Mentorship: The underused DEI superpower 

It’s often said that insurance is a relationship business — a truth that applies as much to employees as it does to clients. Many brokers can recall a conversation when a manager offered encouragement, or a trusted colleague shared career advice. These moments stem from strong connections. 

While informal mentorship interactions are valuable, they’re often inconsistent and some individuals in the organization miss out entirely. 

That’s one reason mentorship shouldn’t be left to chance. By creating formal mentorship programs, brokerage leaders can ensure everyone has access to support. When done intentionally, mentorship is an impactful tool to advance diversity, equity, and inclusion (DEI) by creating opportunities for underrepresented talent and supporting career growth. 

Mentorship contributes to DEI in several key ways. It offers personalized guidance that helps mentees develop new skills and build confidence. This can be especially beneficial to people from diverse backgrounds who may encounter additional barriers in the workplace. In addition, having role models in senior roles who share similar backgrounds can be inspiring and motivating for mentees. Mentorship also expands professional networks, increasing mentees’ visibility and opening new opportunities.¹

Importantly, mentorship programs can also help organizations mitigate bias. Workplaces often unconsciously favour employees who reflect leadership’s background, but mentorship helps to overcome this blind spot.² 

How brokers experience the benefits of mentorship

Many brokers see the value of mentorship in their own careers. According to Canadian Underwriter’s 2025 DEI Survey, sponsored by Sovereign Insurance, 65% of brokers are involved in mentorship (as mentor or mentee). 

Among those who have been mentored, 100% say they have benefited from the experience. The top-cited benefits are gaining new skills and knowledge (85%), problem-solving strategies (81%), and perspectives and insights from experienced colleagues (79%). This shows how mentorship not only supports individual growth — it also transfers valuable knowledge from senior experts to the next generation, strengthening the insurance industry. 

Mentees also report gaining personal confidence (70%), motivation and inspiration (64%), and emotional or practical support through challenges (60%). 

The survey also highlights the importance of mentorship in talent retention. Nearly one third (31%) of brokers say they have left or considered other employment opportunities because of a lack of mentorship. 

How to bring structure and intention to mentorship 

Whether you’re starting from scratch or looking to strengthen informal efforts, here are a few ways to bring structure and intention to your mentorship program. 

• Define your goals. Start by identifying what you want the program to achieve for mentees, mentors, and the organization at large. Objectives might include attracting and retaining top talent, increasing engagement, and building leadership skills.³ Then, connect these goals to your DEI strategy. For example, your program might focus on supporting underrepresented or marginalized employees, increasing access to leadership development, or creating more inclusive career pathways.
  
  
• Establish a clear model and guidelines. Explore the various types of mentoring models — such as one-on-one, group, and peer-to-peer mentoring — and choose the approach that best fits your goals. From there, outline the program’s structure and guidelines, including who can participate, how mentees and mentors will be matched, roles and responsibilities, as well as program length and time commitment.⁴
  
  
• Invite mentors and mentees. Now it’s time to promote your mentorship program and encourage participation. Common tactics include hosting a launch event, sending company-wide communications, and enlisting champions within the organization who serve as program ambassadors.⁵ Once people have signed up, pair mentors and mentees based on their experiences and areas of interest, as well as your program’s goals.
  
  
• Provide tools and resources. A structured mentorship program should include agendas to ensure productive sessions, discussion topics like career pathing and goal setting, and activities such as job shadowing, networking, or volunteering.⁶ This helps to create a more consistent experience for everyone and ensures all mentees have access to the same level of quality support.
  
  
• Gather feedback, evaluate progress, and make adjustments. Regular check-ins during the program will help identify what’s working and where adjustments are needed. Once the program ends, more formal feedback, such as surveys, will provide insights on how to make program-wide improvements for the future.⁷ By continuously refining your mentorship program, you’ll ensure it makes a lasting impact on your people, your organization, and the industry, while driving meaningful progress in DEI. 

Brokers play a critical role in driving DEI. Through mentorship programs, they can directly influence workplace inclusivity and equity, while also supporting talent development and retention – all powerful.

When done intentionally, mentorship is an impactful tool to advance diversity, equity, and inclusion (DEI).

Sources

¹ Divrsity, “Diversity and Inclusion Survey Questions: Mentorship Programs, Mentors and Mentees Mentorship Programs: Nurturing Diversity and Inclusion through Guidance and Support,” July 1, 2024. 
² WeVise, “Why mentorship is the missing link in DEI efforts,” April 4, 2024. 
^3,5,7  Together Platform, “How to Start a Mentoring Program: A 5-Step Guide (Plus a Free Checklist).”
⁴  SHRM, “How to Build a Successful Mentorship Program.”
⁶ Cornerstone, “20 Great Ideas for Work Mentoring and Coaching,” Dec. 10, 2024.