Mentoring is a relationship where one individual with lived and/or professional experience supports another on their goal-oriented journey by gaining skills, knowledge, and tools. In medicine, acclimating to new conditions can be challenging. Our professional path is laden with exams, trainings, and predictable next steps favoring uniformity—and finding safe spaces to express individuality can be difficult.

Medicine demands our ability to achieve a level of self-awareness to execute complex medical decisions, engender trust, and provide leadership. But certain factors like imposter syndrome or intense feelings of isolation can hinder our progress in attaining professional goals.

Though we have all had different experiences, we have all faced the challenges of medical training and practice; this is our common ground. As leaders and mentors, we should use this common ground to explore the elements that have shaped the lives and senses of self of our mentees. In doing so, we are creating a nurturing environment where it is safe to explore other aspects of personal and professional development.

LGBTQ+ community members may come to the table with experiences that affect their ability to sit in a space that feels welcoming, validating, or liberating. Some wrestle with identity, abandonment, difficulties with the coming-out process, discrimination, persecution, and/or hate crimes, fostering insecurity, hesitation, and doubt—all of which are obstructive to professional evolution. Even LGBTQ+ mentors may grapple with mentoring an LGBTQ+ mentee given different aspects in their respective personal lives. Nonetheless, an optimal, respectful, and mutually rewarding relationship is possible by engaging in a dynamic where the mentor sees the mentee in their entirety, appreciates their challenges, and helps them identifies their goals.

While their LGBTQ+ identity augments who they are, it does not solely define them.

If a mentee is not already out, they may exercise discretion for a multitude of reasons. The following are some guidelines to follow if they come out to their mentor:

• Congratulate them, and acknowledge that you appreciate their trust.
• Gently ask if anyone else knows.
• Discuss disclosure comfort levels, need for privacy, etc.
• Reassure allyship.
• Establish name and pronouns preference.
• Listen with care to work culture and/or discrimination concerns.

As you clarify their goals, be open to discussing how they may perceive interactions and challenges, and gauge how their professional persona is influenced by their LGBTQ+ status. At times, there may be issues requiring coaching, planning, or administrative assistance. These issues may arise with speaking up in meetings, seeking promotions, interacting with colleagues, etc.

Every journey is unique. Each LGBTQ+ individual offers more than their LGBTQ+ identity; yet, for many, this is one of the most sacred aspects of their personhood that affects their journey. Consider how best to be supportive beyond the mentor/mentee interactions.

In the spirit of allyship, consider the use of pronouns, acknowledge celebrations, and create a culture of enlightenment (education and awareness). Ensure that resources are available to all, that there are clear ways to deal with and stop discrimination, and that there is a sense of belonging for all. We are all able to create, advocate for, and promote a professional workplace culture that lifts everyone.

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