Diversity & Inclusion

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Mentoring for diversity & inclusion, when well-designed and implemented, is arguably the most effective way to help break the glass ceiling. Our programmes cover a wide range of diversity issues including: gender, race, culture and disability, in all sectors of employment.

Our global experience ranges from indigenisation projects in Asia-Pacific, to the mining industry in South Africa and police forces in the UK. Our unique tools and models such as the Diversity & Inclusion Awareness Ladder, provide deep insights into implicit bias and enable people to have “meaningful conversations across the barriers of difference”.

We design and deliver mentoring programmes to support diversity & inclusion objectives both broad (multiple aspects of diversity & inclusion) and narrow (targeted at a specific audience). Among our core principles is handing over the knowhow that allows the organisation to continue the programme using internal resources.


Mastery of diversity & inclusion skills enables organisations to:

  • Increase creativity and innovation
  • Align business more closely with their customers
  • Enable organisations to tap into scarce talent resource


Professor David Clutterbuck explains what Diversity & Inclusion is about.


How is your diversity & inclusion mentoring programme performing?

How well do each of the following statements describe you? Score yourself from 1 (not like me at all) to 5 (just like me).

  • Q1We are very clear about which groups in our employee community we are targeting – and so are they

  • Q2We have the support of an enthusiastic and influential steering community, representing the target groups

  • Q3Each mentoring relationship involves two-way learning – mentors learn as much as mentees

  • Q4Our mentors and mentees have all received training in working with difference

  • Q5Mentoring is not confused with sponsorship (though there may be a separate sponsorship initiative)

  • Q6We can point to specific outcomes in mentees’ readiness for promotion, actual promotions and retention of talent

  • Q7We can evidence significant learning by mentors in how they embrace and promote diversity in their own teams

  • Q8The programme has had a wider impact on employee engagement and positive career expectations of people in the target groups, who have not been part of the mentoring programme

  • Q9People in the organization generally feel more comfortable about discussing issues of diversity and equal opportunities

  • Q10People in the target groups now get a similar quality of personal feedback as those in more privileged groups

  • Q11Mentees from different target groups are supportive of each other

  • Q12Many mentees from less privileged groups have gone on to become mentors

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Membership with CCMI allows affordable access to over 500 blogs, briefing papers, videos and more from Professor David Clutterbuck. It’s regularly updated to keep you at the leading edge of coaching & mentoring.


Our courses are aimed at both ‘External’ professional coaches & mentors and ‘Internal’ coaches & mentors for client organisations such as business leaders, managers, staff & HR professionals. All coaching & mentoring by CCMI and its network partners is compliant with the International Standards for Mentoring Programmes in Employment.


Check out our recommended range of books to complement CCMI’s programmes and services. Based on extensive research, many of them have been written by Professor David Clutterbuck and many co-edited or contributed to by other CCMI members.