Guide

to ru

nning

a

MentoringProgramme

this project is co-financed by the European Integration 

Fund

Oifig an Aire díImeascthaOffice of the Minister for Integration

Guide to Running a Mentoring Programme

Table of contents

Foreword

About the Immigrant Council of Ireland

Overview

Guidelines and roles

Processes

Debriefing and evaluation

Promoting the Programme

Useful contacts

1

3

5

7

15

21

25

29

FOREWORD

• topromoteintegrationbyofferingpracticalsupportandadvicewhichisrelevanttoeverydaylife• toprovideopportunitiestocontributetoEnglishlanguageproficiency• toprovideinformationandsupportinaccessingservicessuchaseducation,housing,healthandemployment• toprovidegreaterunderstandingaboutIrishandothercultures• toincreaseknowledgeaboutthelocalareaandcommunityactivities,inordertoincreaseaccesstothoseactivities• toenablementeesandmentorstolearnmoreabouteachotheranddevelopfriendshipswhereappropriate.

The programme generated an enormous amount of interest in the community. At its formal conclusion in September 2009, many of the participants spoke of how they hoped it could be rolled out so that others could benefit from the sort of experience they had gained. Many organisations, hearing of the programme, have expressed an interest in incorporating it into their work programmes.

In response, we have put together this information guide to provide support and information to other organisations wishing to undertake a mentoring programme in their community. The guide documents the learning from the ICI pilot programme and shares information on the recruitment of mentors and mentees, guidelines on their roles, support needed, practical information for on-going contact and suggestions for evaluating a programme.

We are delighted to share the learning from our programme and are available to supplement information provided in this guide in further one-to-one contact.

We would like to thank the funders of this project, which was co-funded by the European Commission and supported by the Office of the Minister for Integration and Pobal.

We hope the result will be the establishment of successful and enjoyable mentoring programmes in communities throughout Ireland and the promotion of integration in Irish societies.

Finally, I would like to thank the participants in the ICI’s pilot Mentoring Programme, whose enthusiasm was instrumental in spurring us to undertake this project.

Denise CharltonChief Executive OfficerImmigrant Council of Ireland

1

In 2008, the Immigrant Council of Ireland (ICI) launched its Mentoring Programme, a grassroots integration initiative that brought migrants and Irish born, or well-established, residents together to spend time with and learn from each other.

Although relatively small in scale, the programme was a big success. It was embraced with enthusiasm by the participants, who described their lives as having been enriched through the process.

Irish communities have changed forever and we are now a diverse society. That will not change. We must now ensure we remove barriers to inclusion so that no group or individual faces unnecessary hurdles to achieve their potential. That includes language barriers, education barriers, recognition of qualifications, employment barriers and attitudinal barriers that lead to exclusion and racism. Although there is ongoing debate about what integration does, or should, mean, I would hope that when we talk about integration in Ireland that we share an understanding that we are talking about inclusion – social inclusion, political inclusion, economic inclusion and cultural inclusion. Through that approach, we can ensure that no one, and no group, faces unfair or unnecessary barriers to achieving their potential.

The ICI’s Mentoring Programme had an underpinning assumption that people benefit greatly from the opportunity to share experiences and cultures. The overall aims of the programme were:

DENISE CHARLTON, CHIEF EXECUTIVE OFFICER, IMMIGRANT COUNCIL OF IRELAND

AB

OU

T T

HE

IMM

IGR

AN

T C

OU

NC

IL O

F IR

ELA

ND

Immigrant Council of Ireland (ICI) founder Sr Stanislaus Kennedy

THE IMMIGRANT COUNCIL OF IRELAND

THE IMMIGRANT COUNCIL OF IRELANDThe Immigrant Council of Ireland (ICI) is an independent human rights organisation that advocates for the rights of migrants and their families and acts as a catalyst for public debate, legislative and policy change. The organisation was set up by Sr Stanislaus Kennedy in 2001 to develop innovative responses to Ireland’s changing society.

The ICI became an Independent Law Centre in 2006, and remains the only NGO in Ireland’s immigration sector with that status. The organisation advocates on behalf of migrants and their families for immigration reform.

The ICI works with and for migrants in promoting their rights through information, advocacy and awareness. Through our work with migrants, the ICI gains an understanding of the issues people face when dealing with the immigration system and in the community generally. All of the work the organisation does – legal services, research and advocacy, and in particular policy development and campaigns – is shaped by our experience of working with clients who use our services.

Our work in advocating for immigration reform is supported by a communications strategy which highlights the contribution made by migrants, and the need for change, and is a catalyst in framing and leading the debate on key immigration issues.

