Embracing Diversity and Inclusive Mentoring Practices for Leadership Development

Thus, this article seeks to illuminate the significance of embracing diversity, and demonstrating equitable and inclu- sive practices for all involved (mentors as well as mentees), while participating in mentoring relationships for leadership development. First, we provide a brief overview on the literature on what we know about diversity and men- toring relationships and then focus on how mentoring is a key component for leadership development. Second, we introduce the concept of possible selves (Fletcher, 2007) and how it is an appropriate framework to approach prioritizing diversity, equity, and inclusion within the practice of mentoring for leadership development. Third, we present the T.A.K.E. G.O.O.D. C.A.R.E. as a model to better understand how to implement this approach. Lastly, we conclude by providing thoughts of the implications for evaluating effectiveness of mentoring for leadership development as relative to diversity, equity, and inclusion.