Reflecting on January’s National Mentoring Month, Dr. Rebecca Swann-Jackson, Associate Research Manager at the Institute for Families and member of the School of Social Work’s (SSW) IIDEA Committee, interviewed Carmen Castro, Assistant Director of Business Services, who designed and leads the SSW Staff Pilot Mentoring Program. Carmen has previously supported the Faculty Diversity Collaborative in the Rutgers Office of University Equity and Inclusion. Carmen shares her perspectives on mentoring and its importance to the SSW community.
What is the significance of National Mentoring Month for you?
National Mentoring Month for me is about raising awareness about the importance and value of mentoring. It is also a time to celebrate those who have served as mentors, both formally and informally, in our lives. Mentoring is a powerful tool for fostering personal and professional growth on an individual level. However, it is also an opportunity for organizations to help build community in a way that is meaningful and impactful to its culture as a whole.
How can the social work community recognize and commemorate National Mentoring Month?
The social work community can commemorate National Mentoring Month by advocating for mentoring opportunities for populations that can benefit from such experiences. They can also use this time to share success stories of positive mentoring experiences, highlight the incredible work mentors are doing to support mentees, and encourage people to consider being mentors to students or colleagues. A mentoring relationship is mutually beneficial. Mentors and mentees come away learning new perspectives, increasing their connections, and enhancing their leadership skills. This is a great time to amplify that in the community.
Tell me about the staff mentoring program. What are your goals of this initiative? Why is this work meaningful for you?
The staff mentoring program is an initiative that is especially important to me. It is one of the reasons I wanted to join the School of Work because of its commitment to staff development. The pilot program aims to provide professional development opportunities for our staff, build community among our staff colleagues, and foster collaboration and connection. It is a nine month mentoring experience in which participants meet monthly with their partners as a core activity. Other components of the program include orientation, mentor training sessions, check-ins, workshops, and a completion ceremony. There are structured and unstructured activities that I believe work well. I am excited to get feedback on this initial pilot from our program participants.
This work is meaningful to me because it can be quite impactful for the growth and development of our staff. I benefitted from receiving informal mentoring and it was invaluable in my personal and professional journeys at the time. Mentoring is a powerful tool that offers us the ability to self-reflect, reassess, and proceed with intention. My goal is to be a catalyst for creating these same opportunities for our colleagues.
What can the social work profession or social workers do to continue to support individuals for National Mentoring Month beyond the month?
Social workers can promote mentoring all year round by advocating for mentoring initiatives and other support systems within their organizations and communities. They can also use their expertise to support learning and development aspects of mentoring programs, such as sharing resources or facilitating workshops on leadership and relationship-building skills. Social workers can also help build strong networks of support across their various spaces. Developing healthy and positive mentoring relationships is key to successful experiences. The social work profession is well-positioned to effectively support mentoring initiatives in myriad ways.
What resources or scholars do you recommend for others who want to learn more about mentoring?
Here are three scholars in the mentoring space who are pivotal to this work:
- Kathy E. Kram - Boston University
- Kathy E. Kram is a prominent scholar in the field of mentoring, known for her work on developmental relationships in the workplace. Her book, Mentoring at Work: Developmental Relationships in Organizational Life, is considered a foundational text in mentoring research.
- David A. Thomas – Morehouse College (previously at Harvard)
- David A. Thomas has extensively researched mentoring, particularly in the context of diversity and inclusion. His work often explores how mentoring relationships can support career development for underrepresented groups. Read his Harvard Business Review article: “The Truth About Mentoring Minorities: Race Matters.”
- Belle Rose Ragins – University of Wisconsin-Milwaukee
- Belle Rose Ragins is known for her research on mentoring and diversity. She has co-edited several influential books, including The Handbook of Mentoring at Work: Theory, Research, and Practice, which provides comprehensive insights into mentoring practices and their impact.
This story was created in partnership with Rutgers School of Social Work's Inclusion, Intersectionality, Diversity, Equity, and Advancement (IIDEA) Committee.