The ICI believes immigration is a permanent and positive reality in Ireland and continues to lobby for integrated, transparent, rights-based immigration and integration legislation and policies which reflect this reality.

The ICI believes that there is an intrinsic link between immigration and integration and has developed a number of programmes which promote the economic, political, social and cultural participation of people who have migrated to Ireland. The mentoring programme was part of these initiatives.

3

ABOUT

OV

ER

VIE

W

OVERVIEW

INTRODUCTIONLaunched in December 2008, the ICI’s Mentoring Programme was developed to support and encourage third country nationals settling into life in Ireland. The programme was informed by the EU Common Principles for Immigrant Integration, which stress the dynamic, two-way process that is integration. The importance of promoting integration in Ireland has been acknowledged in the National Development Plan, the National Action Plan for Social Inclusion, the Framework Social Partnership Agreement and the Government’s statement on integration strategy and diversity management, “Migration Nation”.The programme was a grassroots integration initiative which linked migrants with Irish citizens or established residents with the aim of giving people a chance to interact on a personal basis. The programme encouraged a positive approach to integration by providing the opportunity and encouragement for people to learn from each other as individuals. Mentors give their time voluntarily to support mentees in meeting a range of goals, from improving English language skills to sharing an interest or hobby and learning more about Irish society and culture. Mentees shared their knowledge of a different culture and country, their experience of migration and living in Ireland.

The project was co-funded by the European Commission and supported by the Office of the Minister for Integration and Pobal. The programme matched mentees from Africa, Asia, South America, Europe and the Caribbean with Irish citizens or people who have lived in this country for many years.

This document provides information about the background to the programme, the recommended roles for mentors and mentees, the recruitment process, guidelines for meetings and evaluation.

5

HELPFUL FACTS AND FIGURES FROM THE ICI’S MENTORING PROGRAMME:

• MentorswereeitherIrishorpeoplewhoarewellestablishedinIreland(onewasfrom the UK, one originally from theNetherlands,onefromMauritius)

• Some were people who had livedoverseas themselves and so had first-handexperienceofsomeofthe issuespeoplecouldfacewhentheyarenewtoacountry

• The mentors came from a variety ofbackgrounds – a process engineer,a solicitor, a student, a social worker,people who have volunteered before,otherswhohadarealinterestinworkingwith and getting to know people fromothercultureswhonowcallIrelandhome

• Mentees came from many differentcountries – Pakistan, Congo, Uganda,Somalia, Nigeria, Iran, Zimbabwe,Poland,Jamaica,SouthAfrica,Brazil

• Somewerepeoplewhoarerecognisedrefugeeswhowantedsupportinmakingthe transition from direct provisionaccommodation into the community,others came to Ireland for work, forexample

• Someofthementeeshopedforspecificoutcomes, for example, learning moreabout Irish systems and assistancedealingwiththosesystems,otherswerelooking forsupport inapplying for jobsor improving their English proficiency,othersformoregeneraltypesofsupportandfriendship

• Thepairingsresultedindifferenttypesofoutcomes. Some resulted inmenteesachieving aims such as securing jobinterviews or making a successfulapplication to be reunited with familymembers

• Somepairshavebecomefriendsandwillcontinuetomeetaftertheprogramme

• Othersestablishedmoreformalsortsofrelationships

• Some of the pairings ended due tocircumstancesbeyondtheparticipants’control. For example, one menteemovedbacktohercountryoforiginandanother moved to a different locationwithinIreland

• The programmewas funded by Pobalthrough the European Fund for theIntegrationofThirdCountryNationals

• TheICIadvertisedforpeopletotakepartandreceivedmanyenquiries,particularlyfrompeoplelookingtobementors

• Somementeeswere referred by otherorganisations

• The ICI vetted the applications andsoughttomakeappropriatematches

• Somepeoplewere looking for specificsupport,somementorshadaninterestin a particular geographical area – forexample, they might have travelled orlived andworked in a particular regionandrequestedtobepairedwithsomeonefromthatarea

• The volunteer mentors were requiredto take part in at least one orientationsessionandtocommittomeetingwiththeirmenteeforaminimumoffivehourseachmonth

• Ongoing support and supervision wasprovidedbytheICI

• Althoughitwasasmall-scaleprogramme,ithasclearlymadearealdifferencetothelivesofthosewhotookpart.

OV

ER

VIE

W

6

7

GUIDELINES AND ROLES

GUIDELINES FOR MENTORS AND MENTEES The Mentoring Programme aims to create one-to-one, non-judgemental relationships in which “local people” (Irish and established migrants) voluntarily give time to support migrants residing in Ireland.

