Race, Ethnicity, and Culture in Mentoring Relationships.

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First do no harm: Ethical principles for youth mentoring relationships (2009, unknown): “Mentoring programs have an obligation to provide training in cultural competence and gender sensitivity so as to raise volunteers’ awareness of their own biases and blind spots (Liang & Grossman, 2007; Sanchez & Colon, 2005).”
How Effective Are Mentoring Programs for Youth? A Systematic Assessment of the Evidence (2011, unknown): “It is worth noting, however, that although matching ethnic-minority youth with same-race mentors where possible is a common goal in mentoring programs, research has failed to reveal a consistent pattern of differences favoring these types of relationships (Sánchez & Colón, 2005).”
An interdisciplinary meta-analysis of the potential antecedents, correlates, and consequences of protégé perceptions of mentoring. (2013, background): “This can create complex interracial dynamics for minority protégés (Ogbu, 1990; B. Sanchez & Colon, 2005) and make it difficult for them to build close and trusting relationships with majority group mentors (Thomas, 1989).”
Beyond between-group differences: Considering race, ethnicity, and culture in research on positive youth development programs (2016, background): “As Sanchez et al. (2013) point out, the complexity of the constructs of race, ethnicity and culture make it difficult to draw conclusions from simple findings of between-group differences.”