Mentoring at the University of Leicester


Mentoring performs a key role in a number of strategic initiatives to support the development of staff across the University.

Mentoring forms part of the University's implementation of the Concordat to Support the Career Development of Researchers, and departmental Athena SWAN action plans

What is mentoring?

Mentoring is the critical role and responsibility assumed by an experienced employee who agrees to help, build a relationship with, and facilitate the professional growth of one or more colleagues. The mentor is not a line manager but a ‘career friend’.  Mentoring might suggest the sponsorship of a junior colleague by a senior colleague, or be seen as a relationship amongst equals in which someone is helped to develop themselves by a member of their peer group.

The mentoring relationship is non-judgemental and confidential, aimed at giving the mentee the confidence and capability to meet current and future challenges at work or in relation to work. It is non-judgemental in that it is distinct from performance management or annual reviews, and has at its heart the individual rather than the institution’s or PI’s goals. Indeed, it aims to complement the communications between, for instance, a PI and a researcher. It is not meant to challenge any authority and nor is it a relationship of authority. 

Find out more:

What are the benefits of mentoring?

How do I identify a mentor?

What support is available for mentors?

What support is available for mentees?



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Mentoring for Research Staff

For more information please contact:

Dr Naomi Irvine (Research Staff Development Officer), Leicester Learning Institute,, tel 0116 223 1449.

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