Reverse mentoring raises retention

A concept created in the 1990s that is still used today, with data showing a 30% increase in staff fulfilment when these practices are adopted.

Have you heard of reverse mentoring? If not, then it is where junior employees mentor senior leaders. It has emerged as a powerful tool in fostering inclusivity, bridging generational divides, and driving cultural change within various sectors, including law firms. This approach, while first adopted in the 1990s, is gaining traction globally and – importantly – in Scotland, where law firms, academics and the in-house sector are increasingly recognising its benefits.

There is plenty more content on this topic to come in the Journal, but we thought in this opening article we would focus on the benefits.

Enhancing diversity and inclusion

One of the most impactful uses of reverse mentoring is in addressing diversity and inclusion (D&I) challenges. In Scotland, where diversity in leadership remains a work in progress, reverse mentoring provides a platform for underrepresented groups to share their experiences directly with decision-makers. This facilitates more informed and empathetic leadership, helping law firms develop policies that truly reflect the needs of a diverse workforce. Many law firms are now adopting reverse mentoring in their operations, whether on an individual or team basis, or as a firm-wide programme. Reverse mentoring isn’t just happening inside law firms, it is being used within the in-house community, public sector, and legal tech companies, as well as in academia. It is also now being used outside of direct workplace relationships and spreading into mentoring cross-firm or even with broader organisations.

The Society has a wealth of resources on mentoring, whether you are a mentee or a mentor, or wish to become a mentor, plus they have their own mentoring schemes. You can read more about them here. 

Simmons & Simmons implemented reverse mentoring specifically to address racial diversity. Senior partner Julian Taylor's participation in the program allowed him to better understand the lived experiences of his firm’s minority lawyers, directly informing the firm's strategies toward diversity and inclusion​. In an interview with Law.com, he explained how the experience will directly inform his leadership and the firm’s path going forward.

Bridging generational gaps

Another key benefit of reverse mentoring is its ability to bridge the generational divide in the workplace. This is particularly relevant in law firms, where multiple generations work side-by-side and often can be at varying levels, owing to career changes. Reverse mentoring helps senior lawyers understand the expectations, work styles, and values of less qualified employees, thereby fostering collaboration and reducing workplace tensions. In a profession where tradition often dominates, this initiative can introduce fresh perspectives on issues such as flexible working arrangements and technology adoption. WorkBetter for Lawyers noted that this approach to mentoring can break down communication barriers between older and younger lawyers, helping firms navigate generational changes more effectively.

Supporting wellbeing and mental health

The legal profession is well-known for its high levels of stress and risk of burn out, based on workload, client needs, deadlines and the complexities of some cases. Scotland is no exception. LawCare, a charity dedicated to the wellbeing of legal professionals, launched a pilot reverse mentoring program in 2023 with the aim of addressing mental health challenges within the sector. The scheme saw aspiring law students and current trainees/junior lawyers mentor those responsible for trainee recruitment and organisational wellbeing and inclusion within the firms that took place.

One of the main aims of the pilot project was to spark, in their words, ‘meaningful conversation’ in the profession around the connections between diversity, inclusion and wellbeing. With the end goal being to support the development of training for junior lawyers and to better embed positive wellness and inclusion practices, addressing challenges such as retention rates, mental health and improving a firm’s ‘USP’ for trainees and future employees.

LawCare has considerable guidance on reverse mentoring, best practices and even lived experiences. They also have an article on 10 tips for impactful reverse mentoring which you can access here. 

Career development and retention

It has long been advocated that mentoring offers a means to support career development, and reverse mentoring can play a similar role. This is potentially even more significant when reviewing retention rates within the profession – globally, not just in Scotland. Would having a better understanding of employees, through programmes such as reverse mentoring, help with the issue around retention? It would appear so, when you look at the results and lived experiences from those who have taken part.

Reverse mentoring helps senior lawyers stay attuned to the evolving needs of their junior colleagues, who are sometimes – and it’s important to note sometimes – more attuned to new legal technologies, social issues, and client expectations. By engaging in reverse mentoring, firms can better align their workplace practices with the expectations of younger generations, enhancing job satisfaction and reducing turnover​.

Jennifer Jordan, a professor of leadership and organisational culture at the Institute for Management Development, Switzerland, said back in 2022, “Individuals involved in these programs are about 30% more likely than non-paired peers to stay in the organisation”.

Globally, firms like Baker McKenzie, Freshfield's and Clifford Chance have incorporated reverse mentoring into their D&I and retention strategies, recognising its value in nurturing leadership that is both informed and empathetic​, as well as often reaching those in underrepresented groups.

Judicial mentoring
It isn’t just law firms and the like running programmes like this. In 2023, the judiciary also announced their Judicial Reverse Mentoring Scheme, which was open to solicitors, barristers, professionally qualified legal academics and fellows of the Chartered Legal Executives who attended a non-fee-paying state school, those from ethnic minority backgrounds and lawyers who were the first generation in their family to attend university.

That scheme matched legal professionals from under-represented groups to mentor a judge (who became their mentee). Unlike more traditional forms of mentoring, there is a strong focus on an exchange of learning between both parties.

Reverse mentoring offers numerous benefits for law firms – particularly in Scotland, where there is a growing focus on diversity, inclusion, and wellbeing within the legal profession – as well as enhancing careers and improving retention. This approach helps bridge generational gaps, supports mental health, and fosters more inclusive workplaces by giving junior lawyers a voice in shaping firm culture. As more law firms across Scotland and the UK adopt reverse mentoring, it is likely to become an integral tool for fostering communication, inclusivity, and innovation within the legal sector.