In October 2022, Moseley launched its MINDS mentorship program, an initiative designed to foster growth, development, and cross-disciplinary collaboration among employees. With a commitment to nurturing talent across various career stages, the program has seen remarkable growth, and as it steps into its second cycle, there’s a palpable sense of anticipation and enthusiasm among participants.
The program’s first cohort included 82 participants. Initially, the second cycle began with 77 participants. As the year unfolded, eight additional mentors and mentees seized the opportunity to join, bringing the total to 85 dedicated professionals eager to share and gain insights. The participation chart paints a picture of continual growth.
While the program boasts representation from architecture, engineering, interior design, CA, and administration, it’s still expanding to include participants from sustainability. Importantly, 19 participants are engaged as both mentors and mentees, playing dual roles that enrich their experience and the program’s robustness.
A glance at the demographic spread within the second cycle reveals a diverse mix of professionals, with 19 in the establishment phase, 7 exploring their path, a notable 34 in mid-career, 17 in late-career, and 9 not identified, reflecting our commitment to supporting employees at every turn of their professional journey.
At the heart of the program’s success is the careful pairing of mentors and mentees, overseen by Whitney Montgomery, the director of human resources, with the aid of the mentorship committee. This strategic matching is based on a thorough review of submissions to align goals, interests, and career stages, with an option for participants to request specific pairings.
We provide a comprehensive mentor toolkit, ensuring that anyone interested has the resources to succeed as a mentor, without any screening barriers. This openness has encouraged widespread participation, with one mentee from the first cycle now contributing as both a mentor and mentee in the ongoing cycle. Furthermore, 52 individuals from the first cycle have continued their mentorship journey into the second cycle, a testament to the program’s positive impact.
The program requires a minimum of one hour a month for one-on-one meetings and one hour per quarter for group sessions. With the advent of the second cycle, these group sessions have been redesigned to focus on specific topics, enhancing the learning experience.
To track progress and satisfaction, HR conducts surveys at six and twelve months. If a mentee’s needs are not met, they can request a new mentor, ensuring the experience is as beneficial as possible. Moreover, mentors and mentees set clear goals at the beginning of the cycle, outlined in a mentorship agreement.
Satisfaction rates from the first cycle’s surveys are a strong indicator of the program’s success, with 93.5% of participants reporting satisfaction with their involvement and 96.4% confirming the program met their expectations.
The Moseley M.I.N.D.S. mentorship program exemplifies the company’s dedication to the professional growth of its employees and the creation of a collaborative culture that spans all disciplines and career stages. As the program evolves, it continues to inspire, engage, and empower its participants, shaping a vibrant and supportive workplace.
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