With our diversity recruitment mentoring modules, we aim to reduce barriers, make hiring processes more inclusive, and strengthen the employer brand. In the mentoring sessions, your employees are connected with suitable talents from partner universities or other institutions who are currently looking for a job and are interested in your company as a potential employer. A mentorship allows you to get to know each other, introduce them to your industry and ideally prepare them for a potential job application. This gives you, as a company, the chance to get to know potential applicants even better and to make well considered recruitment decisions.
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Onboarding mentoring enables new employees to quickly learn about the company culture, internalize the DE&I values and support their new employers’ measures as well as talk about their role, expectations and goals. This ensures a smooth, structured arrival that makes employees feel accepted and understood. Our onboarding modules can be flexibly adapted to existing content and your typical onboarding duration.
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Our mentoring programs for targeted professional development support companies in developing employees of all or selected diversity groups in a targeted manner, increasing retention rates and avoiding the loss of valuable staff. In our mentoring sessions, mentor and mentee connect in order to share knowledge effectively, talk about developing new professional perspectives, agile ways of working, and how to deal with conflict situations. At the same time, all participants are being sensitized to the diversity of talent and inclusion in practice.
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We help you connect aspiring talents from all or selected diversity groups with experienced leaders from your organization to strengthen your current and future leaders. Together, these mentoring tandems address topics such as negotiation strategies, value-based leadership styles, team leadership, self-branding, networking and intercultural communication. At the same time, all participants are being sensitized to the diversity of talent and active inclusion.
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In this step, we distinguish between two target groups:
In our mentoring track for parents, fathers and mothers are connected with an experienced parent from their company before, during and after their parental leave and jointly address topics such as handover methods, work models, childcare and future professional positioning. In the course of the sessions, both also develop an individual strategy for returning to work.
Our transition mentoring supports employees who change departments or teams in handing over tasks as well as transitioning into a new professional stage.
The psychological wellbeing of employees is not a purely private matter - companies also bear responsibility. In addition to building a sustainable, appreciative relationship between mentor and mentee, strengthening personal resilience is at the heart of our mentoring. Positive attribution and the knowledge of one's own self-efficacy make it easier to deal with critical situations and thus ensure greater satisfaction in the workplace.
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higher promotion rates of minorities in companies.
higher retention rates for mentees and 69% for mentors - compared to 49% for non-participating employees.
higher probability of receiving a salary increase.