Both the mentor and mentee participate in the programme voluntarily and should be supported by the facilitating organisation, through the provision of relevant training, induction and match supports.

Both mentors and mentees should:• Identifyandagreemutualneeds,goalsandanactionplan• Abidebystrictcodesofconfidentiality• Beopentoeachother’sviewsandculturaldifferences• Respecteachother’stimeandotherresponsibilities,yetshowcommitmentto

therelationshipandprocess• Agreethatthematchisarelationshipbetweenequalsandmaybedissolved

followingamutualunderstanding• Beawareofhis/herrights• Beabletocommunicate,listenandnegotiatewithtactandsensitivity• Worktowardsthesetobjectivesandtheoverallgoalsoftheproject• Bepractical,reliable,patient,considerateandawareoftheboundariesofthe

relationship• Beawareofeachother’slimitationsandothersourcesofguidance.

THE ROLE OF THE MENTORA mentor is someone who gives of their time voluntarily to support mentees in meeting a range of goals, from improving English language skills to sharing an interest or hobby and learning more about Irish society and culture. The people who volunteered to be mentors under the ICI programme came from a wide variety of backgrounds. They included people who are migrants themselves and gained first-hand experience of the challenges that people can face when living in a different country, with a different language and a different way of doing things. Others were people with an interest in volunteering, or an interest in other cultures or an interest in learning more about people who now call Ireland home.

What is expected of the mentor?• Be able to commit to helping and

supportingtheirmenteeforaminimumoffivehoursamonthforatleastsixmonths

• Appreciatetheimportanceofconfidentialityandmanageexpectationsofthementee,while remaining aware of their ownlimitations and boundaries, offering anunderstanding of the principles of equalopportunitiesandnon-discrimination

• Be non-judgemental and able to acceptother people’s values, beliefs, rights andchoicesasequaltotheirown

• Havegoodcommunicationskills,includingan ability to listen, question, negotiatewell andgive constructive feedback andbe open to new experiences and newperspectives

• Have a capacity for empathy andunderstanding and be practical, reliable,patient, considerate and able to put theagendaofothersbeforetheirown.

THE ROLE OF THE MENTEE A mentee is someone who may want support and guidance from a mentor on a range of practical issues. The mentees who

participated on the ICI programme shared their knowledge of a different culture and country, their experiences of migration and of living in Ireland. They too, came from a wide variety of backgrounds and from all parts of the globe. Some had specific needs they were hoping to address through the mentoring programme, such as improving their English language skills or business language skills. Others sought support in navigating Irish systems, while others were looking for someone to mentor and support them as they adapted to a new environment and community.

Many of the mentors and mentees established firm friendships and communicated this to ICI as a positive and rewarding development. Comments from mentor Philip Berman and mentee Hamayun Huma describe their experiences from the programme.

“Immigrants who are new to the country may not know anything about the law of the land, culture, housing, etiquette, working in Ireland, health and education. My mentor has been a huge help to me and is now not only my friend but a family member.” mentee Hamayun Huma.

“Through my mentee, I have been introduced to both a culture and a religion that are new to me and as a result, my life has been considerably enriched.” mentor Philip Berman.

The mentee should:• Be able to commit toworkingwith their

mentorforatleastfivehoursamonthoversixmonths

• Haveclearreasonsastowhytheywantamentorandaclearunderstandingof theprojectandcommitmenttoparticipating

• Take time to communicate with theirmentor, offering him or her a chance tolearnaboutdifferentculturesanddiversity.

GU

IDE

LIN

ES

AN

D R

OLE

S

8

BOUNDARIES AND EXPECTATIONS ConfidentialityMaintaining confidentiality is very important and therefore the mentor and the mentee should be aware that everything that is said in the mentoring discussions is private. This also includes any information relating to each other’s organisations (where appropriate). However, it is very important to note that there is a legal duty to report any criminal conduct and a duty to report any possible incidents which might constitute gross misconduct, such as sexual harassment or bullying.

BoundariesClear boundaries should exist in a mentoring relationship. This will be aided by a clear structure and a set timeframe. From the outset mentors should be clear about when they are available to their mentee and both the mentor and mentee should give careful consideration to what their boundaries are in relation to how much personal or professional information they wish to share with each other.

It has been proven over time that the more open the relationship, the more potential there is to achieve the stated goals. However, neither individual should feel pressured into providing or disclosing more than they wish to.

Both parties should be mutually respectful of each other’s personal lives and aware of cultural differences such as the observance of religious festivals or customs and behaviour.

