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Mentorship

How to use mentorship to support social workers to increase confidence and competence.

Continuing professional development (CPD)

Who this resource is for

This resource is for:

  • leaders
  • managers
  • supervisors
  • practice educators
  • people planning and delivering continuing professional development (CPD)

Mentorship is crucial in social work; it can lead to many positive outcomes for practitioners and their organisations.

Mentors provide guidance, advice, and support to help social workers navigate challenges, develop skills, and gain competence and confidence in their roles. There are many advantages of mentoring schemes including: 

  • encouraging practical knowledge sharing about culture and practice  
  • promoting career development and support  
  • providing emotional support and resilience building 
  • modelling ethical behaviour  
  • building belonging to the profession and the organisation 
  • enabling diversity and inclusion  
  • supporting newly qualified social workers  

There are many models of mentorship, including: 

  • formal mentorship - when an experienced social worker provides one-to-one guidance
  • group mentorship - which involves a mentor guiding a small group of mentees simultaneously
  • informal mentorship - which occurs spontaneously within the workplace, where mentors offer advice, support 

There are three types of mentorship that may be particularly helpful for social workers.

Virtual mentorship

This model uses technology to connect mentors and mentees remotely, enhancing accessibility and flexibility for social workers across locations. It reduces costs associated with travel and logistics, making mentorship more affordable for organisations.  Virtual platforms support: 

  • regular communication 
  • knowledge sharing 
  • mentoring sessions 
  • continuous learning and professional development 

This approach allows social workers to access diverse expertise and perspectives, enriching learning experiences and promoting innovation in social work practice.

Virtual mentorship also enables networking beyond local or organisational boundaries.

It will accommodate evolving technological advancements and changing circumstances, such as remote work trends.

Reverse mentorship

Reverse mentorship, also known as reciprocal mentoring, involves less experienced individuals offering guidance and insights to more senior colleagues.

Unlike traditional mentorship, where the more experienced individual typically mentors the less experienced one, this approach draws on the junior worker’s specialised knowledge such as:

  • technology and digital skills
  • youth engagement and trends
  • advocacy
  • social media

It also promotes mutual learning and professional growth.

Reverse mentorship enhances cultural and inclusion competencies by exposing mentees to diverse perspectives, particularly from minority groups. It can improve engagement, experience, and retention.

While reverse mentorship has potential benefits, successful implementation depends on open communication, mutual respect, and a commitment to learning. This creates a more cohesive and collaborative workplace culture.

Matching mentors for diversity

Matching mentors for diversity at work involves pairing individuals from underrepresented groups with mentors who offer support, guidance, and opportunities for professional development.   

Key steps include setting clear goals, promoting volunteerism by highlighting the benefits for both mentors and mentees and celebrating success stories.

It is also crucial to ensure learning opportunities for both parties, and to use a matching system that considers their preferences and backgrounds.

Recognising the intersectionality of identities, including race, gender, ethnicity, sexual orientation, and disabilities, is crucial in making effective matches.  

Take care when implementing mentorship schemes to enhance equality, diversity and inclusion.

To mitigate these risks and enhance effectiveness, organisations should continuously evaluate and improve support networks, forums, and mentorship initiatives through co-design.

References

Deng, C., et al. (2022). How to match mentors and proteges for successful mentorship programmes: A review of the evidence and recommendations for practitioners. Leadership and Organisation Development Journal, 43(3), 386-403.

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The resources have been developed by Research in Practice in collaboration with DfE.
Published: 27 February 2025
Last updated: 27 February 2025