To ensure a safe, productive, and respectful mentoring relationship across all sectors. Adhering to these guidelines creates trust, promotes personal and professional growth, and reduces misunderstandings or harm
Understanding both your mentor and mentees background, history and journey is essential to create a safe trusting relationship.
This protects both mentor and mentee from potential harm or risk.
Action: Create an intake form, to gather information, which helps build a picture on the mentee’s needs which allows the mentor to assess their ability to mentor.
Action: Ensure you have a confidentiality agreement which sets out the terms of your mentor/mentee working relationship.
Benefit: The more information you can gather on your mentee’s journey so far, the better you can support them. This process is the first part in building trust and encourages open and honest communication.
Creating a professional environment is essential. Mentors and mentees should meet in a place which is appropriate for both parties.
Action: Consider the spaces you will be using for mentoring and how the mentee may feel. Is the location appropriate to meet your mentee’s needs.
Benefit: Creating a safe and secure environment will help the mentee open up.
Having clear boundaries and expectations defines the scope and limits of the relationship.
Action: Discuss and document the frequency of meetings, communication methods, and desired goals and duration of the mentoring relationship.
Action: Communicate your values and expectations to your mentee from the onset of your relationship.
Benefit: Prevents misunderstandings and ensures professional conduct.
Creating an initial plan prepares both parties for a successful mentoring experience, setting each up for success.
Action: Ensure your mentee is clear on the process in which they will undertake mentoring sessions with you.
Action: Identify any challenges which may need further support or training.
Benefit: Identifies your mentees needs and sets out a clear process on how the mentoring relationship will work.
For organisations it may be useful to appoint a third party to coordinate the initial orientation to ensure that organisational standards and behaviours are met.
Clarify the support you can offer to your mentee, and clearly communicate and manage expectations.
Action: Schedule periodic reviews and reflections and if you have a mentoring program coordinator, mentors can bring up any challenges or concerns which may need to be resolved outside the mentoring contract.
Action: Identify how you will communicate and the frequency of support you can provide your mentee between sessions.
Benefit: Keeps the mentoring relationship on track, effective and manages expectations. By creating a safe and supportive environment, risks or challenges can be quickly and easily identified.
Safe communication channels are essential to ensure your mentee feels heard.
Action: Use and agree on the correct communication channels such as email, messaging platforms, or programme-approved communication tools.
Action: Ensure communication methods are secure and confidentiality is maintained.
Benefit: Prevents misuse of personal data and maintains a record of interactions.
Provides a safety net in case of urgent issues.
Action: Share basic emergency contact information and agree when and how this may be used.
Action: Within your organisation discuss with your programme coordinator how this information will be stored and who has access.
Benefit: Ensures quick response and support during emergencies.
Mentors should be vigilant in recognising signs of abuse or distress in their mentees and know the appropriate steps to take if concerns arise.
Action: Pay close attention to any changes in the mentee’s behaviour, mood, or appearance that might indicate a safeguarding issue. Trust your instincts and seek guidance if something doesn’t feel right.
Action: Create a list of support organisations (Local, National or Organisational) so you can quickly support your mentee.
Action: Consider your duty of care to your mentee at all times.
Action: Keep accurate records of any safeguarding concerns, including what was observed, actions taken, and outcomes. Reporting concerns promptly to the appropriate safeguarding officer or agency is essential.
Benefit: Ensures you and your mentee are kept safe at all times.
What other considerations may you need to investigate to ensure your mentee has a positive and safe mentoring experience?
Action: Every mentoring relationship is unique, from your own experience of mentoring and safeguarding:
a) What has worked in the past and why?
b) What didn’t work and why?
c) How can you further support your mentee to create a positive and safe mentoring experience?
d) Who do you know who can support you as a mentor in ensuring your safeguarding responsibilities are met?
Benefit: Continually assessing your mentoring approach and knowledge in regards to safeguarding, will allow you as a mentor to continue to grow and develop, a safe and supportive environment, which in turn will better support your mentee and future mentees.
By following this safeguarding checklist, mentors and mentees can cultivate a safe, effective, and rewarding mentoring experience.
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