MANAGING EXPECTATIONSMentors should consider the following:• Don’tput toomuchpressureonyourself to

seeimmediateprogression,somethingscantaketime

• Littlethingscanhaveabigimpact,justbeingthere to listen, or helping someone think aproblemthroughcanmakeahugedifference

• Bepatient• Beawareofwhatelseisgoingoninyour

mentee’slifeandhaveempathy• Understandthateachrelationshipisunique

and thatyoushouldenter thementoringrelationshipwithnopreconceptionsabouthowitwillbe

• Don’ttryandimposeyourwayofworking,as it might not apply to the mentee’scircumstancesorsituation.

Mentees should consider the following:• Time restrictions - mentors in this

programmeareonlycommittedtogivingyou at least five hours a month over aperiodofsixmonthsandmightnotbeabletocommitmoretimetoyou

• Your mentor may not have an in depthknowledgeofimmigrationissuesbutthatdoesnotmeantheywillnotbeabletohelpyouwithotherpractical informationor inaccessingrelevantinformation

• Thementorisnotanexpertintheissuesyouaredealingwith.Neitheristhementorexpectedtooffersponsorship,protection,handsoncoaching,therapyormanagerialsupport

GUIDELINES FOR MEETINGS FOR MENTORS/MENTEESThe aim is to meet for not less than five hours a month. The main aim is that by the end of the relationship the mentee feels they have made significant progress in their plans and are confident that they can carry on building on those achievements.

Please note that it is quite common that some mentoring relationships continue beyond the official timescale, however, there should be no pressure on either side to continue with the match beyond the set deadline.

GU

IDE

LIN

ES

AN

D R

OLE

S

9

Mentees should be encouraged to set the agenda and initiate meetings. It is best to try and meet regularly but it is important that the meetings fit around both the mentor’s and mentee’s schedules.

It is always advisable to hold the meetings in a quiet venue and where both feel comfortable. Where possible, avoid meeting in either person’s workplace, as there is always the chance of being interrupted by colleagues, and instead try to meet in neutral venues.

Remember to be punctual, to give each other enough notice when arranging or cancelling a meeting, and to decide in advance the length of time it will last. While it is always best to meet face to face, either party should be accessible by phone and by email. The best times for either party to be contacted should always be made clear and agreed.

FIRST MEETINGSFirst meetings are very important to the match as they set the tone for the relationship. The success of the mentoring relationship depends on the quality of the relationship between the individuals and has to be based on trust.

The following should happen at the first meeting:• Explainyourmotivationfortakingpartin

thementoringprogramme• Taketimetogettoknoweachother’s

personalandprofessionalsituationandcircumstances,understandtheaimsoftheprogrammeandthemutualbenefits

• Discusspracticalitiessuchaswhereandwhenyouwillmeetandhowyouwillcontacteachother

• Clarifyexpectationsandboundaries,discussing any possible obstaclesandwaysofovercomingthem

• Startdiscussingyourobjectivesandsettinggoals

• Read over the roles ofmentor andmenteeonceagain.

PREPARING FOR MEETINGSIt is worthwhile to take notes on what is discussed and progress made and make a plan for the next meeting. Ahead of each meeting, you can prepare by looking through notes from the previous meeting, such as what needs to be followed up.

Consider the following:• Mutualtrustandappreciationisvital,

whileensuring that you recordyourprogressandwhatyouhaveachievedtogether

• Identifyproblemsanddealwiththemassoonaspossiblesothatyoucanworktowardsapositiveoutcome

• Mentoringisaprofessionalfriendship.Rememberthatitmaybebeyondthepowerofthementortohelpachievemany of the changes the menteewishestobringabout.

• Rememberthatthemoreyouputintotheprocessthemoreyougetoutofit.

GU

IDE

LIN

ES

AN

D R

OLE

S

10

FIRST MEETING FRAMEWORKAt the first meeting, you will need to establish a structure for your mentoring relationship.

Here is a suggested list of questions to consider:

What is your professional background/ do you have a job/work at themoment?Whatdoesyourorganisationdo?Wheredoyouwanttobeprofessionallyin5years?Whatisyourmotivationfortakingpart?Whatprofessionalorpersonaldevelopmentareyouexpectingtogain?Arethereissuesthatyouwouldrathernotdiscuss?

Practicalities of the match:

Wherewillyoubemeeting?Howfrequentlyandforhowlong?Howandwhencanyoucontacteachother?Howwillyouarrangethemeetings?Whowillkeeptherecords?Whatisyouravailabilitybetweenmeetingsfore-mail/phonecontact?Willyouvisiteachother’sorganisations?

