Reimagine Inclusion

MYTH 7We Need More People of Color in Leadership. Let's Launch a Mentorship Program!

After reviewing the most recent workforce metrics at a quarterly talent review meeting, a senior leader exclaimed, “We need more people of color in leadership. Let's launch a mentorship program!” She was excited about her lightbulb moment, trying to corral those in the room to back her idea. In the meeting, there was one leader of color, and me. He avoided eye contact with me as he continued to peck away at his keyboard.

“How do we think a mentorship program will help more people of color become directors and above here?” I asked, hoping to introduce another solution.

“Because we will mentor them, of course. We will share with them how we got to where we are in our careers,” she explained.

“Seems like a solid approach,” someone else chimed in, as he kept scrolling on his phone, waiting for the meeting to end.

“Who are we going to include in this program?” someone else asked.

“Oh, Black and Hispanic talent,” another leader bellowed from across the table. “Let's focus on those groups only.” Everyone else nodded and agreed as the meeting abruptly ended.

As he walked out, that leader approached me and said, “We have enough Asians here, probably even too many given how big we are. Just focus on Black and Hispanic.”

During the course of my career, I have observed that mentorship programs can often be the catch‐all, go‐to, and must implement solution to any talent issue your organization faces. Is ...