It's been great to learn about the different mentoring models, the research, the evidence behind it. There also has to be a structured mentoring that is one, a skills mentorship programme and second, that addresses their emotional and psychological needs and we do need to think about that on how we structure and design this more effectively and as we go away from this workshop, we are very keen to come back after all the thinking and deliberation and studying this a little bit more.

It has been two enriching days of different sessions. I have particularly learnt a lot around, you know, the different aspects related to mentoring, whether it is around policy or around evidence creation. The session that I anchored was on how technology might help us take the benefit of mentoring to the large youth population that we have. We were able to create much through that conversation around how technology can be used and we hope that you catch that session online.

I think the main point that came out from the sessions is the concept of shared value. what I think is a really important role that mentoring can play, which is a sort of a connection between the more senior roles in companies or in an industry and the newer generations. And in fact, there's also research that does show that senior leaderships or kind of older employees can learn from the more juniors and they can gain themselves from being mentors in the sense of being connected with, again, like kind of what's new and what goes on in the industry.