Define together the focus of the match:

Whataretheobjectivesthatthementeehasprioritisedforthematch?What are the main challenges faced by the mentee, personally andorganisationally,andwhichofthesearethementee’sresponsibilities?Whatdoesthementeefindmostdifficult?Whatarethepriorities,andwhichofthesecanthementorhelpwith?Whatareasofinterestcanbecoveredwithinthementoringtimeframe?Whatimpactwillthementoringrelationshiphaveonthementeepersonallyandtheirorganisation?

GU

IDE

LIN

ES

AN

D R

OLE

S

11

ACTION PLANNING

Planning is essential to keep the relationship focused. A key question is: what does the mentee want to achieve and how can this be brought about with the help of the mentor?

Here are some tips on how to do this successfully:

Use the SMART method of action planning to ensure that your targets are Specific, Measurable, Achievable, Realistic and Timed.

Include in your action plan other forms of support outside of the mentoring relationship.

Discover what you need to do to progress your professional/personal development.

Review and evaluate your progress frequently and make changes when you feel it is necessary, i.e. when circumstances and priorities change.

Remember to set both long-term and short-term goals, making sure that any improvements or changes are mutually agreed and then implemented.

Devise a system to record your meetings as this is useful for measuring progress and reminding you how far you have come and what you have achieved together.

GU

IDE

LIN

ES

AN

D R

OLE

S

12

MENTORING MEETING RECORD

13

Meeting/Session: Date:

Did the meeting have a specific purpose?

Please explain:What did you discuss or do?

What things have you decided to take action on?

Conclusion and comments:

Signed (Mentor): Signed (Mentee):

GU

IDE

LIN

ES

AN

D R

OLE

S

PR

OC

ES

SE

S

PROCESSES

INTRODUCTIONDescribed below are some of the processes undertaken by the Immigrant Council of Ireland for its Mentoring Programme. This information may be useful for organisations wishing to run a similar programme.

SETTING UP AN ADVISORY COMMITTEEThe members of the Advisory Committee for the ICI’s pilot mentoring programme were representatives from the Association of Chinese Professionals in Ireland, the Ireland-India Council, Dublin City Council, Microsoft, the Citizens Information Board, Irish Life & Permanent, Ulster Bank, Business in the Community, EPIC and FÁS.

The committee membership assisted and advised on rolling out the programme and its transferability to other areas outside Dublin. Where possible, the members provided potential candidates for mentors and mentees through existing in-house mentoring programmes. For the pilot programme, the committee made a number of decisions concerning eligibility.

It determined issues such as the number of mentors and that the programme would adhere to strict privacy and confidentiality clauses.

It was decided that mentees would ideally be migrants who are either recent arrivals or those who have not yet settled into life in Ireland and have found it challenging integrating into their new communities.

THE ELIGIBILITY CRITERIA AND RECRUITMENT PROCESSThe Immigrant Council of Ireland encouraged interested people to become involved in the programme as mentors, to act as role models sharing their time, knowledge and expertise with newly arrived migrants. Volunteers were required to meet criteria including:• being21orolder• demonstrateagenuineinterestinbefriendingmigrants• demonstrateawillingnesstospendaminimumoffivehoursamonthwiththeirmentee,actingas

asupportandguidetothementeeandifnecessaryadvocatingontheirbehalf,withoutreceiptofpaymentofanykind

• tobeanactiveparticipantinthesupportframeworkthattheICIoffered.Prospective mentors were required to undertake a detailed and thorough screening process and, if accepted, they were matched with a mentee.

The application forms used by the ICI for mentors and mentees are reproduced below and may serve as a template.

15

PR

OC

ES

SE

SMENTOR APPLICATION1) Personal DetailsName: Home Address:

Date of Birth: Sex:Preferred Contact Phone/Mobile:Preferred Contact Email:Employer:Occupation:

2) Interests and Hobbies:

3) Languages spoken:

4) Have you lived abroad for longer than 6 months? Please explain:

5) Are you particularly interested in a particular country/region? Please explain:

6)Why do you want to become a volunteer mentor?

7) What skills or experiences can you offer as a mentor?

8) Other comments:

References: Please state the names and addresses of three persons who can provide a character reference on your behalf. These three persons cannot be relatives and they must have known you for at least 3 years (personal) and 1 year (business). Please include past or present employer/co-worker as one of your three references.

