The BRAVE program has seen remarkable success in 2024, inspiring and empowering women, particularly from Culturally and Linguistically Diverse (CALD) backgrounds, to re-enter the workforce. Proudly funded by the NSW Government.
Through dedicated initiatives, the program has enhanced women's skills and cultivated a supportive community of mentors and employers who are committed to driving diversity and inclusion.
As of 2024, 728 women have engaged in the program, with 48 volunteer mentors contributing over 4104 hours of support. These mentors have played a crucial role in building confidence, offering guidance, and helping participants navigate their return to work.
We’ve partnered with 23 employers, who are actively prioritising CALD women in their recruitment practices. This has resulted in 412 women securing employment across a variety of sectors, including 120 in community work, 85 in the auto industry, 41 in retail, and 162 in food and food manufacturing.
One of our key successes has been the impact of our employer campaign, which has raised awareness about the compounded discrimination faced by CALD women. This has encouraged our employer partners to reassess language barriers, such as the use of "must have recent experience," which can be inadvertently discriminatory As a result, employers have embraced inclusive language and are now actively seeking to create equal opportunities for these women.
The mentorship component of the BRAVE program has been instrumental in driving these successes. Women who were once discouraged by previous rejections are now thriving in roles they never imagined possible, and 45-minute lunch sessions have provided valuable skill-building opportunities.
As we continue to expand our efforts, we are looking for more mentors to join our program. If you're passionate about making a difference, we invite you to join us in this important work.
The BRAVE program is just getting started, and with your support, we can continue to create lasting change for women in our community.
01 Welcome
Welcome
We are delighted to welcome you to our Chamber and appreciate your commitment to empowering women and fostering their personal and professional growth. By becoming a mentor, you play a vital role in supporting and guiding women on their journey towards success and fulfillment.
We aim to provide women with the necessary tools, resources, and mentorship to overcome challenges, develop their skills, and achieve their goals. As a mentor, you will have the opportunity to make a significant impact on the lives of these women, helping them unlock their full potential.
The mentor handbook serves as a comprehensive guide to ensure a successful and meaningful mentoring experience. It provides you with valuable insights, strategies, and best practices to effectively support and guide your mentees.
By adhering to the principles outlined in the mentor handbook, you will be equipped to guide and support your mentees effectively. Your dedication and commitment to the mentorship process will contribute significantly to the success of our project.
We are truly grateful for your involvement in this initiative. Your expertise, experiences, and guidance will undoubtedly make a positive difference in the lives of the women we serve.
If you have any questions or need further information, please do not hesitate to contact us at ceo@cbchamber.org.au or 0416 012 747.
Thank you once again for joining us on this empowering journey. Together, we can inspire and uplift women to achieve their dreams and create a more inclusive and equitable society.
02 Organisational Chart
03 Board of Directors
Board of Directors
Our Board and Chamber is largely volunteer-based We are proud to have diversity in culture, age, and, gender balanced.
Wally Mehanna
CBCC CEO | Board Member
A founding board member of the CBCC, Wally is the current CEO and the backbone of our operations. A connector who empowers others with assertive, clear and innovative strategies, he works tirelessly for the betterment of the community.
Bill Parasiris
Vice-President | Infrastructure & Commercial at Western Sydney University
After a varied career in various industries, Bill is currently Western Sydney University’s Chief Estate & Commercial Officer, and founding board member of the CBCC. He is currently leading the delivery of their Bankstown City Campus, set to open in 2022.
Jason Arraj
Director | IFLEX
Jason Arraj is an experienced solicitor and General Counsel, effective communicator, and advocate for promoting local businesses in the community. He brings a strong passion for ensuring positive outcomes for local enterprises.
Geoff Gaymer
Manager TAFE Services at TAFE NSW
Geoff is a founding board member and the Manager of TAFE Services at TAFE NSW, leading property and logistics for the Western Sydney Region. He’s passionate about quality education and supporting the community he’s lived, worked, and supported most of his life.
More Board of Directors
Our Board are active, engaged and visable Reach out to them, they're here to help!
