Linklaters recently launched a new pilot initiative called “reverse mentoring”, intended to give senior leaders an opportunity to hear the perspectives and ideas of junior members of the law firm.
Reverse mentoring flips the traditional mentoring relationship model, with junior mentors sharing their personal experiences and insights with a more senior mentee.
“The purpose behind the initiative is for those in underrepresented groups to share their experiences with senior leaders and help shape the future of the firm,” Kate Richardson-Moore, head of talent and engagement at Linklaters in London, told China Business Law Journal.
“We’re approaching this with a completely open mindset, and so rather than seeking opinions on fixed topics, we might find that mutually beneficial conversations occur on a whole wide range of issues.”
Richardson-Moore said the initiative is open to lawyers and also those from business services, and conversations would take place either face-to-face or via telephone, video or Skype.
The programme first launched with the Linklaters’ partnership board, the firm’s governance body responsible for strategic and other major decisions. If it is successful, the pilot will be rolled out across other areas of the firm.
The reverse mentoring initiative is part of Linklaters’ diversity and inclusion programme. “Diversity and inclusion is integral to the firm’s strategy and so we place great importance on developing a better and mutual understanding of differences in cultures, values, motivations and skills of our people,” said Richardson-Moore. “Our senior leaders are keen to learn more about different perspectives in the firm and so we think that reverse mentoring is one way to help us do this.”