MENTORING
for HER GROWTH

an impactful, cost effective and lasting way to accelerate the development of female talent.

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Do you think that Mentoring is old-fashioned and has no place in switched-on human-centered people strategies?

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Do you believe that your leaders already are far too busy, have no time and they are not interested in becoming a mentor?

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Do you think that your talented people would not benefit as much from working with a mentor?

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Do you think that mentoring women on a career path is not something that could work in your company?

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Do you believe that it is OK for mentoring to happen spontaneously, but it doesn’t need a structure?

We believe that Mentoring is very much underutilized, but an incredible and cost-effective tool for growth for the mentee, for the mentor and for the organization.

Mentoring programs boosted minority representation at the management level from 9% to 24%.

Dobbin, F. Kalev, A. “Why Diversity Programs Fail.” Harvard Business Review. July-August 2016

Mentoring programs also dramatically improved promotion and retention rates for minorities and women—15% to 38% as compared to non-mentored employees.

Kilanski, K. Muller, C. Williams, C. L. (2014) “Corporate Diversity Programs and Gender Inequality in the Oil and Gas Industry.”

Women are more likely to have a mentor than men – 54% vs 48%.

Cohen, J. Wronski, L. (2019) “Nine in 10 workers who have a career mentor say they are happy in their jobs”. CNBC

95% of non-white women ages 45 to 54 who have a mentor say they’re satisfied with their job, compared with 82% who don’t have a mentor.

Cohen, J. Wronski, L. (2019) “Nine in 10 workers who have a career mentor say they are happy in their jobs”. CNBC

38% of female employees (in companies that have at least 30% women on their board) who have exposure to senior mentors believe they will make it to the board themselves, compared with 21% of women from companies under 30% target.

Vodafone Staff. (2019) “Driving Gender Diversity at the Top: 2019 & Beyond”

Businesses where women occupy more than 30% senior leadership roles are more likely to nurture ambition, with a quarter (27%) of senior leaders actively mentoring others and 17% looking to “sponsor” more junior employees, according to research.

Moss, R. (2019) “Mentoring key to building diverse leadership”. Personnel Today

In our original research conducted with Women in Tech forum, 89% of respondents found mentoring impactful and 86% would recommend mentoring to another woman in tech.

Guider Staff. Women in Tech Forum Staff. (2023) “The Power of Mentoring: Breaking the Glass Ceiling for Women in Tech”

The consequences of inadequate mentoring for women include isolation, disempowerment, stress, and limited career development, which are all factors conducive to burnout.

Cross, M. et al. (2019) “Benefits, barriers and enablers of mentoring female health academics: An integrative review”

In this short video our Mentoring Faculty share insights about and experience with mentoring around the world.

OUR MENTORING PROGRAM

Our focus is on co-creation. There is no general solution. ONLY your solution. We start the co-creation with your requirements and our insights, experience and what we call the 9 Enabling Strategies for women mentors.

Growth Mindset

Allyship and Networking

Learning from Role-Models

Mitigating Gender Biases

Feedback for Her Growth

Working with Strengths

Building your Reputation

Setting Boundaries

Building Self-confidence

How do we support?

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We co-create the content of the program together with you.

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We train the mentors-to-be online for circa 4 half days.

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We support the mentees in getting ready for their mentoring journey.

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We facilitate the matching between Mentors and Mentees if requested.

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And then: We step back but remain available!

The program is a combination of learning labs, reflections… and lots of practicing. We provide mentors and mentees with reference material.

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ALWAYS co-created

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On-line, anyone can participate as far as time-zones allow for it

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3-4 modules and 2-3 Peer Learning Group meetings when mentoring is happening

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We work both with mentors and mentees, sometimes together

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Combination of learning labs, reflections and a lot of practicing

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Supported by Mentor and Mentee guides

OUR EXPERIENCE

with women leadership programs

At Avvartes we have considerable experience with mentoring. We have been mentees and mentors over multiple decades and have experienced the power of mentoring ourselves. In our in-company jobs we have built and managed global, regional and local mentoring programs in many different businesses. As Avvartes we have delivered programs for mentors and mentees to be, for reverse mentoring and for women mentoring.

To learn about another Avvartes anchor program for women leadership, Resilience for Growth, please visit r4g.avvartes.com.

We work with Avvartes, because their team is reliable, coherent and always behaving as a role-model. They are what they say: trustful, authentic and very real. They are really listening and we appreciate that they also challenge. The Avvartes team has perfectly understood our vision and requirements and have included our values and behaviors in their programs. They also are really aligned with our business both in thinking and in behaviors. And of course, their expertise is super. The feedback we receive from our people who participated in the by Avvartes on-line delivered International Mentoring Accreditation programs is excellent.

Arianna C.

Global Learning, Wellbeing, D&I Manager at global pharma company

Contact our faculty of Mentoring For Her Growth

Aad JCM van Vliet

+41 79 264 39 23
aad@avvartes.com

Aysun Barin

+90 532 724 68 32
aysun@avvartes.com

Ebru Barin

+90 532 332 33 05
ebru@avvartes.com

Loredana Shani

+56 9 7765 8135
loredana@avvartes.com

Siem Reitsma

+31 630 24 12 94
siem@avvartes.com

MENTORING for HER GROWTH