The purpose of this study is to develop a generic model for an effective mentorship programme. The definitions of mentors, mentorship and the management of diversity are presented and discussed in the literature. Also discussed are the reasons for implementing a mentorship program in the organization and the advantages and disadvantages of such a program. This is followed by the presentation of the different paradigms of diversity. In addition the relationship between mentorship and the effective management of diversity is discussed. The quantitative as well as the qualitative research methods were followed. A questionnaire, which represents the stages/ aspects of a preliminary mentorship model was created. The content of the preliminary mentorship model (questionnaire items) was created by utilising elements within the literature as well as inputs received from specialists in this field. Lawshe's (1975) method was used to identify which elements in the questionnaire (prelimanary model) were suitable for the final generic model. Eighteen specialists evaluated each of these items (stages/aspects of the mentorship program) and the content validity was determined for each item. These items within the given content validity ration were used as guidelines for the final generic mentorship model. These guidelines, identified for the mentorship model, can be categorised in six categories. Communication, Mentorship Relationship, Personal- and Professional Development, Organisation Participation, Characteristics of a mentor and General. / Thesis (MCom (Human Resources Management))--University of Pretoria, 2004. / Human Resource Management / unrestricted