This research is valuable as it investigates why large multinational companies promote women less often, despite investing heavily in mentorship and sponsorship programmes. One of the authors of this piece is Herminia Ibarra, a Professor of Organisational Behaviour at London Business School. She has contributed to the sponsorship discourse for decades, particularly on why it is critical for women’s career development and progression.
This paper not only highlights why additional support programmes are vital for women’s development, but it also acknowledges that there is work to be done to make these programmes more effective in helping – and not hindering – women. The research used 40 in-depth interviews with high-potential men and women chosen by their employers to participate in its mentoring program. The paper also analysed and compared 2008 and 2010 Catalyst surveys to uncover differences in mentoring for men and women and the consequences for career advancement.
There is a clear gap between the career progression of men and women. Other studies have highlighted that women have faced process bias when it comes to promotion, and that despite high performance, women are typically rated lower for leadership potential than men. Many see mentoring as a way to bridge the promotion gap, but mentoring can fall short of leading to positive change.
To find out more about the research summaries referenced in this summary, visit:
Women’s Progression in the Workplace (KCL)
When Women Lead, Firms Win (S&P)
To find out more about sponsors, visit:
Click here to learn more about the research-inspired: ‘The Overlooked’