Cross-cultural mentoring

Advantages and aims of cross-cultural mentoring schemes... 

When considering the different aims of a cross-cultural mentoring scheme, it becomes clear that the mentors ought to be people who ... 

Johnson-Bailey, J., 8c Cervero, R. M. (2004). Mentoring in Black and White The intricacies of cross-cultural mentoring. Mentoring Cf Tutoring Partnership in Learning, 12(1), 7-21. 

Case study 3.7 illustrates a cross-cultural pilot mentoring scheme set in a Western company located in Borneo. It is interesting to note that this type of mentoring may be both more difficult as well as different to other programs. For instance, due to cultural variations, Malay mentees were not so comfortable with the focus on self-managed learning within developmental mentoring - mentors were expected to be much more proactive than in a European environment. 

Mentoring relationships have an even greater positive impact on career success for blacks than for whites. Both cross-race and same-race mentoring relationships provide career support. However, same-race relationships provide more psychosocial support and have shorter and easier initiation periods. Blacks tend to receive most of their mentoring support from other blacks, with other groups being less involved. There is also evidence that cross-race mentees are treated differently by mentors due to cultural stereotypes. 

The safety function is a specialized discipline, and as such you have knowledge and information that can be of benefit to the entire organization. As both a boundary spaimer and a central connector, you can become an essential Information Broker , (Cross, 2004) an information provider, mentor, resident expert, and advisor for the organization (Cross Parker, 2004). You are also a go between node who connects people in order to share information that is specific to the safety management system and the safety culture. For example, you have gathered information about a serious safety-related topic. You find a solution and transmit your findings to not just the affected employee or department but ensure that the information gets to other areas that have a similar exposure to the identified hazard. 

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