It’s no secret that women in the workplace have always faced challenges at a disproportionate rate compared to their male counterparts. With time, those inequalities have begun to slowly dissipate, but the onset of the pandemic has brought existing issues back with a vengeance and new challenges with the same gusto.
In particular, minority groups within the female category, such as women of color, LGBTQ+, and women with disabilities, have been deeply affected. Of course, this has always been the case. Female representation in leadership positions is low and even lower for sub-minorities. For instance, only 1 in 4 C-suite leaders in America is a woman, but only 1 in 20 is a woman of color. This problem has been compounded by the Great Resignation, wherein women leaders are leaving their companies at a much higher rate than men. One study cites three specific reasons why women are leaving their positions at such a high rate: women want to advance but encounter more hurdles than men, women leaders are overworked and underrecognized, and female leaders are seeking a better workplace culture.
The Timeless Power of Mentorship(Opens in a new browser tab)
Providing women (particularly female minorities) at work with a strategic network of mentors and sponsors can solve all three of these challenges.
● Career Growth Hurdles: With the guidance of a mentor, women are able to advance their careers at a much faster pace. In fact, studies show that employees who receive mentoring are promoted 5 times more often than those without mentors. Mentors provide valuable advice and creative problem-solving opportunities. That’s why women with mentors are better equipped to handle any hurdles that they may face along the way. More often than not, women are fighting to advance their careers in male-dominated industries. It’s no wonder they face more challenges in climbing the ladder because more men than women have walked that path before them. That’s where sponsors come in because they are advocating for women getting selected for choice assignments and shining a light on their otherwise overlooked contributions.
● Overworked & Underrecognized: Mentors directly impact employees’ sense of fulfillment. Having a mentor makes employees feel included, which is particularly important for women (especially women of color). Other evidence proves that mentorship boosts the mentee’s engagement and overall job satisfaction – two things that would reduce feelings of over-work/under-recognition. Mentorship makes employees feel valued and appreciated for the hard work they contribute, and it eases the mindset of ‘going at it alone’.
● Workplace Culture: Organizations that implement strong mentorship and sponsorship programs bolster their workplace culture in doing so. Such programs foster a supportive and collaborative work environment, demonstrate that leadership cares about the development of the team and provides ample growth opportunities. Plus, giving (minority) female employees mentoring opportunities helps to lift them up and a more inclusive environment. When women have a leader who is actively championing them, amplifying their contributions, and boosting their success, it contributes to a deeper sense of connection, inclusion, and ultimately belonging.
Mentorship and sponsorship programs are known to boost retention. That’s why these programs are extremely important now when people (particularly women) are leaving their jobs left and right. Talent needs to be nurtured, and organizations that realize that early on will reap the rewards. Not only are they good for the employees, but also for the business as a whole.
Given the gender gaps all around us, it comes as no surprise that men benefit disproportionately from mentorship and sponsorship compared to women. It’s been found that “having a mentor raised a man’s salary by $9,260” but only by $661 for a woman. What’s more, men with mentors were “93% more likely than men without a mentor to get their first post-MBA job at mid-manager level or above,” though women were only 56% more likely when compared the same way. Compared to women, men almost 2:1 have a strategic network of coaches, mentors, and sponsors early in their careers, which has a compound effect on their career growth and development.
Evolving with the Driven Formula(Opens in a new browser tab)
Leaders need to carefully consider their mentorship and sponsorship programs, and be diligent about providing equal support to both men and women alike. Unfortunately, because of the way society and the workforce operates, women and minorities need all the extra support they can get. Leaders should develop programs so that these disadvantages are recognized and repaired.
We’ve all had to stand on the shoulders of giants to get where we are today. That is the beauty of life and humanity – the undeniable fact that we are all in this together, and that lifting others up only serves to benefit. Those of us in leadership positions not only have a duty, but also an actual business incentive to use our power for good and build a stronger, more diverse, and
more equal future of work.
Shaara Roman is the author of The Conscious Workplace: Fortify Your Culture to Thrive in Any Crisis, and the founder and CEO of The Silverene Group, a culture consulting firm that aligns people, strategy, and culture to optimize organizational performance. As an award-winning entrepreneur, board member, speaker, author, and experienced chief human resources officer, Shaara and her team consult with leaders to create healthy workplaces by helping them build inclusive workplace cultures, design effective organizations, and align their company values and people programs to achieve business goals. Born in India, schooled in Nigeria and England, and having lived in Greece before coming to the US, Shaara uses her global experience as the foundation for her distinctive expertise in crafting strategies to improve culture, workforce quality, and operations across a multitude of disciplines in the public, private, and nonprofit sectors. She received an MBA from Georgetown University, where she is also an adjunct professor. Today,
Shaara serves on several advisory and nonprofit boards.
Connect with Shaara:
LinkedIn and www.shaararoman.com