Antoinette Khalil
Principal of Khalil Lawyers Pty Ltd
Antoinette Khalil, Principal solicitor of Khalil Lawyers and Chair of the Women’s Committee for the CBCC. Antoinette has completed her Masters in Applied Law (Family Law) and is passionate about inspiring others to pursue their career aspirations whilst fulfilling their parenting roles as she herself is a loving mother to her 3 children.
Jessica Wehbe
Executive Director at Kleanwell Industry-leading client relations extraordinaire and passionate about helping people, Jessica Wehbe is well known amongst Sydney-based property and construction circles as well as charity organisations and various chambers of commerce.
Tracy Minett
Hands-on CEO | Patient-fronting pharmacist
CEO of Minett Group, Tracy prides herself on being a hands-on CEO and patient-fronting pharmacist. Tracy is an award-winning female entrepreneur recognised for her skilled business acumen, superior patient care, her contributions to the pharmacy industry as well as her commitment to the community.
Women’s Committee
Women’s Committee
The CBBC Women's Committee is dedicated to empowering women, creating opportunities, and breaking through the glass ceiling.
We focus on empowering women by offering support, resources, and a platform for networking We aim to ensure equal opportunities and address challenges women face in the workplace.
By connecting with the committee, individuals can access mentorship, guidance, and a community eager to promote diversity and equality.
TRACY MINETT
Chair of the CBCC Women's Committee CEO at Minett Group & patient-fronting pharmacist Award-winningfemaleentrepreneurrecognisedfor herbusinessacumen,superiorpatientcare,and contributionstothepharmacyindustry.
JO JOHNSTON
Director & Economist at Collappor8
Jo is a social warrior on a mission to create a more equal and inclusive community. She is hiring and growing her business as well as improving the communities she works in.
LEAH OSTERMEYER
Director & Head of Finance at Collappor8
Leah is a superhuman all-rounder. An accountant, web developer and IT specialist She is passionate about helping women with technology, digital and financial literacy as a means to breaking glass ceiling as she has done.
Women’s Committee
SASI VIRTANEN
Manager, HR Operations at HumanX
Sasi Virtanen is the Manager, HR Operations at HumanX. A HR practitioner with over 15 years' experience in highly regulated industries, Sasi manages teams across a diverse portfolio of clients.
Role of Committee
The Women's Committee spearheads the BRAVE project, diligently overseeing a range of activities from developing and implementing the mentoring initiatives
Micro-Credential Course Development: Design a comprehensive financial basics course in collaboration with an academic institution (WSU), enhancing financial literacy among participants.
Promotion and Marketing Campaigns: Implement ongoing campaigns to effectively market the various programs and workshops, ensuring wide reach and engagement.
Mentor Recruitment and Training: Systematically recruit and train mentors, providing them with the necessary resources and guidance to effectively support participants.
Delivery of Short Courses: Offer quarterly courses in key areas such as Language Proficiency, Digital Literacy, Financial Literacy, Sociocultural Barriers, and Legal Literacy to equip participants with essential skills.
Practical Skills Workshops: Conduct specialised workshops twice a year, focusing on practical skills and entrepreneurship in specific industries or sectors.
Work Readiness Courses: Provide a series of courses annually that prepare participants for the workforce, covering various aspects of employability and professional skills.
Ongoing Mentoring Support: Offer regular mentoring sessions, including weekly educational webinars, to provide continuous guidance and support to participants.
Employment Pathways Facilitation: Host monthly events aimed at networking, building connections, and referring participants to potential employment opportunities, assisting in their professional placement.
Program Evaluation and Improvement: Implement a robust evaluation plan to assess the effectiveness of all programs and activities, using feedback for continuous refinement and enhancement of the project.
Roles
Act as the face and voice of the BRAVE project.
Promote the project's mission and values, focusing on inclusivity for diverse work returnees.
Raise awareness and generate interest among varied potential participants. Attract partnerships and support from CBCC members and the wider community.
Advocate
Champion the goals and needs of all participants, without any discrimination or bias.
Ensure access to necessary resources, opportunities, and support for each participant.
Create an inclusive environment, addressing unique challenges and requirements.
Advisors
Provide tailored guidance and insights to the BRAVE Women’s Committee. Offer expertise to shape strategies and decisions, aligning with diverse participant needs.
