equity, diversity, and inclusion (EDI) is crucial for organisational success. Mott MacDonald, a global engineering consultancy, has taken proactive steps to address EDI challenges within the sector through a unique Reciprocal Mentoring scheme. This initiative is led by Anna Sirmoglou, the UK and Europe Equity, Diversity, and Inclusion Manager, and has significantly contributed to building a more inclusive culture while developing future leaders. Anna joined us at our Diversity and Inclusion in Business Conference 2024. Her insights can be read below with the full video above.
The EDI Challenge in Engineering
Engineering, like many other sectors, faces a notable lack of diversity. Despite some progress, the industry remains male-dominated with underrepresentation of ethnic minorities, particularly in senior leadership positions. Furthermore, retaining diverse talent, especially women and those from marginalised backgrounds, remains a critical challenge. Mott MacDonald recognised these barriers and designed its EDI strategy to address them directly.
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Reciprocal Mentoring: A Two-Way Approach
Launched six years ago, the Reciprocal Mentoring scheme at Mott MacDonald offers a two-way mentoring approach. Unlike traditional mentoring, where a senior colleague mentors a junior colleague, reciprocal mentoring involves both parties serving as mentors and mentees. Junior participants, from ethnic minority backgrounds, LGBTQ+ individuals, and people with disabilities or neurodivergence, provide mentoring on EDI issues, while senior colleagues offer career guidance and development.
This mutual exchange allows senior leaders to gain deeper insights into the lived experiences of marginalised employees, fostering greater empathy and understanding. At the same time, junior staff benefit from career mentorship, gaining access to senior leadership, professional networks, and business acumen.
Benefits and Impact
The Reciprocal Mentoring scheme has delivered positive results for both EDI mentees and career mentors. Senior leaders who participate report improved emotional intelligence, openness to learning, and the ability to exhibit greater inclusive leadership qualities. The scheme also provides junior staff with a platform to discuss EDI issues within a structured, supportive environment, which builds confidence and encourages them to speak up.
For Mott MacDonald, the scheme has led to stronger employee engagement, increased retention of diverse talent, and the development of a more inclusive and equitable work culture. By creating direct pathways for diverse talent to progress and actively involving employees in EDI efforts, the company continues to build a diverse management pipeline.
Practical Implementation and Key Considerations
The scheme has evolved from manual matching of mentors and mentees to an automated system, making it more accessible and efficient. Advertising the programme internally is vital, as is ensuring strong leadership support and clear guidance for participants. Regular evaluations and feedback help measure the scheme’s impact and provide room for continuous improvement.
Confidentiality is also a critical aspect of the programme, ensuring that EDI mentors feel comfortable discussing personal or workplace experiences without fear of judgment or repercussion.
Achieve Long-Term Cultural Transformation
Mott MacDonald’s Reciprocal Mentoring scheme demonstrates how organisations can foster mutual growth by focusing on EDI. By addressing both leadership development and diversity, the programme is an effective strategy to build a more inclusive and successful workplace. The initiative has not only supported the career progression of marginalised employees but also enhanced the understanding and empathy of senior leaders, helping the company achieve long-term cultural transformation.
Other organisations seeking to build inclusive leadership and drive diversity should consider adopting a similar approach to foster mutual success and growth.
Inclusion, Diversity and Equality in the Workplace Conference 2024
Why Attend?
- Gain Valuable Insights into the latest trends, best practices, and strategies for promoting equality, diversity and inclusion (EDI) in the workplace
- Learn from expert speakers and industry leaders who will share their experiences and expertise in implementing successful EDI initiatives
- Explore innovative approaches to creating inclusive work environments that foster belonging and respect for all employees
- Acquire practical tools and resources to develop and implement robust EDI policies and practices within your organisation
- Network with like-minded professionals and exchange ideas, experiences, and best-practices for advancing EDI in various industries and sectors.
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