Mentoring for Black and Minoritized Allied Health Professionals in Health and Social Care: A Scoping Review

Figures & data

Table 1 Characteristics of Included Studies

ID	Author	Aims	Method	Findings
1	Koberg et al (1998) USA	Mentees education will have a positive association with perceived psychosocial mentoring. Mentees tenure with the organization will have a positive association with perceived psychosocial mentoring. White and non-white mentees will differ significantly in their level of perceived psychosocial mentoring. Men and women mentees will differ significantly in their level of perceived psychosocial mentoring. Organizational rank will have a positive association with the level of psychosocial mentoring perceived by mentees. Intragroup trust, group effectiveness, worth of group, mutual influence, and leader approachability will have a positive association with the level of psychosocial mentoring perceived by mentees. The level of psychosocial mentoring perceived by protégé’s will have a positive association with job involvement and self-esteem at work and will have a negative. Association with propensity to leave the organization.	N= 367 (92 men and 275 women). Participants: Registered nurses, dietitians, therapists, pharmacists, and other professionals N= 90 supervisors N=25 administrators and directors N=28 Physician Ethnicities (where reported): N= 288 White N= 26 Hispanic N=19 African American N=235 Same sex mentor N= 286 Same race mentors Survey instruments: The Group Behaviour Inventory (GBI) developed by Friedlander (1966) Mentoring: 14-item questionnaire developed by Noe (1988) Self-esteem at work: 4 items constructed and shown to be reliable and valid by Quinn and Shepard (1974) Job involvement: 9 items constructed and validated by Lodahl and Kejner (1965) Propensity to leave the organization: adapted composite three-item scale developed by Lyons (1971)	Mentoring was higher for persons identifying as white than for those identifying as Hispanic or African American but did not differ significantly between men and women. Mentoring was higher among same-sex than among opposite-sex dyads and was higher among same-race than among cross-race. Mentoring increased as intragroup trust and leader approachability increased but was not related to organisational rank. The level of psychosocial mentoring had a positive association with job involvement and self-esteem at work and with the decision not to leave an organisation.
2	Browne et al (2013) New Zealand	Evaluation of a peer mentoring workforce development strategy for aboriginal and non aboriginal Health Professionals	Qualitative evaluation study via 30 interviews. From the 30 interviews 13 were AHPs (10 Female and 3 Male). Mentoring programme 6 months – specific health promotion project to work on – Focus was on equal reciprocal relationship. Specific AHPs referred to are physiotherapists and Dietetics but majority who participated are reported to be Dietetics (N = 11).	Found it useful to have a nominated person they could ask questions. More confident in relation to working together. And improved awareness of culture. Aboriginal health care professionals and AHPs often had no contact with each other. Importance of power equity in the mentoring relationship. There was two-way learning with both mentor and mentee taking on roles as the learner and/or teacher. AHPs valued this as they could ask questions about culture in a safe space. Aboriginal health care workers also valued asking AHPs questions about role etc. Some instance limited support from management was a barrier. Mentoring should occur outside of working hours due to work place disruptions.

Figure 1 Prisma Flowchart of included studies.

Note: Adapted from Tricco AC, Lillie E, Zarin W, et al. PRISMA extension for scoping reviews (PRISMA-ScR): checklist and explanation. Ann Intern Med. 2018;169(7):467–473. doi:10.7326/M18-0850.²⁹

Tricco AC, Lillie E, Zarin W, et al. PRISMA extension for scoping reviews (PRISMA-ScR): checklist and explanation. Ann Intern Med. 2018;169(7):467–473. doi:10.7326/M18-0850

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