www.sportgvp.eu Funded by the European Union. Views and opinions expressed are however those of the author(s) only and do not necessarily reflect those of the European Union or the European Education and Culture Executive Agency (EACEA). Neither the European Union nor EACEA can be held responsible for them (Project Number: 101133538). Using mentoring to increase diversity, equity, and inclusion Individuals from marginalised groups, such as those who are gender-diverse, racially varied, or have immigrant background, can benefit greatly from mentoring in a range of jobs within sport. Mentorship programmes for female athletes, coaches, and sport leaders, for instance, have long been acknowledged as a means of promoting gender equity, offering advantages such as enhanced communication, conflict resolution, and opportunities for professional growth (Banwell et al., 2019; Picariello et al., 2023; Swim et al., 2022). Similarly, it has been demonstrated that mentorship programmes help people of colour such as directors, coaches, and student-athletes. These advantages include leadership development and the provision of social, emotional, and informational support (Bimper, 2017; Carter & Hart, 2010; Joseph & McKenzie, 2022; Singer & Cunningham, 2018). More members of underrepresented groups may work and participate in the sport industry as a result of the advantages of mentoring, which include relationships, support, and opportunities for both professional and personal growth. Everyone benefits from greater diversity, equity, and inclusion, from enhanced creativity and innovation on the field or in the boardroom to setting an example of inclusive culture and standards for the next generation (The Sport Information Resource Centre. (2024, January 15). The power of mentoring in sports: Who, what, and how? | SIRC | Blog). What makes mentoring effective? Benefits for both the mentor and the mentee are not guaranteed by mentoring alone. Positive results require effective mentorship connections. According to research, a solid mentor-mentee relationship based on respect and candid communication is the foundation of successful mentoring (Sandardos & Chambers, 2019). Additionally, mentees often prefer mentors who share similar characteristics. With research showing better results when the mentor and mentee were of the same gender, same-gender mentors may also be a significant component of mentoring, particularly for women (Swim et al., 2022; Wasend & LaVoi, 2019; Watson et al., 2009). Building a successful mentoring relationship depends on the qualities of mentors, including being a guide, a supporter, a challenger, as well as being trustworthy and sincere (Carter & Hart, 2010; Hancock et al., 2017; Sandardos & Chambers, 2019; White et al., 2017). Ultimately, the mentors' experiences in both their professional and personal lives in sports further demonstrated the value of mentoring (Donoso-Morales et al., 2017). Practical recommendations Sport organisations and higher education institutions can derive the following practical recommendations for implementing effective mentoring programmes: 1. Develop strong mentor-mentee relationships: Emphasise open communication and mutual respect to establish meaningful connections. For example, organisations could establish dedicated time slots to facilitate regular meetings between mentors and mentees. 2. Focus on the pairing process: Foster an environment where mentors (sports professional, sports officers, etc.) can better understand the backgrounds and challenges of their mentees. Organisations could match mentors and mentees based on factors such as gender or shared life experiences. One approach could involve conducting surveys with potential mentors and mentees to gather relevant information about their backgrounds and preferences. 3. Build mentors’ attributes: Encourage mentors to develop strong communication skills, embrace emotional intelligence, and offer constructive feedback. For example, organisations
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