| Summary: | Anita Atwal,1 Vimal Sriram,2,3 Elizabeth A McKay4 1London South Banking University, School of Allied and Community Health, London, UK; 2University Hospitals Bristol and Weston NHS Foundation Trust, Bristol, UK; 3Collaborative Learning and Capacity Building Theme, NIHR Applied Research Collaboration in Northwest London, London, UK; 4Edinburgh Napier University, School of Health and Social Care, Edinburgh, UKCorrespondence: Anita Atwal, Tel +44 20 7974403011, Email atwala@lsbu.ac.ukIntroduction: Diversity, equality and belonging are important aspects within Allied Health Professional (AHP) groups. Mentoring is considered as a solution to improve career progression. To date, there is no consensus on what good mentoring looks like and whether current models are fit for purpose for Black and Minoritised Ethnicity AHPs.Methods: Scoping review to understand mentoring among Black and Minoritised Ethnicity (BME) AHPs through searches in four electronic databases using pre-defined criteria.Results: From 1440 studies screened, 2 studies were included in this review that researched mentoring for BME AHPs in a health and/or social care setting. Themes that emerged from the literature were related to access and amount of mentoring for BME AHPs, psychosocial mentoring may influence cross-race mentorship outcomes and organisational issues related to workforce pressures and management support. There is uncertainty around the importance of same race relationships in mentoring but there is some evidence that within cross-race mentoring this could influence outcomes.Conclusion: It is unknown if mentoring enables career success in BME AHPs. There is emerging evidence on the importance of psychosocial mentoring within cross-race relationships. Careful reflection and further research is needed on how current mentoring models work and ensure fair access to mentorship and support for BME AHPs.Keywords: mentoring, ethnic minority, career progression, allied health, psychosocial
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