Ensure the program's adaptability and responsiveness.
Organisational Partners
Collaborate with the BRAVE project to broaden its reach and impact. Include educational institutions, businesses, nonprofits, and other relevant groups
Share resources, expertise, and networks.
Contribute to a comprehensive support system for diverse work returnees, enhancing program relevance and effectiveness. Ambassador
05 Definitions Used
Definitions used in this Handbook
Mentor
A mentor is an individual who voluntarily dedicates their time, expertise, and guidance to support the goals, development, and activities of CBCC without expecting monetary compensation in return Mentors serve as trusted advisors and role models, sharing their knowledge, experiences, and insights to help mentees navigate challenges, develop skills, and achieve personal and professional growth.
Copyright
Copyright is a collection of rights in certain creative works such as text, artistic works, music, computer programs, sound recordings, and films. The rights are granted exclusively to the copyright owner to reproduce the material, and for some material, the right to perform or show the work to the public. Copyright owners can prevent others from reproducing or communicating their work without their permission or may on-sell these rights to someone else.
Copyright does not protect ideas, concepts, styles, or techniques, e g copyright will not protect an idea for a film or book, but it will protect a script for the film or even a storyboard for the film.
Client
An individual, organisation, or a government entity to whom, for a fee, the CBCC provides referral, training, resource development, information and education services
Discrimination
Australian law recognises two (2) ways in which discrimination may occur. These are direct discrimination and indirect discrimination. Direct discrimination occurs when an individual or a group are marginalised or excluded because of age, gender, religion, sexuality, cultural background, or disability. Indirect discrimination is less obvious and more difficult to identify Generally, it must be shown that where a requirement or condition has been imposed which, even though neutral on its face, has an adverse impact on people with a particular attribute, in circumstances where that is unreasonable. As with direct discrimination, an intention to discriminate is not necessary.
Employee
For the purposes of these policies and procedures, an employee is a paid member of the organisation whether full-time, part-time, or casual.
More definitions used in this Handbook
Grievance or Complaint
A grievance is a complaint, or a ground for complaint, against an unjust action taken in relation to the CBCC.
Mentees
Mentees are individuals who participate in this program of their own will to receive guidance, support, and mentorship from mentors. They actively seek to learn and grow by engaging with their mentors, asking questions, seeking advice, and applying insights to their personal and professional development.
Member
A Member is an organisation or an individual, who is a current member of The CBCC.
06 Vision and Mission
Our Vision and Mission
Our Vision is to provide the business sector in the region with a common voice, which will listen to local business needs, advance their interest and support our community sectors, through direct advocacy, to encourage local investment.
Our Mission is to be dedicated to providing a range of opportunities to local businesses, all aimed at supporting economic growth and development in the region.
Through our initiatives, we help businesses to get their name out there, network with other local businesses and suppliers, learn about best practices from industry experts, stay up-to-date with market trends, and gain access to business mentorship opportunities.
By cementing our sense of community, we aim to create a supportive and collaborative environment where businesses can thrive.
Committee Mission
We will focus on creating tangible outcomes that drive change and impact in Canterbury Bankstown and beyond, improving life and well-being for women in the future.
We will ensure that women can support women, network and connecting successful women and share their voice and stories with the community to inspire others
We will provide a platform for women to be heard on the policies that dictate their rights, direction, opportunities and future, and ensure their voice is ingrained in the narrative.
Women’s
07 Our Programs
Our Programs
CBCC offers a range of programs and initiatives that are designed to support and promote businesses in the region These programs include -
CBCC aims to foster a vibrant Canterbury Bankstown community, offering business support, sustainability initiatives, youth development, and well-being programs, making it an ideal place to live, work, study, and play.
Overview
The Canterbury Bankstown Chamber of Commerce (CBCC) is guided by a set of principles that reflect its commitment to fostering strong relationships within and outside the organisation, promoting sustainable business practices, and building a vibrant and prosperous community.
These principles include:
We encourage our members to empower their community and be change agents in their own right.
We build relationships based on trust, honesty, respect, integrity, and compassion, recognising and promoting fairness and equity.