1) Name:Relationship to you:Address:

Phone No:Email:

2) Name:Relationship to you:Address:

Phone No:Email:

3) Name:Relationship to you:Address:

Phone No:Email:

With the completion of this application and my signature below, I recognise that I am merely applying to become a mentor and that neither I nor the facilitating organisation is committed to my acceptance as a volunteer and/or my assignment to a mentee. I am willing to participate in the application process and I agree to share additional information when required.

Signature of Applicant:

Date:

16

PR

OC

ES

SE

SCHARACTER REFERENCE FOR MENTORING APPLICANTDear

has applied to be a volunteer mentor in the mentoring programme and has listed you as someone we can contact for a character reference.

The mentoring programme matches Irish and other long established Irish residents with newly arrived migrants through one to one mentoring relationships.

The mentor will assist the migrant (mentee) in navigating Irish systems, using the time to impart practical information on access to social and cultural activities and to provide assistance with accessing services, education and support in English language development amongst others.

In return, the mentee will provide knowledge and expertise on the migration experience and on another country, its customs, laws and norms.

We are asking you to provide us with information so that we can better evaluate this applicant. Therefore, your timely and honest response is very important to the process and greatly appreciated since we cannot process this application further until we receive your response.

Please do not hesitate to contact me should you have any questions or concerns.

Yours sincerely,

17

CHARACTER REFERENCE FOR MENTORING APPLICANT

Name of Applicant: Name of Referee:

1. How do you know the applicant?

2. How long have you known the applicant?

3. How recently have you had contact with the applicant?

4. How well do you know the applicant?Very Well 0 Well 0 Average 0 Not Well 0

5. Rate applicant in the following areas using this scale: Poor (1) Excellent (5)a. Sense of Responsibility 10 20 30 40 50b. Patience with other’s actions and views 10 20 30 40 50c. Judgment 10 20 30 40 50d. Reliability 10 20 30 40 50e. Communication skills 10 20 30 40 50f. Problem solving skills 10 20 30 40 50g. Interest in & commitment to social justice 10 20 30 40 50h. Interest in other cultures 10 20 30 40 50

6. Applicant’s ability to accept advice 10 20 30 40 50

7. Applicant’s ability to give advice 10 20 30 40 50 without being judgemental

8. Applicant’s ability to follow through 10 20 30 40 50 with projects that he/she undertakes

9. Applicant’s capacity for friendship 10 20 30 40 50

10. If you would like to elaborate on any of the above or have any additional information you would like to give about the applicant please use the space below:

Signed:Date:

18

PR

OC

ES

SE

S

MENTEE APPLICATIONPlease complete and return to:

1. Personal Details

Name:Home Address:

Date of Birth:Sex:Preferred Contact Phone/Mobile:

Preferred Contact Email:

Employer:Occupation:Country of origin:

2. Interests and Hobbies:

3. Languages spoken:

4. Please explain why you need a mentor:

Sign:Date:

19

PR

OC

ES

SE

S

DE

BR

IEFI

NG

AN

D E

VALU

ATIO

N

DEBRIEFING AND EVALUATION

EVALUATIONThe ICI found it useful to meet with mentors and mentees at the end of the programme to carry out an evaluation. The matched pairs in the ICI’s Mentoring Programme were invited to an event, which brought together all mentors and mentees at the end of the programme to share their experiences. Reporting templates were made available to those who wanted to document or evaluate their match.Questions to consider when wrapping up a mentoring relationship:• Doesthementeeneedmoresupporttoachievehis/herobjectives?Ifso,what

typeofsupportisrequired?• Whatothersourcesofsupportareavailableforthementeetodrawon?• Willtheparticipantscontinuetoseeeachotheraftertheendoftherelationship?

Ifyes,inwhatcapacity,howoften?• Howcantheparticipantscelebratetheirachievementsandmarktheformal

endofthementoringrelationship?

A sample Mentoring Programme Review Form is at the end of this chapter and may be useful as a template.

21

MENTORING PROGRAMME REVIEW FORMName of Mentor: Name of Mentee:Date matched: Section A: Your relationship with your mentee/mentorHow frequently did you see your mentor/mentee and how much time did you usually spend together?

Please explain a little about what you did together:

Section B: Progress during the mentoring relationshipWhat goals did you set at the beginning of the relationship?

Where was most progress towards your goals made?

DE

BR

IEFI

NG

AN

D E

VALU

ATIO

NPOSITIVE FEEDBACK FROM PARTICIPANTS OF THE ICI’S MENTORING PROGRAMMEMentee: “I have really benefited a lot from the mentoring programme and I feel I am able to interact positively with my neighbours. I am particularly happy to note that I have dropped a few negative assumptions that I had about Irish people. Likewise, I think my mentor has also found that a lot of what she hears or reads about immigrants is not true and that it only takes people to meet and know each other to remove these negative stereotypes. I really feel like a normal human being in the community now.”

