The problem
Companies want to support different groups of employees, like women in leadership or new hires finding their feet. They want to build a sense of belonging and help people grow their careers.
But managing these initiatives is hard. When a company starts different programs for different goals, they often run on spreadsheets and email. Each one is managed differently, and nobody sees the whole picture of how employees are doing.
How organizations usually handle it
Human resources teams usually handle this by creating separate lists for every initiative. They send group emails and try to match people by hand. Because the tools are not connected, tracking who actually meets and who needs help takes too much time.
How mentoring solves it
Mentoring means an experienced person meets one employee regularly, over months, with a clear goal. Instead of a general training session, the employee gets a safe place to talk about their own career, practice negotiation and build confidence.
Because they meet again and again, trust grows. The employee feels heard and valued, which builds a real sense of belonging. The mentor shares their experience, and both sides learn from different perspectives.
How it works on Mentornity
Separate programs for each goal
Run each program on its own, whether for women's leadership, negotiation or belonging. You can copy a program, and its sessions, forms, matching rules and agreement come with it.
Smart matching
Employees apply through your forms. Matching rules and Mentornity AI propose matches for the whole group, and your team approves them all in one click.
Tools for real growth
Mentors and employees use tools during their meetings. The Negotiation Prep tool helps them plan for important career conversations before they happen.
Visibility for sponsors
An Observer role lets company sponsors follow a program. They see the overall progress and activity, without seeing personal answers or meeting notes.
Or a mentor pool, with rules
Not every program needs fixed matches. In a pool program, mentors open their free hours and employees book them themselves. Rules still decide who sees whom: for example, an engineer sees only mentors from other departments.
What you can measure
Your team sees which employees meet regularly and who has not met for 30 days.
A monthly check-in asks employees to rate their goals, working style, being heard and progress from zero to ten.
A weekly pulse asks how the week went on a one to five scale, with a button to ask your team for help.
Questions
Can we have different rules for different inclusion programs?
Yes. You run each program on its own. Each one has its own application forms, matching rules and program agreement.
Do executives see private meeting notes?
No. The Observer role lets sponsors and executives follow the program's overall progress. They cannot see personal answers or private notes.
How do we know if an employee needs support?
The weekly pulse asks employees how their week went. If they need support, they can ask the program team for help directly.