We are dedicated to strengthening and enhancing the communities we serve, improving the lives of individuals within those communities, assisting communities to flourish, ignite community spirit, and enhance community wellbeing.
We represent business needs, ensure recognition and support, and promote business to governments, delivering insights, expertise, and connections.
We foster innovation and an entrepreneurship mindset, encouraging our members to think differently, be creative, and embrace new ideas.
We have a strong focus on sustainability and environmental initiatives through our Planet program, promoting sustainable business practices that help nurture our communities and planet.
We organise events and workshops that facilitate strong communication, connect people, and highlight to the broader community the strengths of the businesses in the region.
We meet our obligations and strive to fulfill our mission with the help of policies and procedures. Employees and mentors are obliged to familiarise themselves with the key policies outlined in the handbook
The CBCC strives to create a vibrant and prosperous community through business leadership, connecting people and building friendships, promoting sustainable business practices, and advocating for the needs of its members.
08 Case Study
Case Study
The BRAVE project, initiated by the CBCC, focuses on empowering female entrepreneurs, particularly those from culturally and linguistically diverse (CALD) backgrounds. This case study highlights the journey of a CALD woman, who is both a professional and a mother, to illustrate the project's impact.
Background
Establishing a professional company in southwest Sydney in 2018, our subject, a CALD woman with significant experience in her field, demonstrated an exceptional blend of professional ambition and personal commitment. Her journey symbolises resilience and success, serving as an inspiration in her community.
Challenges
Juggling the dual roles of parenting and professional leadership, she faced societal norms and professional barriers unique to her CALD background. These included income ceilings and limited opportunities for advancement in traditional employment settings.
CBCC's Role
Her involvement with CBCC began in 2021, marking a turning point in her career and personal growth. Through the chamber, she found a supportive platform, eventually taking on a leadership role. The BRAVE project offered her vital resources, networking opportunities, and mentorship, which were instrumental in navigating the challenges of maintaining a work-life balance and professional development
Achievements
Professional: She guided her firm to achieve significant financial goals, expanded her team, and secured a notable long-term sponsorship.
Personal: Successfully balanced her demanding career with her role as a mother, achieving key professional milestones.
Community Impact: Her role as a mentor empowered other women, encouraging them to overcome barriers and pursue leadership roles.
Her story exemplifies the BRAVE project's effectiveness in creating an environment conducive to professional excellence and personal fulfilment for women. Her achievements demonstrate the power of community support, mentorship, and empowerment in helping women surmount societal and professional obstacles.
Case Study - CBCC CEO insights
It is important to note that as a CEO, empowering people is crucial for fostering a culture of innovation, collaboration, and growth within the CBCC. This involves providing opportunities for professional development, listening to, and valuing ideas, delegating responsibilities effectively, and creating a supportive environment where individuals, and on this occasion candidates who are participating in the Brave program, can feel encouraged to take initiative and contribute to their journey success. By empowering them, I am enabling them to reach their full potential, driving their confidence towards achieving their goals.
Through my direct and indirect mentorship, I am encouraging participation which involves creating an inclusive environment where my mentees feel comfortable in sharing their thoughts and ideas.
I can truly say that through my direct mentorship, I feel that it is a powerful way to empower my mentees. The mentees are receiving guidance, support, and encouragement to help them develop their skills, navigate challenges, and achieve their goals.
Furthermore, I went a step further in pairing team members with more experienced members, offering them regular feedback, providing my mentees with opportunities for skill-building and professional development, and serving as a role model by sharing their own experiences and insights and a good example when I nominated women to be a public speaker sharing their insights and experience to empower others.
I am a great advocate for personal empowerment because it involves individuals taking control of their lives, making choices, and taking action to achieve their goals. As a CEO, I have supported my mentees through personal empowerment by fostering a culture of trust, autonomy, and accountability.
As a CEO and a mentor, I have helped my mentees in creating social connections within the CBCC by fostering a collaborative and inclusive workplace culture. This approach involved team-building activities, social events, and networking opportunities to encourage interaction and relationship-building among the mentees and others.
Additionally, I have expanded my lessons by providing platforms for informal communication, such as chat groups or social media channels, because this can help facilitate connections and camaraderie among the mentees and other members.
