Mentoring for Diversity is for board-ready applicants looking for non-executive board appointments at large and NZX companies. The programme aims to improve participants’ governance knowledge and suitability for selection. It links participants with mentors who are leading and established chairs and directors from large and NZX company level.
We invite applications on the basis of diversity of gender, ethnicity, Māori whakapapa, LGBTI affinity, age, culture, disability, background, and experience.
We invite your application if you:
To apply for Mentoring for Diversity, you should be able to accept the time and travel commitments of:
You should also:
Large and NZX companies look for board members with specific, specialist skills, supported by more generic skills, knowledge, and experience. In your application for this programme, you should demonstrate the specified:
You should have at least five years’ experience with boards in a senior role:
You should understand:
You should be able to understand the financial position of a company by interpreting financial statements and reports.
You should have:
You should have at least three years’ governance experience, preferably on the board of a significant organisation. You may also be in a position advising or reporting to a board of a significant organisation.
Applications for this programme in 2020-21 open in April 2020.
Demonstrate your governance professionalism and competencies in a dedicated CV. See our governance CV guide
An IoD internal selection panel shortlists applicants for the programme. Our board diversity panel makes the final selection of mentees. This panel is made up of our chief executive and selected IoD council members.
If you are not selected for the programme, you can apply for it in future years.
Mentoring for Diversity runs for 12 months. Mentees pay for their own travel and cover their own costs participating in the programme.
We hold a briefing session with the mentees at the start of the programme. At this session we give our expectations about the roles of mentee and mentor, and advice on how to get the most out of the programme.
We hold two mentee knowledge-sharing events during the programme, which we expect mentees to attend. Mentees also commit to providing feedback when requested through the programme.
We hold a final sharing session and graduation at the end of the programme.
We expect that mentees and mentors meet for at least an hour every two months, at times convenient to both. We recommend that mentees and mentors keep the scheduling and format of their meetings formal.
The Mentoring for Diversity programme made me appreciate the benefits of a diverse board in terms of robust decision making