About
The Pride Mentoring Program, created in 2022, is the first of its kind dedicated to 2SLGBTQIA+ employees in the federal public service. Its primary goal is to nurture the next generation of leaders while fostering a stronger sense of unity within the community.
The program is unique because it builds on feedback received from PSPN members at all stages of their careers. Members are looking for relatable leadership support, ways to overcome barriers to career advancement due to sexual orientation and gender identity and advice on how to navigate other unique challenges of being 2SLGBTQIA+ in the federal public service (ie. feelings of isolation, discrimination, etc.). The program provides valuable insights for professional growth and career guidance through shared experiences, while nurturing a supportive community.
The program matches mentors and mentees from 2SLGBTQIA+ communities across various federal organisations. Over six months, it creates short-term relationships tailored to address specific challenges or develop targeted skills for the mentees.
This initiative underscores the Public Service Pride Network (PSPN)’s unwavering commitment to diversity, inclusion, and the professional development of its members.
FAQs
1. What is the Pride Mentoring Program?
The Pride Mentoring Program fosters a relationship between two people, with support from others, aimed at professional development and empowered community building. It is based on mutual respect, trust, and connection. PSPN members asked for relatable leadership support, ways to overcome barriers to career advancement due to sexual orientation and gender identity and for advice on how to navigate other unique challenges of being 2SLGBTQIA+ in the federal public service (ie. feelings of isolation, discrimination, etc.) This program has been developed around these needs.
The experience, insight and guidance provided by mentors can be invaluable to people at an earlier or stalled career stage and empowers them to identify and take next steps. The value of a professional relationship outside line management structures, often from a different part of the organisation or different organisation altogether, provides a confidential space for the mentee to freely discuss goals and objectives. In turn, mentors have the opportunity to develop their leadership and interpersonal skills, reflect on their own practice, and use their experience and expertise to support the development of others.
MENTEES will have an opportunity to acquire on-the-job experience shadowing their mentors, gaining insights into career progression, and as members of 2SLGBTQIA+ communities they will be empowered to create their own cohort community, build relationships, network, and share their experiences with their peers.
MENTORS will have the privilege of being mentored by deputy ministers in informal conversations aimed at sharing experiences during three "mentor the mentor" sessions.
These efforts collectively work towards building a resilient network of both mentees and mentors.
2. Who is eligible to participate in the Pride Mentoring Program?
The Pride Mentoring Program is designed for the 2SLGBTQIA+ communities in the federal public service.
MENTEES are employees who:
- are term or indeterminate employees (term employees must have an end date that falls after the conclusion of the program in July)
- have a minimum of three years’ professional experience with the federal public service
- are committed to driving their mentoring relationship by actively participating in meetings, networking events and training sessions (minimum of three hours per month)
- are open and eager to share and learn from others
- are able to articulate their desired outcomes
If you are not in an indeterminate or term position and are interested in becoming a mentee, don't hesitate to contact the PSPN. We welcome your involvement and enthusiasm for mentoring.
MENTORS are executives from 2SLGBTQIA+ communities, willing to share their lived experiences and insights.
3. How does one apply for the Pride Mentoring Program?
The call for application details will be shared in the PSPN Fall update. To receive updates, please contact the PSPN to join our distribution list.
4. When does the Pride Mentoring Program take place?
A new cohort of the mentoring program will launch each fall, with the mentoring relationship spanning from January to June of each year.
This timeframe provides six months for mentors and mentees to collaborate, address challenges, and work on skill development.
5. What does the structure of the Pride Mentoring Program entail?
Throughout the mentoring program, the PSPN provides direct support and oversees the relationships and programming.
The program’s structure is based on regular 1:1 meetings between mentors and mentees, as well as active participation in courses recommended by the Canada School of Public Service.
Other topics to be discussed could include, but are not limited to:
- coming out/being out at work;
- dealing with challenging colleagues and work environments;
- career planning and advancement; and
- professional development.
Additionally, mentees are strongly encouraged to engage with their cohort, meeting at least once a month to foster a sense of community and mutual support.
Feedback sessions are conducted both midway through the program and at its conclusion to gather valuable insights for shaping future cohorts.
Handbooks are also furnished to both mentors and mentees, offering comprehensive guidance throughout the program.
6. What is the time commitment?
The time commitment for both mentees and mentors in our mentoring program is designed to be manageable and flexible to accommodate busy schedules. Here's a breakdown of the time commitment for both roles:
For MENTEES:
- 1:1 Mentoring Meetings: Mentees are expected to commit up to 2 hours a month to meet with their mentor on a one-on-one basis. This commitment spans six months.
- Participation in mentorship activities: Mentees are encouraged to spend up to 2 hours a month on cohort-related activities. This could include informal meetings with your cohort, informal communication with cohort members throughout the month, and participation in suggested Canada School of Public Service courses.
- Preparation for Mentoring Sessions: Just like mentors, mentees should allocate time as needed to prepare for their mentoring sessions. The amount of time required will vary based on your mentoring goals and needs.
- Feedback at the End of the Pilot: We value your feedback on the mentoring program. At the end of the pilot, we request your input to help us improve and refine the program further. This should only require a short amount of time.
For MENTORS:
- Participation in Group Mentoring Sessions: While participation in group mentoring sessions is not mandatory, it is highly encouraged. These sessions typically require a time commitment of approximately 1 hour per session. There are three sessions scheduled during the mentoring program's duration.
- 1:1 Mentoring Meetings: Mentors are expected to commit up to 2 hours a month to meet with their mentee on a one-on-one basis. This commitment spans six months.
- Preparation for Mentoring Sessions: It's essential to dedicate some time to prepare for your mentoring sessions. The amount of time required will vary depending on your mentee's needs and your own mentoring approach.
- Feedback at the End of the Pilot: We value your feedback on the mentoring program. At the end of the pilot, we request your input to help us improve and refine the program further. This should only require a short amount of time.
Overall, the time commitment for both mentors and mentees is designed to be reasonable and flexible, allowing you to balance your mentoring responsibilities with your other commitments.