About
Launched in 2022, the Pride Mentoring Program is a groundbreaking initiative and the first of its kind for 2SLGBTQIA+ communities in the federal public service. Developed by the members of the Public Service Pride Network (PSPN), this program was created in direct response to an expressed need for more relatable leadership and guidance in overcoming career barriers, as well as support in navigating workplace challenges, such as isolation and discrimination.
The six-month program runs annually from January until June, culminating in a celebratory graduation in July. Through structured mentorship, the program fosters connection, career growth, and empowerment, helping participants thrive both personally and professionally.
Steady Growth and Strong Participation
Since its inception, the program has seen remarkable growth:
- Cohort 1 (2022-23): 13 mentees, 13 mentors
- Cohort 2 (2023-24): 32 mentees, 30 mentors
- Cohort 3 (2024-25): 48 mentees, 46 mentors (ongoing)
This steady increase reflects not only the demand but the trust placed in the program by 2SLGBTQIA+ communities and our allies.
Here’s how the program works: we build two communities—mentors and mentees—and support them every step of the way. Mentors are executives and senior managers with multiple years of experience in the Public service. Mentees are Public service employees in the beginning or in the middle of their careers. We know that many executive and manager-level public servants want to give back as mentors but aren’t always sure how to start. That’s where we come in.
Empowering Mentors and Mentees
Before each cohort begins, mentors take part in a three-part orientation series featuring Deputy Ministers and senior executives, offering valuable insights into diverse leadership and mentoring styles. These sessions ensure mentors are equipped, confident, and ready to support their mentees effectively.
For mentees, the introduction of "Glow of Leadership" series in Cohort 2 brought monthly themed sessions that promote leadership development, peer connection, and open discussion on career and identity-related challenges. These experiences are designed to inspire growth and build community, fostering a strong sense of belonging from day one.
Building Meaningful Connections
At its heart, the Pride Mentoring Program fosters one-on-one mentoring relationships grounded in trust, empathy and mutual growth. To enhance these connections, Cohort 3 introduced a refined matching process, using mirrored application forms, a matching committee and tools to ensure the best possible mentor-mentee pairs. This thoughtful approach allowed us to accommodate every qualified applicant without turning anyone away, while creating impactful matches for all.
Participants describe the program as meaningful and transformative. Mentees often share that the mentorship experience helped boost their confidence, expand their network, and navigate their careers with a new sense of clarity and purpose. Mentors, in turn, find the experience as enriching and inspiring, often highlighting how much they, too, learned and grew through the process. The fact that many mentors return for future cohorts speaks to the program’s deep impact and long-lasting value.
Innovating with Job Shadowing
New in Cohort 3, job shadowing opportunities allow mentees to gain real-time exposure into leadership environments. Whether through observing meetings, attending events, or joining mentors in their day-to-day roles, mentees benefit from hands-on exposure to decision-making spaces and leadership in action..
The Pride Mentoring Program is more than a career development tool—it’s a movement toward inclusive leadership, meaningful connection, and lasting change in the federal public service.
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:
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- 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; and
- have a clear idea about their desired outcomes.
MENTORS are executives and managers from the 2SLGBTQIA+ community, willing to share their lived experiences and insights.
3. How does one apply for the Pride Mentoring Program?
Applications for cohort 3 of the Pride Mentoring Program are now closed.
Applications for cohort 4 of the program will be launched in fall 2025.
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 includes at least 6 regular 1:1 meetings between mentors and mentees, group sessions as well as a recommended but optional job shadowing experience. Job shadowing can take many forms and is decided by the mentor and the mentee together according to availabilities and desired outcomes. It can be as simple as inviting the mentee to observe a meeting between the mentor and their colleagues or stakeholders. Other ideas include participating together in a networking event, a conference or any other work event.
The 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 participating in a job shadowing experience with the mentor.
- Preparation for Mentoring Sessions: It’s essential to be in the right space for your mentoring sessions. Please make sure you are in an environment where you can focus and give your full attention.
- Feedback at the End of the program: We value your feedback on the mentoring program. At the end of the program, we request your input to help us improve and refine the program further. This should only require a short amount of time.
For MENTORS:
- 3 one-hour sessions with Deputy Ministers to get you ready and hear about different leadership and mentoring styles. These sessions are full of helpful tips and include a QA where you can ask questions.
- 6 one-hour 1:1 mentoring sessions with your mentee
- 2 hours for your participation in the mentee graduation ceremony
- 1-2 hours of shadowing experience for the mentee. Job shadowing can take many forms and is decided by the mentor and the mentee together according to availabilities and desired outcomes.
- 1 hour of paperwork
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.