4.2. ANALYSIS OF THE PILOT STUDY
4.2.7. The impact of the age, gender and race on the mentor‐mentee relationship
The pilot study examined whether the age, gender and race of the mentor-mentee relationship have an impact on the successful mentorship of female mentees. The analysed demographics were age, race and gender of the mentors. The participants were asked to indicate the gender and race of their mentors and whether their mentors were younger, the same age or older than they were. The respondents were asked in what way they disagree with their mentors; to explain how they disliked and liked working with their mentors; and what challenges they were facing with their mentors.
4.2.7.1. The impact of the age, gender and race on the mentor-mentee relationship in Company A
The assistant planner revealed that her mentor is a coloured male who is older than what she is.
The assistant planner highlighted that the gender, race and age of her mentor did not hinder the success of her mentorship, and that she likes working with her mentor because he provides challenging tasks at work which helps her to grow in her career. The mentor assists her when she does not know how to proceed with her duties, and she disagrees with her mentor when he gives her a lot of work to do. Both the contracts manager and the assistant planner are not facing any challenge with their mentors.
The contracts manager is mentored by a white male who is older than her. Just like the assistant planner, the contracts manager indicated that the gender and race of her mentor did not hinder the success of her mentorship in the construction industry. Contrary to the assistant planner’s response, the contracts manager states that the age of her mentor does have an impact on her mentorship because when she speaks to him, she feels like she is speaking to her father. The contracts manager complained that disagreements with her mentor do occur.
The mentor does not approve and understand how the new generation apply their knowledge at work because of the new syllabus they have at universities. Even though there are misunderstandings and disagreements in the relationship, the mentor leaves room for the mentee to make mistakes. The contract manager explained that she no longer complained about liking or disliking working with her mentor in the way she did six years back. If there is a
disagreement between them, they resolve the matter amicably. The contract manager also revealed that she does not care about her mentor’s attitude; the only thing that is important is for her to gain knowledge and to know how to do the work.
The trainee quantity surveyor graduate has a mentor who is a white male and older than what she is. The respondent felt that the race, gender and age of the mentor did not hinder the success of her mentorship. The trainee quantity surveyor graduate stated that she usually disagreed with her mentor when she was told to do the same thing all over again. The respondent stated that she likes working with her mentor because he is hands-on and is always showing and teaching. The female mentee indicated that she has no challenges working with her mentor.
4.2.7.2. The impact of the demographics on the mentor-mentee relationship in Company B
The junior quantity surveyor is mentored by a white male mentor who is older than what she is.
The gender and race of the junior quantity surveyor's mentor does not hinder the success of the mentorship. She feels that the fact that the mentor is older than what she is, has impacted positively towards her successful mentorship because of the experience and skills the mentor has. The quantity surveyor is not mentored at work but has a personal mentor who is a coloured female older than she is. The quantity surveyor revealed that the age, gender and race of the mentor does not hinder the success of the mentorship she was receiving.
The participants were asked in what way they disagreed with their mentors. The quantity surveyor responded that they seldom disagree with each other. The junior quantity surveyor revealed that she and her mentor were always on the same boat, because her mentor is patient and takes his time to clarify things if they have a misunderstanding.
The respondents were asked to explain what suited them best about working with their mentors.
The quantity surveyor said that she disapproved of working with her mentor because they are not working in the same industry, despite having learned a lot from him. The junior quantity surveyor revealed that she hates working with her mentor because he uses long methods: her mentor does not like to use short-cuts. The junior quantity surveyor adds that her mentor likes her to do one thing repeatedly, and does not want her to make a mistake.
The respondents were also asked to explain what challenges they face with their mentors. The quantity surveyor felt that not working in the same industry with her mentor is a major challenge
but that her mentor does a lot of research to assist her. The junior quantity surveyor revealed that during the time of submitting a cost report, the mentor asked lots of questions which she sometimes struggled to answer but highlighted that it was a learning process.
4.2.7.3. The impact of the age, gender and race on the mentor-mentee relationship in Company C
Table 4.4 shows the age, gender and race of the mentors in the case study undertaken. White male mentors assist both quantity surveyor mentees interviewed in Company C. The quantity surveyor is mentored by someone who is younger than she is, while the senior quantity surveyor’s mentor is older than she is. Both the quantity surveyor and senior quantity surveyor say that their mentors’ age, gender and race do not impact on their mentorship. The senior quantity surveyor revealed that they do not disagree with each other, while the quantity surveyor stated that if there is a disagreement, she talks to her mentor and resolves it.
The respondents were asked to explain what they dislike or like about working with their mentors. The quantity surveyor indicated that she disliked working with her mentor because of unreasonable deadlines he sets, but she likes working with him because they have a good working relationship. The quantity surveyor also added that she delivers what she is expected of her. The senior quantity surveyor explains that they have an open door policy where she can ask her mentor everything, and she does like working with him.
The respondents were asked to explain the challenges they came across with their mentors.
The quantity surveyor explained that the challenges she is facing with her mentor are unreasonable deadlines and the excessive amount of work she is given. The senior quantity surveyor says that the challenges she is facing with her mentor exist because they are no longer working together, though they are still in contact with each other.
4.2.7.4. Age, gender and race of mentors Table 4.4: Age, gender and race of mentors
Company Profession of mentee
Gender of mentor
Age of mentor Race of mentor
Race of mentee A Trainee Graduate
Quantity Surveyor
Male Older than mentee
White Black Assistant Planner Male Older than
mentee
Coloured Black Contracts Manager Male Older than
mentee
White Coloured B Junior Quantity
Surveyor Female Older than
mentee White Black
Quantity Surveyor Male Older than
mentee Coloured Coloured C Quantity Surveyor Male Younger than
mentee
White White Senior Quantity
Surveyor
Male Older than mentee
White White
4.2.8. The impact of the mentor-mentee relationship on the successful mentorship of