Sponsorship and Mentoring Initiatives
We know that underrepresented employees face barriers to advancement that employees who look like those in power do not experience. Lack of role models, stereotypes about performance and potential, and lack of access to informal networks can hamper equal opportunities in organizations.
Two initiatives that can help are mentoring and sponsorship. Typically, a mentoring relationship is established for the career-development of both mentor and mentee, or to provide a wise and trusted counselor to a more junior employee navigating a workplace or particular field. A mentor’s central task is to help a mentee achieve his or her potential by encouraging improved performance and new skill and knowledge development, and by providing insights into the organizational culture. When done well, mentoring programs provide tremendous benefits to the organization, including: greater commitment and performance, increased knowledge-transfer and upward mobility, and reduced turnover.
Sponsors, on the other hand, actively advocate for employees in decision-making forums when employees are not in a position to do so themselves. Sponsors, by definition, have power and influence within an organization and provide visibility and access to valuable networks. By endorsing high-performing employees for critical roles or career-accelerating opportunities, sponsors expand opportunities and promote greater inclusion of the entire workforce.
Catalyst can help organizations design appropriate programs or improve the efficacy of existing programs based on its years of experience, detailed knowledge of award-winning efforts, and ongoing, cutting-edge research.