Case Study - CBCC CEO insights
I am passionate and a great believer in providing my mentees with networking opportunities because it is essential for professional growth and development as a collaborator. By investing in networking opportunities, I am empowering my mentees to build valuable relationships, exchange knowledge, and advance their careers, ultimately benefiting both the individuals and the Chamber as a whole.
Through my role as a CEO and a mentor, sharing knowledge is crucial for fostering a culture of learning and innovation within the chamber. Hence why I have promoted knowledge amongst my mentees and encouraged them to share their expertise, experiences, and insights through presentations, workshops, and collaborative projects.
Giving back demonstrates my commitment to social responsibility and community engagement, giving back can have a positive impact on my mentees and society in general while also enhancing my personal and or professional brand reputation. What I am doing today, and every day can make a meaningful difference in the lives of others and contribute to building a better world.
Helping mentees in profile elevation involves supporting their professional growth, visibility, and advancement within and beyond the chamber. I have facilitated this by providing opportunities for skill development, mentorship, and networking, as well as advocating for their accomplishments and contributions within the chamber and beyond
Again, by encouraging participation, providing mentorship, promoting personal empowerment, facilitating social connections, offering networking opportunities, sharing knowledge, giving back to the community, and helping mentees elevate their profiles, I am creating an environment where individuals thrive and contribute to the overall success of their journey.
09 Getting Started
Getting Started
Enrolment
To become a mentor in CBCC initiatives, interested applicants can submit their application through the organisation's website. The CBCC will promptly respond to the applications and provide mentors with important documents, including the Code of Conduct, Rights & Responsibilities, and relevant policies.
Induction
During the induction process, mentors will receive guidance and information to help them understand their roles and responsibilities. This includes a detailed explanation of expectations, program guidelines, and other relevant details.
Required Documents
Depending on the specific programs they are involved in, mentors may be required to undergo a reference check, a National Police check. These requirements will be discussed during the application and induction process to ensure compliance with legal and safeguarding standards.
Magazine
The CBCC Magazine is a valuable resource for mentors, providing them with regular updates and information. This monthly publication covers the latest news and events happening within our programs in Bankstown.
It includes details about upcoming training sessions, workshops, and other relevant opportunities for mentors to enhance their skills and knowledge.
Furthermore, the magazine serves as a platform for mentors to share their own mentoring stories and experiences, fostering a sense of community and collaboration among other mentors.
10 What You Need to Know
What you need to know
As a mentor, you have the following rights:
Work in a safe and healthy environment
Be interviewed and engaged in compliance with equal opportunity and antidiscrimination laws
Receive accurate and truthful information about the organisation
Be reimbursed for any pre-approved out-of-pocket expenses incurred while mentoring
Obtain a copy of the organisation's Code of Conduct and any other relevant policies
Have clear roles and responsibilities and agreed-upon time commitment
Have access to grievance procedures
Have your confidential and personal information handled by the Privacy Act
11 Code of Conduct
Code of Conduct
The Code of Conduct helps to define and develop policies and procedures in keeping with legal requirements and our ethical values of excellence, integrity, respect, collaboration, inclusiveness, and responsibility.
All mentors have a responsibility to comply with legislation, policy, procedures and the Code of Conduct for the CBCC such as
Treat everyone with respect and courtesy and without harassment, Comply with all applicable Australian laws,
Use the CBCC’s property and money efficiently, carefully and honestly with due authorisation and without misapplication and/or misappropriation, Comply with any lawful or reasonable direction given by a person with the authority to give that direction,
Maintain appropriate confidentiality in relation to dealings with Board members and the CEO,
Disclose, and take steps to avoid, any conflicts of interest whether real or apparent, Behave in a way that upholds the values, integrity, and reputation of the CBCC Not make improper use of internal information or disclose the CEO or board or members' status, salary, power, or authority in order to gain, or seek to gain, an advantage,
At all times behave in a way that upholds the core values of the CBCC While on duty externally, interstate, or overseas, at all times behave in a way that upholds the good reputation of the CBCC.
Breaches of the Code of Conduct may relate to specific breaches of policies and procedures and may attract disciplinary action Disciplinary action may include investigation, removal of privileges or access, repayment of monies, referral to the Police in the case of unlawful behaviour, and termination of the engagement.
The CBCC values openness, honesty, tolerance, fairness, and responsibility in social matters. It is essential in such a community that all members recognise and respect not only their own rights and responsibilities but the rights and responsibilities of other members of the community and those of the CBCC itself.
12 Mentor Health and Safety
Mentor Health and Safety
At CBCC, we prioritise the well-being and safety of our mentors
We have implemented policies, procedures, and regulations to ensure a secure and supportive environment for all individuals involved in our mentoring programs. These measures aim to protect mentors from potential hazards and promote their overall health and safety
Work Health & Safety Policy: All mentors must strictly adhere to the Work Health & Safety Policy. A hard copy of the policy may be available from the CEO, email at ceo@cbchamber.org.au
Emergency Procedures: All mentors must familiarise themselves with the Emergency Procedures applicable to the CBCC Office Building to ensure a prompt and effective response in case of an emergency.
Reporting concerns: If any mentor is concerned about a WH&S issue in the workplace, they should immediately raise the matter with the CEO or any member of the board
CEO's responsibility: The CEO is responsible for the WH&S process, which includes addressing any issues raised, developing procedures, and documenting such procedures. The CEO communicates WH&S policies and procedures to the stakeholders on a regular basis
By adhering to our policies and procedures, we can collectively create a secure and supportive atmosphere that fosters effective mentoring relationships.
Access & Use of IT & Email
Access and use of IT & Email
CBCC mentors are expected to use technology and email responsibly and professionally if authorised by the CEO while carrying out their mentor duties
The use of technology and email must follow the CBCC policies and not compromise the security, confidentiality, or integrity of CBCC information or systems.
Access to CBCC technology, such as computers, laptops, tablets, and mobile devices, is granted solely to carry out mentor duties. Mentors are not allowed to use CBCC technology for personal use or to access non-CBCC systems or data. Mentors must not send or forward confidential or sensitive information to external parties, and must not use CBCC email for personal or commercial purposes.
Mentors must take appropriate measures to safeguard CBCC technology and data from unauthorised access, theft, or damage. Passwords must be kept confidential, and mentors must not share their login credentials with others or use someone else's credentials to access CBCC systems or data.
CBCC reserves the right to monitor, log, and audit technology and email use by mentors to ensure compliance with this and other CBCC policies Violation of this policy may result in disciplinary action, up to and including termination of mentor status.
By accepting mentor duties with CBCC, mentors agree to abide by this policy and all other CBCC technology and email use policies.
14 Model Release and Use of Data
Model Release and Use of Data
Thank you for joining our mentoring program. This handbook section is designed to inform you about our data usage and consent policy, which is integral to your role as a mentor within the CBCC BRAVE Project.
By signing up as a mentor in our program, you have implicitly consented to CBCC's use of your data for program-related purposes. This includes but is not limited to, your participation in program activities, training sessions, and events
Scope of Data Use
As part of your participation, you are required to acknowledge the Model Release and Use of Data Agreement, which grants CBCC the right to use photographs, video/audio recordings, and other representations for educational, promotional, and advertising purposes.
This agreement is in effect for an indefinite period and is applicable worldwide. The data collected may be utilised for program evaluation, improvement efforts, and internal reporting.
We may also use your data in our promotional materials, such as photographs or quotes, to showcase the impact of our mentoring program.
Opting Out
If you prefer not to have your data used beyond essential program activities, particularly for marketing or promotional purposes, please let us know explicitly by emailing ceo@cbchamber.com.au. You have the option to opt out at any point, and we respect your decision and privacy
CBCC’s Commitment
We are committed to using your data responsibly and with discretion. The integrity and privacy of our mentors and participants are of utmost importance to us.
Our committee oversees all data usage to ensure it aligns with our ethical standards and program objectives.
Thank you for your dedication and contribution to our mentoring program. Your understanding and cooperation are crucial in maintaining a transparent, respectful, and effective mentoring environment.
15 Mentor Role
Mentor Role
Mentors can provide guidance, support, and encouragement to women as they navigate their personal and professional journeys.
