In honor of National Mentoring Month, Summer Search hosted a virtual panel to discuss the powerful role of mentorship in the workplace. The panel was moderated by Summer Search CEO, Ursulina Ramirez and featured Jermaine Myrie, CEO of MENTOR, Francheska Feliciano, Director of Apprenticeship Programs at Aon, and Sharhea Wade, VP of Global Inclusion and Diversity at State Street and Summer Search Alumna—who spoke to their experiences seeking mentors throughout their careers and discussed the ways in which they advocated for mentoring programs.

The Importance of Mentorship: A Key Focus for Summer Search

Mentorship is a central component to the Summer Search program and plays a crucial role in our approach. Our program combines mentorship with experiential learning and career support to support young people to thrive both economically and with a sense of purpose.

Summer Search’s Depth Mentoring Model is research-backed and has been refined over the 35-year history of the organization. The Depth Mentoring framework use four key lenses: trauma sensitivity, social-emotional learning, human development, and critical consciousness. These approaches provide a solid foundation for fostering trusting and impactful mentor-mentee relationships that can extend beyond educational settings and into the workplace.

Mentorship in the Workplace: More Than a Role, It’s a Responsibility

A key takeaway from the panel discussion was the idea that mentorship is not always a formal role or position. Ursulina acknowledged that mentors can emerge organically in the workplace—even from those who may not have a designated “mentor” title. Every professional has the potential to influence others in a meaningful way, whether they realize it or not.

The conversation also highlighted the importance of meeting people “where they are” – understanding the unique experiences, challenges, and backgrounds that individuals bring to the workplace. This approach ensures mentorship is tailored and effective, enabling both personal and professional growth.

Trauma-Informed Mentorship: What Does It Mean?

Ursulina introduced the concept of trauma-informed mentorship, emphasizing that exposure to trauma can significantly affect a person’s well-being and how they show up in various environments. She connected this to Summer Search’s Depth Mentoring framework, which includes trauma-sensitivity as a key element. This approach is rooted in understanding that many young people, particularly those from disadvantaged backgrounds, may have experienced various forms of trauma that impact their ability to fully engage and thrive in their personal and professional lives.

Jermaine Myrie, CEO of Mentor, elaborated on how his organization integrates trauma-informed practices into their mentorship programs. According to Jermaine, mentoring is not just about guidance or professional advice—it’s also about recognizing the unique challenges each individual faces, which may stem from past traumatic experiences. Jermaine highlighted that mentors don’t need to have clinical training, but they do need to approach the relationship with empathy and understanding. His team at Mentor promotes a strength-based approach, where mentors focus on the strengths and potential of the individual rather than framing them through the lens of deficit or trauma.

Mentorship in Apprenticeship Programs and Workplace Success

Francheska Feliciano, Director of Apprenticeship Programs at Aon, spoke about the importance of mentorship in the context of apprenticeship programs. Aon has developed a well-established apprenticeship program with a focus on building talent pipelines. According to Francheska, mentorship in the workplace provides benefits that extend far beyond the individual mentee or apprentice. Some of the key impacts include:

1. Skill Development and Knowledge Sharing: Mentors—whether managers, talent developers, or external partners like Summer Search—help apprentices develop new skills and enhance existing ones. This transfer of knowledge from experienced employees to apprentices ensures a smooth transition and preserves institutional knowledge.
2. Increased Engagement and Retention: Mentorship programs, especially those aligned with apprenticeship models, contribute to higher levels of employee engagement and job satisfaction. Employees who feel valued and supported are more likely to remain with the company, reducing turnover and associated recruitment costs. Aon has seen a 10% greater retention rate among apprentices compared to other early career programs.
3. Networking Opportunities: Apprenticeship programs foster connections within the organization and in external networks, allowing apprentices to grow their professional relationships both in-house and at national networking events. These connections are vital for career progression and professional development.
4. Wraparound Support: Aon has embraced the idea of wraparound support, working closely with community-based organizations like Summer Search. This collaborative approach ensures that apprentices not only receive technical training but also the emotional and social support needed to thrive in a corporate environment. These additional supports help apprentices navigate corporate culture and overcome challenges as they develop.

