Welcome to the Cityparents Mentoring Programme!
Our programme consists of five key elements:
- Quarterly newsletter
- Events providing information and support for mentees and mentors, and anyone interested in mentoring
- Podcasts sharing personal stories and experiences of mentoring
- Annual Matching Scheme (additional cost for mentees)
- Regular mentoring drop-in surgeries
All Cityparents corporate members (i.e. firms with membership of the Cityparents Network, Influencers Network and/or Cityworks Network) can access the Cityparents Mentoring Programme, and their employees may attend events without charge. Please note that mentee participation in the Annual Matching Scheme is charged separately.
Please contact us if you would like to join our Mentoring email distribution list and receive our Mentoring newsletter as well as notifications about podcasts, blogs and the Annual Matching Scheme.
Annual Matching Scheme
We operate a cross-company Annual Matching Scheme, providing valuable 1-1 support to members of our network. The scheme opens annually for applications. You do not need to be a parent, or based in London, to apply - the Scheme is open to all Cityparents members, and welcomes those seeking a virtual/Skype mentoring partner.
We welcome mentor applications from women and men who would like to help their mentees to grow, overcome any obstacles they may be facing and to progress in their careers, benefiting from their own experiences and learning journeys so far. Mentee applications are invited from anybody, at any stage of their career, looking to navigate their career paths and/or work/life balance.
Participants are typically from a broad range of professions including law, investment banking, asset management, insurance, human resources, information technology, regulation, professional services, real estate and media. A cross-company scheme has huge advantages in allowing mentees to be matched with a mentor from outside their own firm, or even (if desired) outside their industry/profession.
The purpose of the mentoring relationship is for the mentor to offer the mentee a supportive and confidential environment in which to discuss and think through any issues regarding their work/home life.
We ask mentors and mentees to commit to meeting either in person or by Skype/equivalent approximately every six weeks for a year. After this time, if the relationship continues it will be outside the scope of the Scheme.
All participants are asked to abide by our Cityparents Mentoring Code which sets out the parameters of mentoring and offers suggestions for the continuation of the mentoring relationship.
Have more questions? Read our FAQ here.
The Annual Matching Scheme is free to mentors. Each mentee is asked to pay a £100 administration fee on being matched which will be partly refunded if they and their mentor decide not to proceed following the initial introduction. Please note: Event/Webinar Passes and Corporate Access Event/Webinar Passes do NOT cover the cost of this administration fee.
We welcome participation from employers, who are able to reserve places in the Annual Matching Scheme for specific numbers of mentees and mentors, and remove the cost burden from the individual. Please contact us if you would like to enter employees into the Scheme.
Our Mentoring Surgeries – over lunchtime and via conference call – provide an opportunity for small groups of participants to seek assistance and personalised input from the Programme Director, alongside other guest participants and speakers, on ‘good mentoring conversations and techniques’. They are an invaluable way for both mentors and mentees to maximize the mutual benefit of the relationship and receive support where needed.
About Sarah Tennant, Mentoring Programme Director
is an Executive Coach and Facilitator, accredited by the Association for Coaching (AC), working across industries with individuals and teams and specialising in leadership development, career transition and women returners. Her 20 year background in independent consultancy, business development and training have provided her with a strong insight into the challenges, opportunities and requirements faced by organisations, as well as how executive coaching can effectively help individuals and teams to develop, grow and meet these needs. After gaining her coaching accreditation, Sarah established SLT Executive Coaching
to provide people facing career ‘pressure points’ with a positive and collaborative space to be heard, reflect and to devise strategies to manage transition points of their careers. In particular, she is a strong advocate for supporting women through career transition points, as well as for helping organisations retain their female talent pool and work towards closing the gender pay gap.