Knowledge and Experience Sharing
Sharing personal and professional experiences to provide insights and lessons learned.
Offering guidance on career development, entrepreneurship, leadership, and other relevant areas.
Sharing industry-specific knowledge and expertise to help women navigate specific fields or sectors.
Providing Emotional Support
Acting as a trusted confidant and providing a safe space for women to discuss their challenges, aspirations, and concerns.
Offering empathy, understanding, and encouragement during difficult times. Helping women build self-confidence and resilience to overcome obstacles
Networking and Connections
Introducing women to valuable networks, professional associations, and contacts within their field
Facilitating networking opportunities, such as industry events, conferences, or professional gatherings.
Guiding women on effective networking strategies to expand their contacts and opportunities.
Skill Development and Capacity Building
Identifying areas of improvement and helping women set goals for personal and professional growth.
Offering guidance on developing specific skills, such as communication, negotiation, decision-making, and problem-solving.
Providing constructive feedback and coaching to enhance women's capabilities.
More Mentor Role
Career Guidance and Advancement
Assisting women in setting career goals and creating strategic plans for advancement.
Offering advice on job search strategies, resume building, interview skills, and professional development opportunities
Nurturing women's leadership potential and providing guidance on pursuing leadership roles and positions of influence.
Empowerment and Advocacy
Advocating for women's rights, gender equality, and equal opportunities in the workplace and society.
Encouraging women to embrace their strengths, challenge societal norms, and overcome gender-related barriers.
Promoting self-advocacy, assertiveness, and assertive communication skills
Time Commitment
As part of the intake form, mentors are required to commit a specific number of hours per month/week to the mentoring program. This commitment includes direct mentoring, preparation, and any necessary commuting.
Clear communication of this commitment ensures the effectiveness and reliability of the mentor-mentee relationship
Providing a Role Model
Demonstrating positive behaviour, values, and ethics as a role model for women
Inspiring women through personal achievements, resilience, and success stories.
Encouraging women to set ambitious goals and believe in their abilities to achieve them.
It's important that the specific role of a mentor may vary depending on the needs and goals of the women involved in the initiative. The mentor's role should be tailored to the individual circumstances and aspirations of the mentee to maximise the impact and effectiveness of the mentoring relationship.
16 Mentoring Process
Mentoring Process
By following these mentorship guidelines, you contribute to the enriching and impactful mentorship experience for both yourself and your mentees.
Initial Meeting
At CBCC, we understand the importance of making a strong first impression During the initial meeting with your mentee, we encourage you to create a warm and welcoming environment.
Introduce yourselves, share your backgrounds, and discuss your expectations for the mentorship By actively listening and showing genuine interest in your mentee's goals, you can set a positive and supportive tone right from the start.
Building Rapport and Trust
We encourage you to find common ground with your mentee and establish a connection based on trust and understanding
Demonstrate empathy, be approachable, and maintain confidentiality to create a safe and confidential space where mentees feel comfortable sharing their challenges and aspirations. Consistent support and reliability are key to building trust and nurturing a long-lasting mentorship relationship
Setting Goals
As a mentor at CBCC, you have the opportunity to guide mentees in setting meaningful and achievable goals. Help mentees identify their strengths, weaknesses, and aspirations, and assist them in setting SMART goals that are Specific, Measurable, Achievable, Relevant, and Time-bound.
Through collaborative goal-setting, you empower mentees to take ownership of their development journey and foster a sense of commitment.
Mentoring Process
Effective Communication
At CBCC, effective communication is vital to mentorship success. We provide guidance on fostering open and meaningful communication with your mentee.
Active listening techniques, such as paraphrasing and asking open-ended questions, encourage mentees to reflect and share their thoughts more deeply.
Clear and respectful communication ensure mutual understanding and alignment, enhancing the overall mentorship experience.
Creating Action Plans
To support mentees in reaching their goals, we provide guidance on developing actionable plans. Help mentees break down their goals into manageable steps, prioritise tasks, and establish realistic timelines.
Encourage them to consider potential obstacles and strategise ways to overcome them. By assisting mentees in creating structured action plans, you equip them with the tools they need to navigate their journey effectively.
