The Importance of Mentorship - Why Finding Female Role Models Is Important
By Jody Bell
Did you know that retention and promotion rates for minorities and women increase 15-38% with formalized workplace mentorship?
For women, who still hold only 6.4% of CEO positions within Fortune 500 companies, mentorship is the key to feeling welcomed, supported, and confident in their organizations.
For young women specifically, why exactly is mentorship so impactful?
To be quite honest, as a female in finance, mentorship is the reason I have been able to advance within my internships and feel comfortable seeking out competitive opportunities.
I was already a very shy and introverted person, but I knew I was passionate about social and environmental impact and wanted to make a difference in the world. I leaned into business and social entrepreneurship and found that Girls With Impact provided me with the support and education to begin confidently pitching companies and voicing my ideas. However, when I went into college, I found myself frozen again; unable to raise my hand or share my thoughts just like before I was a Girls With Impact student. The challenging curriculum, the intimidation of being one of the few women in the class, and the lack of mentorship and support completely blind-sided me.
I wanted the sort of cohort-like mentorship program that Girls With Impact afforded me and joined a living learning community that was also rooted in entrepreneurship. By having one-on-one conversations with peers and professors who became long-term mentors, I finally came out of my shell again.
In the workplace these challenges are similar - it can be easy to feel isolated as a woman when you are in a challenging environment and lack female peers and representation as a whole. Additionally, it would be ignorant to ignore the discrimination that persists for women in the workplace. Issues like pay disparity, a lack of female leadership in top companies, proportionately higher turnover rates, and discrimination surrounding topics such as maternity leave/family-life are all still prevalent. As a generation that is rooted in activism, these issues are not the “accepted status-quo” - instead, young professional women want to understand how their organization treats these issues and how they can mitigate the effects of discrimination and microaggressions. Having a female mentor who is well-versed in the company culture and a safe space to voice these concerns truly makes all the difference in the experience of a young woman entering the job force.
What is the difference between a sponsor and a mentor?
While there is most definitely some overlap, a mentor is usually based on personal development and skill growth, while a sponsor is specifically focused on career advancement.
Say you’re building out your class schedule and are unsure which courses could help you reach your professional/personal goals. A mentor (professor, guidance counselor, or academic advisor) would be a great person to talk to. However, if you’re applying for internships/jobs and looking for recommendations to add to your application, seeking out a sponsor within the firm you're applying to would be a good idea.
In some situations you can have a mentor that is also a sponsor, but there is also value in having a mentor who is separate from your career advancements and your professional network. This separation can make you feel more comfortable discussing challenges and generally being more transparent.
What are the different types of mentors within the workplace?
Within formalized mentorship programs at workplaces, there are generally three types of mentors.
Career mentor - these mentors have a goal of retaining and supporting the promotion of their mentees. Outside of conversations around career development within the firm, they may help facilitate internal networking and serve as an advocate for their mentee.
Peer mentor - a peer mentor is an individual who holds similar roles and responsibilities as their mentee and can support their daily tasks and integration in the organization’s culture.
Life mentor - a mentor who can specifically help with work life balance and supporting the mental health and personal goals of their mentees.
How do I get a mentor?
Well, if you’re looking for a mentor outside of the workplace, you’re in the right place! Girls With Impact is founded and based on the concept of mentorship - your coach is a mentor to you and our alumni network aims to create additional mentorship opportunities through networking.
If you’re working and looking for a mentor within your organization, the best way to find one is through vouching for the power of mentorship. Seek out the creation of a formalized mentorship program, and in the meantime network around the firm. While networking, highlight the top 2–3 reasons you believe you would benefit from their mentorship and ensure you are approaching this in a respectful manner (don’t forget mentoring someone takes time!)
How to make the most out of your mentorship
The answer is consistency in communication. Building a long-term relationship with your mentor means you don’t only reach out when you need help or advice. You instead reach out to grab coffee, chat about life, and generally have a check-in.
I would recommend having a regularly scheduled meeting with your mentor and between these sessions take note of professional/personal life events you want to discuss with them. During these conversations, ask about their experience and background, as mentors usually love mentoring because they get to share their learned life lessons.
Jody Bell, 21 is Girls With Impact’s Editor in Chief and a program graduate from Greenwich High School. Girls With Impact is the nation’s only online, business and leadership program for girls 14-24, turning them into tomorrow’s leaders, entrepreneurs, and innovators.