Mentoring for Women in Organisations

Being mentored is one of the most valuable and effective development opportunities you can offer women. Where training can provide development in skills and performance, mentoring provides the one-to-one support to reinforce and apply these skills and performance, developing capability and potential for the long-term.

Mentoring not only helps women but it has a ripple effect, it creates a positive company culture and increases productivity for your organisation. If you do not have a mentor program, it is probably time to start.

How Mentoring can Benefit Women in your Organisation

• Career Advancement & Visibility – Mentors can advocate for women in promotion discussions and provide visibility to decision-makers. Women often face “broken rung” challenges (fewer opportunities for their first promotion into management). Mentorship helps them navigate this hurdle.
• Building Confidence & Leadership Skills – Many women struggle with self-doubt due to workplace bias or imposter syndrome. Mentors provide encouragement, feedback, and practical leadership advice. They help mentees strengthen negotiation, communication, and strategic thinking skills.
• Expanding Networks – Women are often excluded from informal networks where opportunities are shared. Mentors—especially senior leaders—can open doors to influential connections and networks.
• Navigating Workplace Bias – Mentors can help women recognise and respond to unconscious gender bias or microaggressions. They provide strategies to manage bias without self-blame and support mentees in asserting themselves.
• Role Modelling & Inspiration – Seeing successful women (or male allies) in leadership provides role models. This representation signals that leadership is achievable. Mentors who have overcome similar barriers give mentees a roadmap for success.
• Retention & Engagement – Organisations with strong mentoring programs often see higher retention of women, especially during mid-career, when many drop out due to a lack of support. Feeling guided and supported improves loyalty and job satisfaction.
• Creating Sponsorship Pathways – Effective mentoring often evolves into sponsorship, where mentors not only advise but actively champion women for stretch roles, promotions, and leadership positions.

When organisations formalise mentoring—pairing women with mentors across levels and functions—it reduces isolation and accelerates equity.

How I Help

I consult with organisations on their mentoring programmes to help them get the best results. This may involve helping them set up and deliver a successful mentoring scheme or supporting them on one that is ongoing or has lapsed. 

For more information on Mentor training, please go to my Mentor Training page.

To support organisations, I have put together a 5-STEP guide on setting up a mentoring programme successfully.

For my E-guide on introducing a mentoring programme in your organisation: