It’s not a surprise that finding a mentor and being a mentor positively correlate with career outcomes such as salary level, promotion rate and job satisfaction. In fact, research completed by DDI in 2019 found that, while 67 percent of women rate mentorship as highly important in career advancement, 63 percent report they’ve never had a mentor. Why is this? Many reports point to women asking for mentorship less than men. Being unsure of who to approach or hesitant of the response they might receive keeps many women from raising their hands. This lack of involvement can increase as women move into the later stages of their career. Peer mentoring is also a vital part of encouraging and supporting women in their careers. This forms early habits that build a woman’s belief in her mentoring capabilities and her willingness to mentor others. Cheryl Sandberg, Lean In Founder and Facebook COO, says, “as women see that they’re effective in mentoring each other, and as those women move up in their careers and get older, they start mentoring younger women.” In fact, 65 percent of women who have been mentored will go on to become mentors themselves, thus continuously refilling the mentor pool and perpetuating the positive mentorship cycle for women.” In this discussion panel our experts share their experiences, research and wisdom to tackle this very challenge.
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