BAME Mentoring Scheme

LSE's internal BAME Mentoring Scheme to support BAME (Black, Asian and minority ethnic) staff and the School's race equity initiatives. 

Mentoring is one person sharing their knowledge, skills and experience to assist others to progress in their careers

The Organisational Learning Team is working alongside EmbRace to improve race equity at LSE by supporting career progression and developing confidence in BAME* (Black, Asian and Minority Ethnic) staff. This scheme will support BAME staff to navigate the workplace with support from senior colleagues, either through 1-to-1 Mentoring or Mentoring circles.

The scheme will also support LSE's 2030 Strategy (Develop LSE for everyone)Race Equity Framework, Athena SWAN action plan and the Equity, Diversity & Inclusion Strategy 2017-2022. 

You can find a video from the BAME Mentoring launch event, held on 17th February 2021, here


LSE’s BAME Mentoring Scheme was launched in 2021 to support growth opportunities and career experience of BAME (Black, Asian, and Minority Ethnic) staff at LSE. The BAME Mentoring Scheme has been a collaborative effort between HR Organisational learning and the EmbRace staff network to provide a school-wide opportunity for BAME Staff to receive professional support from experts, be upskilled, and form a collective network of shared confidence and support.

The scheme offered two distinct types of Mentoring- 1:1 Mentoring and Mentoring Circles.

1:1 Mentoring involved gaining professional insight and recognising strengths and talents with the help of one-to-one consultation from a mentor.

Mentoring Circles, on the other hand focus on a group of staff members having regular interactions and conversations discussing their experiences, individual growth needs and shared values, all while being facilitated by a mentor.

Both mentoring pathways were focused on identifying changing needs, values, aspirations; and what's most important to mentees in relation to being a BAME member of staff.

Following a successfull 9-month pilot, the BAME Mentoring scheme shall be relaunching this Autumn term!

What does it involve?

Mentoring is one person sharing their knowledge, skills and experience to assist others to progress in their careers. Mentors are prepared to offer help as the need arises - within agreed bounds. Mentoring is more than ‘giving advice’, or sharing what your experience was in a particular area or situation. 

It's about motivating and empowering the other person to identify their own issues and goals, and helping them to find ways of resolving or reaching them.

There will be two Pathways on the scheme: Pathway A and Pathway B.

Pathway A: Mentoring Circles 

A mentoring circle involves a group of people learning, challenging and supporting each other whilst being led by a senior member of staff or a lead mentor.

Mentees will remain with the same circle which will be led by  the same two mentors (where possible), throughout the scheme. This will support building a relationship and trust within the group so members feel comfortable to share experiences and issues. This will also allow members to support each other throughout the duration of the scheme. 

Pathway B: 1-1 Mentoring 

Mentoring can provide individuals with role models and may be a means of providing information about career and training opportunities (internal and external).

It can widen support networks, provide motivation and can improve confidence. With developmental mentoring, a mentor will help you to develop your strengths and potential; and identify your changing needs, values, aspirations; and what's most important to you in relation to being a BAME member of staff. 

The scheme will include:

  • Training for mentors on both 1-1 mentoring and facilitating mentoring circles (if applicable).
  • An official launch event for a chance to network and meet other mentees and mentors on the scheme.
  • A meeting between mentee(s) and mentor every 4-6 weeks for an hour.
  • A celebratory, reflective social event towards the end of the mentoring relationship.

Expectations from Mentors

Mentors can:

  • Act as an impartial sounding board.

  • Create valuable space and time for you to reflect and review where you are now; where you want to get to, and how best to get there.

  • Contribute viewpoints, advice, and information from their own knowledge, experience and expertise.

  • Provide a confidential forum in which you can discuss any sensitive issues and devise solutions.

Mentors cannot:

  • Act on your behalf or make decisions for you.

  • Be a therapist or counsellor.

  • Intervene with your line of management and/or contact your line manager without your permission. 

What's in it for me?

As mentee:

  • Change/achieve your goals more quickly and effectively than working alone.

  • Helps build a network of expertise to draw on, benefiting both yourself and others.

  • Build self-confidence, and with a BAME focus reduce any feelings of anxiety tackling issues within the workplace.

  • If in the mentoring circles, hear from your colleagues regarding their experience, with fresh perspective and insight into LSE.

As mentor:

  • Mentoring is very rewarding. It can benefit your own skills, development and career progression.

  • Support the School's 2030 Strategy, Racial Equity Framework, Athena SWAN action plan and the Equity, Diversity and Inclusion Strategy 2017-2022.

  • It will be a chance to develop leadership and management skills; become a better leader and shape the leaders of tomorrow.

  • An opportunity to gain insight into wider organisational practices.

  • Opportunity to network and attend developmental workshops.

  • Renew focus on your own career development.

Am I eligible to be a mentee or mentor?

Mentees should identify as Black, Asian or 'other' ethnic background. You will also be a Professional Services staff member. 

Mentors should be a identify as Black, Asian or 'other' ethnic background and be a Band 5 or above. 

BAME Mentoring Scheme: FAQs 

Q.  Why is LSE launching a BAME Mentoring Scheme just for BAME Staff?

A. BAME staff are under-represented at senior levels across the School.

This scheme aims to address these inequalities by:

  • Supporting career progression and confidence in BAME staff
  • Support BAME staff with personal branding
  • Support BAME staff to navigate the workplace by having support from other/senior BME staff members
  • Support BAME networks within the School and sector
  • Building a toolkit to deal with real workplace issues i.e. inequalities, bias, microaggressions, racism

Q. Who can join the BAME Mentoring Scheme?

A. If you identify as a BAME member of staff, you can join the mentoring scheme as a mentee or mentor. You do not need prior experience as a mentor as training and support will be provided.


Q.Is the BAME Mentoring Scheme for PSS only?

A. The BAME Mentoring scheme is open to PSS, Research and Academic Staff members at LSE.


Q.How long will the BAME Mentoring Scheme last?

A. The scheme will be ongoing starting this Autumn term, subject only to mentor availability.


Q. Will training and support be provided?

A.Support will be provided throughout the scheme to both mentors and mentees by the Organisational Learning Team. This includes the matching process, relationship support, progress reports and periodic evaluations. 

Training will be provided for mentors on both 1-1 mentoring and facilitating mentoring circles.


How to apply

If you wish to be part of the BAME Mentoring Scheme as a Mentor or Mentee, please fill out the applicable qualtrics form:

Mentor Application Form

Mentee Application Form

To know more and for further enquiries, please contact the Organisational Learning Team to register your interest.


*A note on terminology
Black, Asian and Minority Ethnic (BAME) and Black and Minority Ethnic (BME) are umbrella terms used by the UK government and the Higher Education Statistics Agency (HESA) to refer to all non-white people. However, we recognise that these terms are problematic, in that they mask differences in lived experience and outcomes for many different ethnic groups. Improving our community’s understanding of these differences will be part of our work on race equity at LSE.