According to recent studies by McKinsey & Company, PwC, and O.C. Tanner, fulfillment at the workplace takes the lead nowadays as the most important metric that most employees strive to achieve in the corporate world over benefits and pay [1,2,3]. Tailored mentorship programs are one of those powerful tools to attain fulfillment. Therefore, developing robust mentorship programs has become more important than ever due to the paradigm shift observed in employees’ career aspirations.

The benefits of mentorship, specifically for women, are backed by empirical evidence from various studies and surveys. According to a report by the Lean In Foundation and McKinsey & Company, women who have mentors are more likely to be promoted, ask for more challenging assignments, and aspire to senior leadership positions than women who do not [4,5]. Another study by KPMG found that 28% of women who had mentors at the workplace became senior leaders, compared to 19% of those without mentors [6].

Mentorship programs not only provide women with the necessary tools to excel in their roles but also help bridge the gender gap in leadership roles. This was the main message of a panel discussion hosted last year by the SPE Diversity and Inclusion (D&I) Committee.

Read more at: https://jpt.spe.org/fostering-future-leaders-the-impact-of-mentorship-on-women-in-leadership