Tara Fitzpatrick-Navarro, CEO of USTA Mid-Atlantic Foundation: Transforming Communities Through Innovation, Inclusivity, and Accessibility.
In modern business, where metrics and bottom lines take center stage, genuine human connection is a rare and undervalued commodity. Employees need human connection to thrive in the workplace. That’s why most benefit significantly from well-aligned mentoring programs that foster a sense of belonging.
Guidance received in mentoring sessions helps equip employees with the skills and knowledge they need to advance their careers and increase their earnings.
Alarmingly, according to a 2024 Women in the Workplace report, “only 37% of companies offer formal mentorship programmes for women in their team,” down from 48% in 2022. This trend is particularly troubling because research consistently shows that mentorship plays a vital role in career advancement, especially for women leaders facing systemic barriers.
A decline in support for women’s career development underscores the urgent need for leaders who hold influential positions—often men—to step up as allies and champions. Those in power have an opportunity to stand in solidarity with women by directly challenging the systemic barriers that hinder women’s advancement. There are real-world consequences of a lack of allyship and mentorship to stand up for women in the workplace. When women lack this support, they remain underrepresented in leadership roles, often causing a loss of valuable talent within organizations.
While men are crucial in supporting women’s advancement, the power of women mentoring women is astounding. Therefore, the need to create supportive networks of women mentors for future generations cannot be overstated.
As a CEO who has built an all-women leadership team, I’ve seen firsthand the power of women supporting women. I’ve benefited immensely from the tremendous impact of women mentors early in my career. They’ve provided me with helpful feedback and encouragement when I needed it most. My mentors opened their doors and, with the utmost generosity, invited me into their offices to discuss pressing issues. Their guidance and support inspired me to bet on myself, take risks and stand up for myself as a woman in a room full of men.
Had they not invested in my growth decades ago, I may never have learned to identify and build upon my strengths. More importantly, they helped me recognize the areas I needed to grow and ensured I had the resources I needed as a young leader. They helped me challenge my assumptions and broaden my perspectives while offering a compassionate ear and much-needed support during times of frustration and overwhelm. The profound impact of being seen and heard by a mentor is immeasurable.
My experiences underscore the invaluable perspective women mentors offer. They bring a different perspective, understand women’s challenges in the workplace and can provide tailored support and guidance.
Women often possess a unique understanding of workplace dynamics, shaped by their experiences navigating challenges and biases that may differ from those faced by men. This understanding allows them to offer valuable insights and fresh perspectives (to both women and men), particularly in leadership styles and communication strategies. In my experience, women also generally excel at open communication and creating a safe space for male mentees to explore vulnerabilities and challenge traditional notions of masculinity.
The effectiveness of mentorship is deeply rooted in the quality of the mentor-mentee relationship and a focus on specific skill development. Emphasizing mutual respect and targeted skill enhancement produces more significant professional growth.
For mentees just starting their careers, having a safe space to discuss professional aspirations and share concerns makes all the difference in their ability to take courageous risks.
To effectively foster mentorship within your organization, consider these key components:
Encourage solid relationship building.
Trust and open communication are the foundation of every successful mentor-mentee relationship. Deeper connections form when both individuals feel safe expressing themselves openly and without judgment.
Mentees who confidently share their aspirations and challenges make it easier for mentors to provide relevant guidance and support. Open communication supports a learning environment where feedback is constructive and misunderstandings are quickly resolved.
A mutual commitment to progress drives the mentoring relationship forward. Regular interaction, whether a weekly meeting or a quick check-in, keeps the process moving along. Like all healthy relationships, active engagement from both sides will ensure the relationship remains dynamic and productive.
The mentor’s willingness and desire to invest time and share their expertise along with the mentee’s eagerness to learn and apply new knowledge creates a partnership where both individuals benefit and grow.
Focus on skill development.
Once trust and open communication are firmly established, mentors can motivate mentees to actively participate in their growth. Like all successful partnerships, a commitment to the process from both parties is essential for mentees to acquire new skills.
As mentors invest time in understanding their mentee’s strengths and weaknesses, they can better offer personalized advice and provide resources to support their growth.
Mentees, in turn, can demonstrate their dedication by actively seeking opportunities to apply their newly learned skills. This collaborative approach ensures that skill development remains a dynamic and ongoing process.
Opt for balance in the program structure.
When designing mentorship programs, consider a strategic blend of formal structures and informal connections to maximize their effectiveness.
While formal programs provide valuable frameworks, like matching individuals based on specific criteria and offering structured guidance, informal mentorships often grow organically from existing relationships. These connections, born from shared interests or natural affinities, often lead to profound and more personalized guidance.
Prioritize organizational support.
For the greatest impact, mentorship programs need the full backing of the organization. This calls for a culture where mentorship is championed by leadership and woven into the company’s values.
A strong mentorship program conveys that you value employee growth, development and knowledge transfer. It fosters an engaged environment and is an effective tool for attracting and retaining top talent in today’s competitive market.
Provide a solid mix of informal and formal mentorship programs for a work culture that empowers employees and creates a more equitable and fulfilling workplace for all.
Forbes Nonprofit Council is an invitation-only organization for chief executives in successful nonprofit organizations. Do I qualify?
link