Mentor: “Being on the mentoring programme has taught me details about a different culture that I would never have thought of. Also, it has helped me get to know someone who I might not ordinarily have had the chance to meet. Perhaps it has also shown me that a lot of the things that you need to know to get around in Ireland actually take a long time to learn. For example, the fact that when you are applying for a job you need to write a cover letter, while in other countries you just send in your CV. I have also liked the framework of the programme which has meant that we have met up at least once a week. Without such a framework it is easy to fall out of touch.”

22

Has your experience as a mentor/mentee helped you achieve greater understanding about the migration experience/Irish society? Yes 0 No 0 Please explain:

Section D: The support you receivedHow would you rate the support given to you by the facilitating organisation?Excellent 0 Very good 0 Good 0 Not very good 0 Poor 0

What was particularly good about the support you received?

Do you have any suggestions for improving any element of the mentoring programme? (E.g. matching, training, support, monitoring, materials, etc)

Section E: Give your mentee/ mentor a referenceIf you were asked to do a reference for your mentee/mentor, what would you say?

Where least and why?

What challenges/pertinent issues have arisen in this match?

Do you feel that you achieved what you set out to from the programme?Yes 0 No 0 Please explain:

Do you feel that you could have achieved more?Yes 0 No 0 Please explain:

Are you going to continue contact with your mentee/mentor? Yes 0 No 0 Please explain:

Section C: Your experience What do you feel you have gained from your mentoring relationship?

DE

BR

IEFI

NG

AN

D E

VALU

ATIO

N

23

PR

OM

OT

ING

TH

E PR

OG

RAM

ME

PROMOTING THE PROGRAMME

INTRODUCTIONThe ICI found that the associated communications strategy helped maximise the success of the Mentoring Programme. A communications strategy can help support the recruitment process, highlight the positive contributions of migrants in Irish society and promote effective integration. In some cases, a funder may require an organisation to include a communications strategy as a part of the programme.

Ideas for a communications strategyTheICI’scommunicationsstrategyincluded:• placing advertisements on an online networking site

andinourNewsBulletin.Socialmedia,suchasblogs,Facebook, Twitter and others may also provide anopportunitytoletstakeholdersandpotentialmenteesandmentorsknowabouttheprogramme

• puttingtheapplicationformsformentorsandmenteesonourwebsite

• holding a photocall to launch the programme.This involved the assistance of a high profile Irishbusinesspersonandseveralparticipants inother ICIprogrammes who were willing to talk about how amentoringprogrammecouldhavehelpedthemaftertheirarrivalinthiscountry.Apressreleasewithquotesfrom those taking part was widely distributed andpostedonourwebsite

• holdingacelebrationof the formalconclusionof theMentoringProgramme.Mediawereinvitedandseveralparticipantswerewillingtotakepart intelevisionandradio interviews to talk about their experiences. Apressreleasewasdistributedwithquotesfromsomeoftheparticipants.

Inadditiontopromotingthefactthataprogrammewillbeheld,itssuccessesandmilestones,acom-munications strategy can contribute to the wideragendaofpromotingintegrationinthecommunity.However,ifpromotingtheprogrammepublicly,therearesomeimportantconsiderationstotakeintoac-count.

Somementorsandmenteesmightnotwishtotakepart inmedia interviewsorphotographsandmaynotwishtobequotedinpressreleases,forawiderangeofreasons.Theirwishesmustberespected.

Ifmentorsandmenteesagreetotakepartinmediainterviews,theyshouldbeofferedsupportthrough-outtheprocess.Mentorsandmenteesshouldun-derstand that they have a right to set boundariesandshouldnotfeelanyobligationtorevealinforma-tiontheyconsiderpersonal.TheICIsupportedpro-grammeparticipantswhotookpart inmediainter-views,relayingtothemediatheboundariestheyhadsetanddiscussingwithmenteesandmentorstheareasjournalistswereinterestedinexploring.

25

PR

OM

OT

ING

TH

E PR

OG

RAM

ME

DENISE CHARLTON (CHIEF EXECUTIVE, ICI), HAMAYUN HUMA (MENTEE), JOHN CUNNINGHAM (CHAIRPERSON, ICI), PHILIP

BERMAN (MENTOR), LOGAN RAJU (INVITED GUEST) AND SR STANISLAUS KENNEDY (ICI FOUNDER) PICTURED AT THE

CELEBRATION HELD IN SEPTEMBER THIS YEAR TO MARK THE CONCLUSION OF THE ICI’S MENTORING PROGRAMME.

