Key Features of Monitoring in Mentoring Programmes for Women with Migrant Backgrounds

Monitoring is ongoing—not a one-off assessment. Build a simple rhythm from the start so information flows naturally. Short notes, quick logs, and periodic reviews help you spot patterns early and support pairs in real time.

• Mentors jot 2–3 lines after each session (what helped, what was hard, any barrier noticed).
• Coordinators review participation and notes monthly to identify trends and offer timely support.
• Use light tools (shared form, spreadsheet, or app) to keep it practical and consistent.

Example: A monthly overview shows two mentees missing evening sessions due to childcare. You pilot a daytime option for them.

Counting meetings matters, but how women engage matters more. Track attendance and retention, and also look for signs of comfort, confidence, and initiative over time.

• Quantitative: attendance, on-time starts, retention across the cycle, meeting frequency.
• Qualitative: levels of participation, trust-building, willingness to try new activities, peer interaction.

Example: A mentee who once stayed silent now volunteers to contact a club—small step, big signal.

Create regular, respectful feedback loops. Monitoring works best when mentors, mentees, and coordinators all have a voice and can adjust the approach together.

• Hold short mentor–coordinator check-ins to discuss challenges and test small changes.
• Invite mentee feedback via brief prompts (talk, translated forms, stickers/icons, voice notes).
• Use reflection meetings as safe learning spaces, not evaluations of “good” or “bad.”

Example: Mentees request more women-only activities; you schedule a trial block and review outcomes.

Monitoring must respect diverse languages, norms, and experiences. Recognise progress that may be subtle but meaningful, and offer multiple ways to share feedback.

• Offer written, verbal, and visual options to reduce language barriers; allow use of first language where possible.
• Train mentors to notice non-verbal cues of comfort or stress; avoid assumptions about “success.”
• Use women-only spaces or culturally familiar settings when it increases safety and participation.

Example: A mentee begins greeting peers on arrival—an early sign of belonging worth noting.

Combine quantitative indicators (sessions held, attendance, retention) with qualitative insights (stories, observations, testimonials). Together they show both scale and meaning.

• Use a short confidence or inclusion scale monthly, plus an open question: “What felt easier this month?”
• Capture a brief success story each cycle to illustrate change behind the numbers.
• Keep data light and purposeful—only what you’ll use to improve support.

Example: Confidence score rises from 2→4, and the note adds: “She now initiates conversation with the coach.”

The purpose of monitoring is learning. Feed findings into programme design, mentor training, and session planning. Celebrate what works, and change what doesn’t.

• Discuss insights in team huddles; agree one small test for the next fortnight.
• Update mentor resources when recurring challenges appear (e.g., language supports, childcare tips).
• Share learning across partners to build consistency and momentum.

Example: If many mentees struggle with transport, you shift to hubs near public transit and add travel guidance.