Reciprocal mentoring for inclusivity: an opportunity for simultaneous individual learning and organisational culture change

Background Resident doctors from under-represented groups are known to be at higher risk of experiencing poorer relationships with seniors, more problems fitting in at work and differential attainment in career satisfaction and progression. The presence of a mentor during postgraduate training has been found to positively influence personal and professional development and can be an effective tool in tackling differential attainment. Reciprocal mentoring builds on the traditional mentoring model to create a partnership of colearning, where both junior and senior participants can benefit from each other’s lived experiences and insights. Aim To explore the role of reciprocal mentoring in promoting equity, diversity and inclusivity (EDI) and supporting personal and professional development among resident doctors and senior consultants in Scotland. Methods A 12-month pilot recruited 16 junior (resident doctors from under-represented groups) and 16 senior (senior medical educators) participants into 16 reciprocal mentoring pairs. Pairs were asked to arrange an introductory meeting followed by a minimum of four 60-minute mentoring meetings. The pilot team provided support via email and drop-in sessions and evaluated impact using online surveys. Results At an individual level, reciprocal mentoring was an enjoyable experience that had the potential to increase awareness of EDI issues within the workplace, encourage action to address these issues and support professional development. In this pilot, the positive impacts appeared to be more pronounced among senior compared with junior participants. Conclusions Reciprocal mentoring programmes can benefit both junior and senior participants through personal and professional development. Additionally, building connections between those at senior levels in an organisation and those from more junior and under-represented groups can help celebrate diversity and shape equitable and inclusive cultures within organisations.