THE ICI’S MENTORING PROGRAMME, FUNDED BY POBAL, WAS LAUNCHED BY BUSINESSMAN BILL CULLEN IN DECEMBER 2008. (PICTURED, RIGHT WITH ICI CHAIRPERSON JOHN CUNNINGHAM)

26

PR

OM

OT

ING

TH

E PR

OG

RAM

MEPROMOTING THE PROGRAMME

THE integration of foreign nationals living here must not be forgotten in the current economic turmoil, according to the Immigrant Council.

Life president of the council Sr Stanislaus Kennedy made her comments at an event marking a successful mentoring programme for people from overseas living here.

The programme was launched last December and has seen people from other countries appointed a mentor who can then help and advise them in various facets of their lives.

One person who engaged with the programme, Hamayun Hamayun from Pakistan, said his mentor, Philip Berman, had played an instrumental role in his life and had even helped him successfully to pursue family reunification here.

Sr Stanislaus said, despite recent figures showing some migrants had left Ireland because of the recession, this country was still and would remain a changed nation.

“Our communities have changed forever and we are now a diverse society,” she said. “That will not change.

“We must ensure that we continue to remove barriers to social inclusion so that no group or individual must overcome unnecessary hurdles to achieve their potential. That includes language barriers, educational barriers, recognition of qualifications, employment barriers and attitudinal barriers that lead to exclusion and racism.”

ICI chairperson John Cunningham said the mentoring programme, which is funded by Pobal, had shown itself to be a reciprocal process for those involved.

“Mentors gave their time voluntarily to support mentees in meeting a range of goals, from improving English language skills to sharing an interest or hobby and learning more about Irish society and culture.

“Mentees shared their knowledge of a different culture and country, their experiences of migration and of living in Ireland.” This story appeared in the printed version of the Irish Examiner Tuesday, September 29, 2009

Kerry nun is seeking new integration laws

KERRY social justice campaigner Sr Stanislaus Kennedy has warned that Ireland risks damaging its social cohesion in the future unless it remains fully committed to integration. The Immigrant Council of Ireland founder said that effective integration policies were now vital as the country worked through a recession.

The Lispole nun was speaking at a celebration to mark the end of the council’s mentoring programme which was a grassroots integration initiative linking migrants with Irish citizens or established residents with the aim of giving people a chance to interact on a personal basis.

“Despite newly released central statistics officer figures showing Ireland has, sadly, once again become a country of net emigration, it would be very misguided to think this means we no longer need to care about social inclusion,” Sr Stan said.

“Our communities have changed forever and we are now a diverse society. That will not change,” she added.

“We must ensure that we continue to remove barriers to social inclusion so that no group or individual must overcome unnecessary hurdles to achieve their potential,” the Kerry campaigner stated.

“That includes language barriers, educational barriers, recognition of qualifications, employment barriers and attitudinal barriers that lead to exclusion and racism,” she added.

The council’s mentoring programme, funded by Pobal, was launched by Kerry hotelier Bill Cullen in December 2008.

It matched people from Africa, Asia, South America, Europe and the Caribbean with Irish citizens or people who have lived in this country for many years.

The idea behind the programme was to promote integration by offering practical support and advice and to combat isolation for those choosing to make their home in Ireland.

The programme also offered an opportunity for people from different cultures and their Irish mentors to learn more about each other.

Sr Stanislaus is a previous winner of a Meteor Award for her devotion to good social causes.

27

US

EFU

L C

ON

TAC

TS

USEFUL CONTACTS

THE FOLLOWING ORGANISATIONS MAY BE USEFUL CONTACTS FOR MENTORS AND MENTEESThe Immigrant Council of Irelandwww.immigrantcouncil.ie

Citizens Information Servicewww.citizensinformation.ie

FLAC (Free Legal Advice Centres)www.flac.ie

Irish Refugee Councilwww.irishrefugeecouncil.ie

Migrants Rights Centre Irelandwww.mrci.ie

Office of the Minister for Integrationwww.integration.ie

Pobalwww.pobal.ie

The Integration and Social Inclusion Centre of Ireland, trading as Integrating Ireland and the Refugee Information Servicewww.ris.iewww.integratingireland.ie

29

Guide

to ru

nning

a

MentoringProgramme

this project is co-financed by the European Integration 

Fund

Oifig an Aire díImeascthaOffice of the Minister for Integration

disigned by©