Investing in Mentorship and Apprenticeship Programs

Francheska also spoke about the broader appeal of investing in mentorship and apprenticeship programs for other employers. She stressed that these programs are mutually beneficial for both employees and organizations. By investing in these initiatives, employers see long-term benefits, including:

• Employee Development and Satisfaction: Mentorship helps employees feel more supported and valued, leading to increased satisfaction and growth opportunities.
• Improved Retention Rates: Companies with strong mentorship and apprenticeship programs tend to have higher retention rates, which can help reduce turnover and the associated costs of recruiting new talent.
• Stronger Organizational Success: When organizations prioritize mentorship and apprenticeship, they foster a culture of knowledge-sharing, community, and employee development, which strengthens the overall success of the business.

In the case of Aon, Francheska shared how the company’s partnership with Summer Search has led to impressive retention rates and consistent growth for apprentices.

Mentorship at State Street: Community and Employee Networks

Sharhea Wade, VP of Global Inclusion and Diversity at State Street, shared her perspective on mentorship and how it shaped her career. State Street has long integrated mentorship into its culture, with employee networks (also known as employee resource groups) playing a central role. These networks provide an invaluable resource for employees to connect, learn, and support one another. Sharhea emphasized:

1. Employee Resource Groups: At State Street, these groups are critical for fostering community, providing employees with a platform to connect with one another and share experiences. She encourages young professionals to seek companies with strong employee networks, as these groups often serve as a critical source of support, especially for those early in their careers.
2. Formal Mentoring Structures: Sharhea also reflected on her personal experience with Summer Search, noting that it was her first formalized mentorship experience. While it was challenging at first, she grew to appreciate the structure and the guidance it provided. The mentorship relationship with her Summer Search mentor continued long after the formal program ended, showing how deep mentorship bonds can go, especially when supported over the long term.
3. Mentorship Across Career Stages: At State Street, mentorship opportunities are available at various stages of an employee’s career. For Sharhea, her initial experience with formal mentoring as a teenager shaped her approach to mentorship in the workplace. She highlighted that having a mentor at any stage—whether starting as an intern or moving into a senior role—is invaluable for navigating challenges and career growth.

The Importance of Mentorship in Today’s Work Environment

The panelists agreed that community and support are more essential than ever, especially in today’s professional landscape. Mentorship plays a key role in cultivating that sense of community, offering individuals not just career advice but emotional and personal guidance through difficult moments. Both Aon and State Street recognize the value of mentoring in creating strong, resilient teams and fostering an inclusive, supportive company culture.

The discussion also reinforced the idea that mentorship isn’t just about offering professional advice. It’s about building relationships that help individuals develop personally and emotionally. Both organizations shared that their investment in mentorship and apprenticeship programs is a long-term strategy for employee retention, knowledge transfer, and fostering a sense of belonging within the workplace.

Looking Ahead: Building a Stronger Mentorship Culture

Looking to the future, the panelists discussed how organizations can foster a culture of mentorship that goes beyond the traditional scope. They encouraged a broader, more inclusive understanding of mentorship in the workplace, recognizing it as a tool for developing diverse leadership and driving organizational success.

Mentorship is not just about career advancement; it’s about personal development, community, and helping individuals reach their full potential, both within and outside the workplace.

The panel concluded by emphasizing the importance of mentorship in preparing the next generation of leaders, and how organizations like Summer Search are working to ensure young people not only succeed academically but thrive in their careers with the support of strong mentorship networks. This insightful conversation underscored the critical role mentorship plays in the workplace, reminding us that these relationships, when nurtured with care and intention, can transform lives and organizations alike.

Watch the full conversation below