Mentoring relationships often thrive on shared experiences and perceived similarities, which can create a natural sense of connection and ease. However, when mentoring partners differ in race, gender, age, cultural background, sexual orientation, or other aspects of identity, these relationships may face unique challenges. Too often, important conversations about identity, lived experience, and professional culture in the legal field are sidestepped or avoided altogether. Yet, when approached with openness and curiosity, cross-identity mentoring relationships hold powerful potential. They can become spaces for growth, learning, and mutual transformation—enriching both the mentor and the mentee. By moving beyond surface-level perceptions and initial discomfort, mentoring partners can uncover shared values, discover invisible affinities, and build trust rooted in authenticity and respect. Embracing difference not only deepens the mentoring experience but also strengthens the broader legal profession by fostering inclusion, empathy, and equity.
Navigating Identity and Assumptions in Mentoring Relationships
1. Recognize and Examine Assumptions
- Identify implicit and explicit assumptions related to race, ethnicity, gender, age, sexual orientation, and other identities.
- Consider how identity similarities and differences influence assumptions made by both mentor and mentee.
2. Acknowledge and Discuss Identity
- Create space to openly discuss assumptions each party may hold.
- Foster a mentoring environment that supports honest dialogue about differences.
3. Facilitate Open Dialogue
- Use prompts like: “Research shows that identity differences can affect mentoring. Do you see this in our relationship?”
- Expand conversations from interpersonal dynamics to organizational culture and impact.
- Emphasize that responsibility for addressing differences lies with both mentor and mentee.
4. Promote Appreciative Inquiry
- Frame questions to build understanding and positive awareness rather than focusing solely on challenges.
5. Encourage Exploration and Experimentation
- Support mentees in exploring new roles, behaviors, and learning experiences.
- View behavioral experimentation as a shared effort, with mentors providing guidance and advocacy.
6. Embrace Diversity in Mentorship
- Mentors should engage with a broad range of mentees to deepen their understanding of varied experiences.
- Recognize that engaging across differences enhances learning and strengthens the mentoring relationship.
Resources for Mentoring Across Differences
Webpages
Colorado Diversity and Specialty Bar Associations
https://www.cobar.org/Local-Bar-Associations/Specialty-and-Diversity-Bar-Associations
The American Law Institute
National Association for Law Placement
https://www.nalp.org/diversitysection
https://www.nalp.org/minoritieswomen
The National Black Lawyers Top 100
American Bar Association: Diversity, Equity, and Inclusion Center
https://www.americanbar.org/groups/diversity
National Affinity Bar Associations
https://www.americanbar.org/groups/diversity/resources/toolkits/national-affinity-bars
Minority Corporate Counsel Association (MCCA)
Articles
Law Clerk Selection and Diversity: Insights from Fifty Sitting Judges of the Federal Courts of Appeals
Who Is Going to Law School? The Future of Diversity in the Legal Profession
https://www.ali.org/news/articles/who-going-law-school-future-diversity-legal-profession
NALP 2024 Report on Diversity
https://www.nalp.org/reportondiversity
Neurodiversity in the Legal Profession
https://www.law.upenn.edu/live/news/15795-neurodiversity-in-the-legal-profession
The Imperative for Law Firms to Embrace Diversity: A Call to Action from In-House Counsel
Diversity in Mentoring Relationships: Making it Work
https://mcca.com/mcca-article/diversity-in-mentoring-relationships-making-it-work
Mentoring Across Differences: A Guide to Cross-Gender and Cross-Race Mentoring
https://mcca.com/wp-content/uploads/2017/04/Book7-Yellow.pdf
Overcoming Differences to Achieve Meaningful Mentoring Relationships
https://mcca.com/mcca-article/overcoming-differences
Podcasts
How to Promote Diversity and Inclusion in Legal Workplaces
Heels in the Courtroom: The Power of DEI in Advocacy
The Future of DEI in the Legal Industry
In Her Honor – Trailblazing Women Judges Take Center Stage
I Wish I’d Known – Michael Navas – Perspectives on Minority Lawyer Challenges
What do Women Lawyers Really Want from their Law Firms
When Most of Law School Faculty Were Straight White Men – How did Those Who Were Not Bring Change
Heels in the Courtroom: Are You Invisible?
Women in Litigation Joint CLE Conference
Heels in the Courtroom: Otherness In Life and Law with Ellie Krug
Heels in the Courtroom: Men as Allies in the Workplace
Diversity and Inclusion in the Texas Bar Journal
Paralegal Voice: Distinguishing Diversity from Inclusion
Diversity and Inclusion – How Lawyer Wellbeing Promotes Inclusivity
Paralegal Voice: Stand Up-Speak Up
Attracting Diverse Job Applicants with Orin Davis
The Law School Experience for Women of color