Mentoring and Diversity

1st Edition

Authors: David Clutterbuck Belle Rose Ragins
Paperback ISBN: 9780750648363
Imprint: Butterworth-Heinemann
Published Date: 20th December 2001
Page Count: 320


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Organizations with a diverse workforce will have a leading edge in the New World economy. 'Mentoring and Diversity' illustrates the importance of mentoring as a proactive tool in diversity initiatives, and demonstrates how mentoring can be used to recruit, develop and retain a diverse and innovative workforce.

This book brings together new and innovative perspectives on diversity and mentoring relationships within a variety of international settings. 'Mentoring and Diversity' provides a unique blend of research and practice, and is an indispensable guide for any company that seeks to develop a more diverse workforce. It will serve as a fundamental text for practitioners interested in developing effective mentoring programmes and for researchers seeking to understand these critical and complex relationships.

Interviews, cases and qualitative data from a variety of international settings are used to support the models and theries developed in the text. These cases illustrate "diversity in action" in mentoring relationships, and provide guidance for developing effective mentoring programmes and diverse mentoring relationships in organizations.

The book is composed of four sections that reflect theory, research and practice:

  • An overview of the theory and research on diversified mentoring relationships, followed by an applied model of diversity in mentoring relationships.
  • Some empirically based and pragmatic observations of "best practices" that are used by diversified mentoring programmes in various international contexts.
  • A collection of international case studies of diversity in both mentoring programmes and individual mentoring relationships. These cases illustrate the challenges and benefits associated with diversity in mentoring relationships. Organizational cases are drawn from such companies as Procter & Gamble, Volvo an

Key Features

Demonstrates how mentoring relationships are a key tool for recruiting, developing and retaining a diverse workforce A comprehensive and practical book for anyone interested in diversity intitiatives and mentoring research Supported by organizational case studies from leading companies including Proctor & Gamble, Volvo and World Bank


HRD and Training Professionals; Members of Women in Management; Members of Mentoring Networks; Middle to Senior Managers.

Table of Contents

Preface: How to read this book; Gender and race in mentoring relationships: A review of the literature; Understanding diversified mentoring relationships;Definitions, Challenges & Strategies;Establishing and sustaining a formal mentoring programme for working with diversified groups; Building and sustaining the diversified mentoring relationship; What every diversity mentor should know about stereotyping; Individual case studies; Some further reflections by the mentor; Differences that make a difference: Common themes in the individual case studies of diversified mentoring relationships; Organisational case studies; Some key issues for diversified mentoring.


No. of pages:
© Butterworth-Heinemann 2002
Paperback ISBN:

About the Author

David Clutterbuck

Professor David Clutterbuck is one of Europe's most prolific and well-known management writers and thinkers. He has written more than 40 books and hundreds of articles on cutting edge management themes. Co-founder of the European Mentoring and Coaching Council, David also runs a thriving international consultancy, Clutterbuck Associates, which specialises in helping people in organizations develop the skills to help others. David is perhaps best-known in recent years for his work on mentoring, on which he consults around the world. David has been responsible for the implementation, monitoring, and evaluation of highly successful mentoring and coaching programmes in numerous organisations around the world, including Standard Chartered Bank, Goldman Sachs, and Nokia.

Affiliations and Expertise

Co-founder of the European Mentoring and Coaching Council, Visiting Professor at Sheffield Business School, UK, and Senior Partner of Clutterbuck Associates

Belle Rose Ragins

Affiliations and Expertise

Professor of Human Resource Management, School of Business Administration, University of Wisconsin-Milwaukee.


"Mentoring and Diversity explores two critical topics relevant to organizations of today and tomorrow. The additional focus on developing diverse mentoring relationships within a global perspective makes this book unique and its contribution significant. The individual case studies add a practical dimension to the text that will be useful for students, scholars and practioners. The review and critique of research on diversified mentoring relationships is first-rate." Audrey J. Murrell, Ph.D. University of Pittsburgh, The Katz School "Mentoring can serve as a great tool in gaining the business advantage especially when people interact from diverse backgrounds -- but only if the mentoring is done right. This excellent book teaches both the how and the why of mentoring. Belle Rose Ragins is America's leading academic expert on gender effects in mentoring, and David Clutterbuck, who consults to around the globe, is one of Britain's leading practitioners. Together they create the perfect trans-Atlantic marriage of theory and practice." Faye Crosby, Professor of Psychology,University of California Santa Cruz, USA. "This is a must-read book on diversified mentoring. It provides practical, real, cases of mentoring at two levels - the mentor-mentee pair and formal organizational programs in corporate, not-for-profit, and community sectors. Preceding the cases is the contemporary scholarly literature on mentoring and diversity, and following them is analysis drawing out the general principles to be learnt from programs that worked through to those that did not work. The organizational programs were at times designed specifically for diversified mentoring (e.g., race, ethnicity, sexual orientation, gender, disability, disadvantage, offending, mental illness, and other forms of diversity). In other cases, the programs were designed simply to be mentor