Offering mentorship
A strong mentorship program does more than develop skills—it creates a workplace culture where employees feel valued, supported, and connected. When mentorship prioritizes guidance, inclusion, and professional growth, it fosters an environment where youth with disabilities can navigate their role with confidence.
Why this matters
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I would like to work in an environment that fosters a culture of support, uplifts its workers, and promotes camaraderie.”
Employment Strategy for Youth with Disabilities Youth Survey respondent
Employers can help create a culture of camaraderie and empowerment by pairing youth with supportive mentors, encouraging open communication, and fostering collaboration. Investing in mentorship is a practical way to uplift employees, strengthen workplace relationships, and promote long-term success for individuals and the organization.
Mentorship strategies
A well-structured mentorship program helps employees develop confidence, gain new skills, and build meaningful connections in the workplace. Use these strategies and consider the questions to start creating an effective mentorship program.
Establish clear objectives
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Define the goals of the mentorship program, such as improving job skills, enhancing career development, and providing emotional support.
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Ensure these objectives align with the employee’s needs and the organization’s goals.
💡 Example
"Our mentorship program is designed to help new hires gain confidence in their roles. Over the next three months, mentors will work with mentees to improve job-specific skills, set career goals, and provide emotional support during their onboarding."
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What are the key goals of mentorship in your organization?
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How could mentorship support individual employees and your company’s long-term success?
Many accommodations cost nothing, and those that do typically cost less than $500.
Select suitable mentors
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Choose mentors who are experienced and knowledgeable, and also empathetic and patient.
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Consider pairing mentees with mentors with similar experiences or backgrounds, including those with disabilities.
💡 Example
"To ensure a strong mentorship match, we pair mentees with mentors based on shared interests, career paths, or lived experiences. For instance, if a mentee has a disability, we may match them with a mentor with experience navigating workplace accessibility and accommodations."
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What qualities should you prioritize when selecting mentors?
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How can you ensure that mentors are prepared to support mentees?
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Do you have enough mentors available?
Many accommodations cost nothing, and those that do typically cost less than $500.
Provide mentor training
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Offer training to mentors on how to effectively support and guide youth with disabilities.
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Include topics such as disability awareness, communication skills, and strategies for providing constructive feedback.
💡 Example
Mentor Canada’s Inclusive Mentoring for Persons with Disabilities course is a great example of a training resource to share.
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What training do your mentors need to feel confident in their role?
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How can you make training accessible and engaging for all mentors?
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Can you use existing mentorship resources or should you develop your own?
Many accommodations cost nothing, and those that do typically cost less than $500.
Create a supportive environment
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Foster an inclusive and supportive workplace culture where mentees feel valued and understood.
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Encourage open communication and regular check-ins between mentors and mentees.
💡 Example
"I want to make sure you feel supported and valued here. Let’s have regular check-ins to chat about how things are going. If you have any concerns, I’m here to listen and help however I can."
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What steps can you take to build an inclusive workplace culture where mentorship thrives?
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What barriers in your workplace might prevent mentees from feeling fully supported?
Many accommodations cost nothing, and those that do typically cost less than $500.
Set up regular meetings
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Schedule consistent meetings between mentors and mentees to discuss progress, set goals, and address any challenges.
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Use these meetings to provide guidance, share experiences, and celebrate achievements.
💡 Example
"Let’s set up regular meetings to discuss your progress and address any challenges. How about every other Tuesday at 10 AM? During these sessions, we’ll cover topics like:
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Progress updates: Review what you’ve accomplished since our last meeting.
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Goal setting: Set short-term and long-term goals.
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Challenges: Discuss any obstacles you’re facing and brainstorm solutions.
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Guidance and feedback: I’ll share my experiences and provide constructive feedback.
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Celebrations: Acknowledge and celebrate your achievements.
Does this schedule work for you? Feel free to suggest any other topics you’d like to cover."
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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How frequently should mentorship meetings occur in your workplace?
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How can you ensure meetings are structured while being flexible to meet individual needs?
Many accommodations cost nothing, and those that do typically cost less than $500.
Encourage skill development
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Focus on developing hard (such as technical abilities) and soft skills (such as problem-solving and interpersonal skills).
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Provide opportunities for mentees to take on new responsibilities and projects to build their confidence and competence.
💡 Example
"Let’s build your skills, like handling customer interactions, problem-solving, and managing the register. Next month, I’d love for you to take the lead on launching a new menu item. How do you feel about that?"
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What skills do you want mentees to develop through mentorship?
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How can you offer hands-on learning opportunities in a safe and supportive way?
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How can you track skill development and growth?
Many accommodations cost nothing, and those that do typically cost less than $500.
Offer resources and support
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Provide access to resources such as training materials, workshops, and networking opportunities.
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Ensure mentees know where to find additional support if needed, such as Employee Assistance Programs (EAPs) or counseling services.
💡 Example
"To help you grow, we offer training resources such as barista training videos, customer service workshops, and access to industry events. You’ll also have free access to online learning platforms and mentorship networking sessions. Let me know if there’s anything else that interests you!"
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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What mentorship resources do you currently offer, and where are the gaps?
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How can you make mentorship resources more accessible to employees with disabilities?
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What external partnerships (e.g., industry networking events) could enhance your mentorship program?
Many accommodations cost nothing, and those that do typically cost less than $500.
Evaluate and adjust the program
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Regularly assess the effectiveness of the mentorship program through feedback from both mentors and mentees.
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Make necessary adjustments to improve the program and better meet the needs of participants.
💡 Example
"Every three months, we check in with our mentors and mentees to assess how the program is going. Based on their feedback, we adjust mentorship pairings, meeting frequencies, or training topics to ensure we’re providing the best support possible."
Many accommodations cost nothing, and those that do typically cost less than $500.
💭 Reflection questions
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How can you gather meaningful feedback from mentors and mentees?
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How often should you review and refine the program to ensure its effectiveness?
Many accommodations cost nothing, and those that do typically cost less than $500.
More resources
Exploring mentorship opportunities for youth with disabilities is a great place to start, but building inclusive engagement and growth practices goes even further. These resources provide additional learning and support to foster retention and development for young employees with disabilities.
Further learning
For more information on inclusive hiring, explore the CanWork BC youth tool Employment Navigation workbook (PDF 3.1 MB). This resource can serve as a reference for further learning or be shared with youth to help them confidently navigate the hiring process.
Employment support for youth
Want to support youth with disabilities in their employment journey? Share our CanWork BC youth tool, an interactive platform designed to help youth with disabilities navigate employment with confidence. This resource empowers youth with disabilities by providing self-guided information, activities, and support.
Disclaimer
The content above is not a substitute for professional legal advice. Please refer to the included links or consult official legislation and resources for current and accurate information.
This resource is intended to help employers understand their rights and responsibilities when hiring youth with disabilities. It provides information on key concepts and directs users to relevant resources.