Mentor Responsibilities

Mentoring for social inclusion doesn’t come with a certificate — but it comes with real responsibility.

• Creating a safe and clear relationship
• Maintaining healthy boundaries
• Upholding ethical conduct
• Building trust through respect and presence

At the heart of it all: Respect the person, their journey, and their pace.

In the beginning, you may feel tempted to be always available, reply instantly, or solve problems that aren’t yours to solve. Sustainable mentoring needs clear, kind boundaries — for your wellbeing and your mentee’s growth.

Boundary-Setting Checklist

• Agree on preferred communication channels (e.g., text, phone, WhatsApp)
• Set timing expectations (e.g., “Let’s message after 5 PM on weekdays”)
• Clarify your role: what you can help with, and what you cannot

“I might not have the answer, but I can help you find someone who does.”

Misaligned expectations are a common cause of frustration. Co-create your purpose together from the start.

Practical Exercise: Expectation Exchange

• Ask: “What do you hope to get out of this relationship?”
• Share your own goals as a mentor.
• Write these down together and review them in a few weeks.

Expectation alignment isn’t a one-time task — it’s an ongoing conversation.

Everything shared in mentoring should stay within the relationship — unless there is risk of harm to the mentee or someone else.

• Cultural norms may affect what and how someone shares.
• Avoiding eye contact, refusing physical contact, or silence do not mean disinterest — they may reflect boundaries.

How to Build Cultural Sensitivity

• Ask open-ended, respectful questions: “Is there anything about our activities that makes you uncomfortable?”
• Be curious, not assumptive.
• Don’t take things personally — context matters.

Mentoring often bridges language, culture, faith, and gender norms.

Practical Tools

• Use simple language. Avoid slang or references that don’t translate.
• Offer visual aids, photos, or demonstrations.
• Learn and use a few basic words in your mentee’s first language — it signals care.
• If your mentee is uncomfortable with certain settings (e.g., mixed-gender activities), offer respectful alternatives.

Inclusion means adapting the space — not expecting someone to fit into it.

You are not there to rescue, save, or fix. Mentoring is not about control, but about co-creating possibility.

• A relationship rooted in trust
• A space where the mentee regains confidence and voice
• A process of learning and walking alongside, not above

Helpful Language

Instead of: “Here’s what you need to do.”
Try: “How can I support you as you decide what’s best?” / “You’ve already come so far — what helped you make it here?”

Balance is key:

• Show empathy — without over-identifying
• Respect autonomy — without withdrawing support
• Be involved — without taking control

This requires self-awareness, active listening, and the ability to pause before reacting.

Exercise: Scenario Quiz

Checklist Activity

Create a “Responsibility & Boundaries List” together:

• Agree on communication times
• Clarify what the mentor can/cannot do
• Respect confidentiality, except in risk cases

Activity: Mentoring Responsibility Agreement

Together with your mentee, write down and discuss:

• How and when you’ll communicate
• What kind of support is appropriate
• Boundaries respected by both sides
• Goals you both want to work toward

Revisit and update this agreement every few sessions.

Quick True/False

You’ll see feedback immediately after selecting an option. Reset to try again.

• Clear boundaries protect both mentor and mentee.
• Trust is built through transparency, cultural sensitivity, and confidentiality.
• Empowerment, not saving, is the foundation of effective mentoring.
• Mentoring is about listening deeply and supporting growth — walking beside, not leading the way.