Research shows that mentoring can be an extremely successful development opportunity, for both mentors and mentees. For example, soundly-designed mentoring programs are known to positively affect commitment, retention, performance, knowledge-sharing and career-mapping. In addition, mentoring programs have a particular role to play for talented staff from minority groups. Women and staff members from other cultures do not always have the vertical networks known to be an asset in career progression. A well-managed mentoring program can offset this limitation and thus function as a powerful Diversity and Inclusion (D&I) initiative. However, studies also demonstrate that an organisation’s return on investment is likely to be more secure, if both mentees and mentors receive support before and during the mentoring experience.