Mentoring Across Differences

ADVOCACY MATTERS
The Advocates’ Society
SUMMER 2021

EVENT REPORT
Mentoring Across Differences
Lisa Marie Buccella, Aviva Trial Lawyers
In mentoring relationships, the ability to relate is often considered a key ingredient for success.
That focus on relatability, however, comes with its own hazards: if we conflate our ability to relate
with having shared characteristics—whether age, gender, cultural background or otherwise—we
risk developing and learning from people only like ourselves, and in so doing, leaving others out.
Tenured lawyers need to take the lead when it comes to mentoring across differences, creating
the conditions for people from diverse backgrounds to feel included and thrive. On May 3,
2021, the Mentoring Committee of The Advocates’ Society’s 10+ Standing Committee presented
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importance of mentors seeking to understand
the journey that mentees are on and noted that
what may appear to be shared experiences can
vary considerably below the surface and do not
guarantee compatibility between a mentor and
a mentee.
Understand the career journey
Linear career journeys are less common than a
generation ago. In many cases, the career ladder
has been replaced by the jungle gym, and
people enter our profession at different points
in their careers, and with different objectives.
Understanding a mentee’s objectives in the profession
and what they bring to the table is key;
mentors need to be intentional in asking about
career objectives and understanding how mentees
can leverage diverse professional and personal
backgrounds for the benefit of their clients,
organizations, and the profession.
Mentoring Across Differences featuring panelists
Megan Keenberg of Van Kralingen & Keenberg
LLP, Lucas Lung of Lerners LLP, Jennifer Mathers
McHenry of Mathers McHenry & Co., and
Walied Soliman of Norton Rose Fulbright Canada
LLP, and moderated by Sapna Thakker of
Lax O’Sullivan Lisus Gottlieb. This piece shares
some of the key insights from the event.
Matching is beneficial... but
Matching refers to instances where mentors
and mentees are connected based on shared
characteristics or backgrounds. This can be
beneficial, as junior lawyers see a part of themselves
in their mentor, and where both can connect
through shared experiences. Walied Soliman
spoke of an instance where he was able to
meaningfully counsel a young lawyer on breaking
fast during Ramadan or leaving a meeting
for Friday prayers. Jennifer Mathers McHenry
agreed matching can be important but noted
it is not always available. She emphasized the
Champion positive behaviors
Jennifer Mathers McHenry noted that there
continues to be a tendency in our industry to
accept behaviors that wouldn’t be accepted outside
of the industry. Shifting attitudes around
work, accelerated by the COVID-19 pandemic
and the #MeToo movement, have changed
what is acceptable—not only tolerance for traditional
“bad behavior” such as sexism, bullying
and harassment but more broadly, behaviors
and practices that compromise worth and wellbeing,
such as inappropriate work-life boundaries.
Lucas Lung noted that it can be challenging
for young lawyers to address uncomfortable
and unacceptable behaviors, while those more
seasoned in the profession have become accustomed
to turning the other way, offering their
mentees sympathy and counselling avoidance
instead of leveraging their credibility to effect
positive change. Especially when mentoring
across differences, understand that it requires
courage for a mentee to discuss concerns of this
nature, and it creates an obligation for mentors
not just to support, but to act.
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