Monitoring Progress
At CBCC, we believe in celebrating progress and providing constructive feedback. Encourage mentees to regularly check in with you to assess their achievements, discuss challenges, and make adjustments to their action plans as needed.
By monitoring progress together, you can provide guidance, celebrate successes, and offer constructive feedback that supports mentees' growth and development.
BRAVE Program
17 Cultural Sensitivity
and Inclusivity
Cultural Sensitivity and Inclusivity
As mentors at CBCC, we have a responsibility to create an inclusive and supportive mentoring environment for our mentees. Here's how we encourage our mentors to promote cultural sensitivity and is
Recognising Cultural and Individual Differences
Acknowledge and respect the diverse cultural, ethnic, and individual backgrounds of your mentees.
Seek to understand their unique perspectives, experiences, and values. Avoid making assumptions based on stereotypes or generalisations.
Embrace the opportunity to learn from your mentees' cultural insights and experiences.
Addressing Unconscious Biases
Reflect on your own biases and assumptions and be willing to challenge them. Educate yourself about different cultures, traditions, and perspectives. Seek feedback from mentees and be open to learning from their experiences. Treat all mentees with fairness and equity, irrespective of their cultural background.
Promoting Equality and Diversity
Embrace diversity as a strength and actively promote equal opportunities for all mentees
Encourage mentees to share their unique perspectives and experiences. Foster an environment where all voices are heard and valued.
Engage in ongoing learning and professional development to enhance your cultural competence.
Continuous Self-Reflection and Learning
Regularly reflect on your own cultural biases and areas for growth. Stay informed about cultural and social issues that may impact your mentees. Seek opportunities for training and workshops on cultural sensitivity and inclusivity.
Engage in conversations with other mentors and professionals to exchange insights and best practices.
18 CBCC Office
The CBCC Office
Walking Directions from Bankstown Station
Further detailed directions can be found via the website:
Bankstown Station, Bankstown NSW to Western Sydney University - Bankstown City Campus - Google Maps
Bankstown City Plaza: 17 Rickard Rd, Bankstown NSW 2200
Post Offices:
Bankstown Post Office: 402-410 Chapel Rd, Bankstown NSW 2200
Bankstown Square Post Office: Shop ML 404, Bankstown Central Shopping Centre, North Terrace, Bankstown NSW 2200
19 FAQs
1) How can mentors give feedback?
Mentors can give feedback in various ways, including:
The CBCC will conduct surveys to gather feedback from mentors from the start till the end of the program. These surveys can be conducted through forms, email, phone, or in-person interviews
The CBCC can organise focus groups to gather feedback from mentors on specific topics or issues. These groups can be conducted in person or virtually. Mentors can directly provide feedback on their experience and offer suggestions for improvement to the CEO or board.
2) How will I be matched with a mentee?
The CBCC committee will carefully review mentee profiles and mentor preferences to make suitable mentor-mentee matches. Factors such as professional background, industry experience, and mentee goals will be taken into consideration.
3) How can I address any challenges or issues that arise during the mentorship?
Open and honest communication is key to addressing challenges or issues that may arise during the mentorship If any concerns arise, it is recommended to address them directly with the mentee respectfully and constructively. If needed, you can seek guidance and support from the CBCC CEO and the committee.
4) Can I continue mentoring with CBCC after the initial mentorship ends?
Absolutely! CBCC values the ongoing contributions of experienced mentors. Once your initial mentorship ends, you can express your interest in continuing as a mentor and be considered for future mentorship opportunities within the Chamber.
Thank You
We want to express our sincere appreciation for the hard work and dedication you have shown toward our initiatives. Your efforts have been invaluable in helping us create a thriving and harmonious community in Bankstown.
We hope that the Mentor Handbook we have provided will be a valuable resource for you, containing all the information you need to be successful in your role. Your commitment to our cause is inspiring, and we wish you all the best in your mentor journey with us.
We recognise that our mentors are integral to the success of our programs, and we show our gratitude through a variety of events throughout the year. Once again, thank you for your time, energy, and passion for making a difference in our community.
Sincerely,
Wally Mehanna, the Board and CBCC Team
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