Our packages can be personalised according to the organisational needs, inclusion goals and priorities. Find out more about our framework and models below.
The ReMEDI (Reverse Mentoring for Equality, Diversity and Inclusion) Framework was developed by our founder Stacy Johnson MBE, Associate Professor at the School of Health Sciences at the University of Nottingham. The framework is a result of her action research around critical inclusive leadership.
All models build on Paulo Freire’s (1986) Critical Pedagogy and The Pedagogy of the Oppressed, and are refined through action research.
(Resistance, Action, Compassion, Empowerment)
Minority ethnic staff reverse mentor senior leaders who are white or of a different ethnicity to themselves.
(generic RACE model)
Staff from all protected characteristics like gender, ethnicity, religion, sexual orientation, etc., reverse mentor senior leaders.
Staff with characteristics not protected by law but that can sometime cause people to be marginalised e.g. being working class, having a regional accent, etc., reverse mentor senior leaders.
for use during times of crisis, a reverse mentoring model developed when working with NHS organisations during the COVID pandemic
(Traumatic event/Turbulence, Resistance, Action, Compassion, Empowerment)
This model is often recommended before, during and after organisational restructures such as mergers or transformational HR projects.
For organisations who need advice or better engagement with a diverse youth audience. Youth from communities underrepresented in the organisation’s workforce reverse mentor the staff.
Higher Education specific models:
Junior staff with protected characteristics reverse mentor senior university staff
A reverse mentoring model used when there is a triggering/traumatic event, trouble or turbulence touchpoint
Students with protected characteristics reverse mentoring student leaders
Students with protected characteristics reverse mentor university staff
Health Sector specific models:
Reverse mentors are customers, patients, and other people accessing services
International NHS staff (international nurses, international doctors, etc) reverse mentoring senior leaders in the organisation
We also offer reciprocal mentoring for impactful relationships with marginalised groups. Ideal for organisations at various stages of their diversity and inclusion journey. We can help you decide if reverse mentoring or reciprocal mentoring is better for your organisation depending on where you are in your diversity, inclusion and belonging journey.
