Kheiron Module 3

The opportunities that intergenerational mentoring can have if these gender challenges are well managed are many, for example: Spaces for dialogue, mutual learning and historical recognition of feminist struggles. Reconnection between generations based on respect and listening. Construction of diverse, affective and transformative references. Practical example for understanding intergenerational gender challenges Luis, a 68-year-old mentor, accompanies Alba, a 14-year-old transgender girl. Luis has good will, but he talks about ‘before, when you were a boy’ and refers to her with the wrong pronoun. → Accompanying the mentor should include basic training and spaces for reflection where he/she can speak without fear of being judged, in order to move towards respectful mentoring. Unconscious (or implicit) biases are automatic mental shortcuts we use to process information, based on internalised stereotypes and biases. In a mentoring context, these biases can influence: Selection of mentors and mentees: who is offered mentoring and who is not. Content and style of mentoring: what advice is given, with what tone. Networking and sponsorship opportunities: who receives access to circles of influence. These unconscious segregations can manifest themselves in different ways, for example. 1.Gender roles and stereotypes Assuming that women are less assertive or ambitious, offering ‘safer’ or less visible challenges. Assuming that men are innate leaders and therefore reinforcing high-impact opportunities for them. 2.Double standards of behaviour Criticising women for showing assertiveness (‘too aggressive’) while praising men for the same (‘decisive’). Trivialising female doubts or insecurities as ‘lack of confidence’, while interpreting the same attitude in men as ‘reasonable doubt’. 3.Communication and feedback Giving vague or overly protected feedback to female mentees (‘you're doing great!’) versus direct, results- oriented feedback to male mentees. Use of affective or personal language (‘you're very nice’) rather than focused on professional performance. 08