Polygon Created with Sketch. Home | Research

Mentorship in the Workplace: Employee Participation and Perspectives

Workplace mentorship programs can have numerous benefits for both participants and employers. There is evidence that having a career mentor can lead to greater compensation, more frequent promotions, higher employee engagement and retention, and improved overall job satisfaction. Existing literature on workplace mentorship primarily examines the benefits to mentees’ career outcomes and makes recommendations for mentorship best practices. However, there has been less research examining workplace mentorship across different demographic groups and occupations, although this issue was recently the focus of a study by the Diversity Institute, highlighting the critical role that mentorship plays in advancement opportunities for diverse workers.

The Survey on Employment and Skills aims to fill this knowledge gap by examining how workers perceive the value of workplace mentorship programs (breaking down results by factors including gender, age, racial and ethnic background, and occupation). Specifically, the survey asks whether individuals have a mentor, and if so, whether they perceive that relationship to be helpful in four different dimensions: overall job satisfaction; career advancement; management of workplace conflict; and development of new skills.

Download Report Button

Key Insights

Most employees with a mentor find that the relationship has been either very or somewhat helpful to them in advancing their careers (83%), in helping them manage difficult situations at work (89%), in learning new skills (89%), and in improving their job satisfaction (90%). But perceptions of the extent of these benefits vary among different groups.

The survey finds that 38 percent of those identifying as Black report having a mentor at work, the same proportion as the average for all workers. But Black employees with a mentor are the most likely, among all groups in the survey, to say that having a mentor has been very helpful for them when it comes to managing difficult situations at work (64%).

Findings underscore the importance of culturally relevant and inclusive mentorship programs, particularly for underrepresented groups such as Indigenous employees, who report the highest engagement and benefits. While younger workers and those in entry-level positions are more likely to have mentors and benefit from these relationships, older employees and those of certain ethnic backgrounds are less engaged, highlighting a need for tailored approaches to mentorship.

More from FSC

Research

Skills for Productivity, Prosperity and Well-Being in Canada: A Canadian PIAAC Research Agenda

Canada is in the midst of a productivity and growth challenge. Part of the issue is skills. New PIAAC data released at the end of 2024 provides Canada with an opportunity to improve understanding of relationships among skills, productivity, prosperity and well-being, and to use that knowledge to design better policies and programs.
Indigenous person outside
Project

Upskill and Certify Indigenous Child and Youth Practitioners

The Upskill and Certify Indigenous Child and Youth Practitioners project aimed to address the barriers that Indigenous child and youth workers face in accessing postsecondary opportunities to build skills and advance their careers.
Workers wearing safety uniforms discuss operational planning at wind turbine field
Research

Emissions Reduction and Demand for Skilled Trades

Canada’s push to meet its climate targets will reshape both the construction sector and the broader demand for skilled trades. If policies outlined in the 2030 Emissions Reduction Plan (ERP) continue to take effect, demand for skilled trades in construction and supporting sectors (e.g., rail) will shift dramatically, driven by new sustainability standards, infrastructure priorities, and green technology advancements.
View all Research