This research paper explores the keys to successful cross-race mentoring identified by mentees and mentors in the Increasing Minority Presence within Academia through Continuous Training (IMPACT) mentoring program. Two iterations of the IMPACT program paired Black engineering faculty with primarily White male emeriti engineering faculty for career-focused mentorship, networking, and advocacy. A great need exists to better understand that which facilitates successful cross-race mentoring, as it is the standard in the engineering professoriate due to the underrepresentation of senior and emeriti faculty of color in engineering academia. Thus, this intrinsic case study explores the perspectives of 16 mentees and 14 mentors on the keys to successful cross-race mentoring. Participant interviews were analyzed inductively and resulted in three themes: (1) self-awareness and empathy create trusting, honest conversations; (2) mentee career advancement must be core to the relationship; and (3) a history of racial allyship from the mentor is required. These findings reveal the importance of the IMPACT mentoring program creating successful mentoring matches in which mentees and mentors demonstrate self-awareness and empathy, focus on mentee career advancement, and mentors possessing a keen cognizance of the ways in which racism affects the lives and careers of Black faculty.
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