ABSTRACT
This chapter argues that quality management-focused organizations can use coaching and mentoring to enable gender inclusion in culturally diverse and male-dominated environments such as the United Arab Emirates private sector. It presents a framework that combines specific coaching and mentoring practices that can be implemented within male-dominated workplaces to achieve the behavior and cultural changes necessary to enable gender inclusion and women’s career advancement. As mentoring and coaching are adaptable forms of learning and development, they can be customized for specific organizational uses, such as promoting gender inclusion, and modified for application in different cultural contexts. The purpose of employee resource group (ERG) mentoring is to ensure employees with distinct needs have the opportunity to receive appropriate and supportive mentoring. A member of an ERG would be eligible to participate in ERG mentoring in addition to the organization’s formal mentoring program. Intercultural mentoring may have additional benefits for the organization, such as increasing cross-cultural trust and knowledge sharing.
