Sponsorship and Mentoring
Sponsors are advocates in positions of authority who use their influence intentionally to help others advance, while mentors provide advice, feedback, and coaching. Both are important to advancement as employees navigate the workplace and earn opportunities for growth.
Results
#WomenCan Spotlight: Ruchika Bhaskar Sethi, EY Global Delivery Network, Director – Talent Team (Blog Post)
Learn about Ruchika Bhaskar Sethi from EY in this #WomanCan spotlight.
Goldman Sachs – Fostering Trusting Relationships and Investing in the Pipeline: A Multi-Pronged Approach to Developing Diverse Talent (Practices)
Emerging Leaders Program (ELP) is a career management program designed to enhance the progression and retention of strong-performing black and Latino/Hispanic vice presidents. ELP simultaneously aims to develop the ability of […]
CVS Caremark Corporation – Supporting the Diversity Mission Through Colleague Resource Groups (Practices)
Learn how CVS makes diversity a process of their entire business.
National Australia Bank – Board Ready: Pathway to Potential (Practices)
Learn about this bank's board diversity initiative and the impact it has had on employees.
The Procter & Gamble Company – Developing Women Leaders in Asia-Pacific (Practices)
P&G has historically had a strong focus on diversity and inclusion. The company has a myriad of strategies, programs, and activities to support its employees and embrace inclusion across locations. […]
The Chubb Corporation – Mentoring as a Strategy for Gender Inclusion: A New Vision for Advancing Women and Engaging Men (Practices)
Learn how Chubb's mentoring program helps men and women in their organization.
Nestlé – The Gender Balance Initiative (Practices)
Nestlé has committed to developing, advancing, and providing equal opportunities for women.
Haynes and Boone, LLP – Women’s Leadership Academy and Minority Attorney Connections (Practices)
Learn about the progress of people from underrepresented groups after a mentoring and professional development program was launched at Haynes and Boone.
A Bright Spot: How Individual Champions Help Close the Gender Gap (Practices)
Men are vital when it comes to organizations making real progress on behalf of underrepresented groups.
Pfizer Inc. – Leadership, Engagement, Advancement, and Development (LEAD) Program (Practices)
Pfizer's LEAD (Leadership, Engagement, Advancement, and Development) program increases career opportunities and visibility for high-performing diverse individuals.
High Potentials in the Pipeline: On Their Way to the Boardroom (Report)
This report highlights the differences between women's and men's career experiences and satisfaction.
The 1990 Institute – Spring Bud Project (Practices)
The 1990 Institute Spring Bud Project was created to educate 1,000 girls in the Shaanxi Province.
Natura – Fostering Innovation, Empowering Employees, and Developing Communities: Sustainability for Business and Society (Practices)
Learn about Natura's efforts at sustaining the communities within which it operates.
Unilever – Global Reach With Local Roots: Creating a Gender-Balanced Workforce in Different Cultural Contexts (Practices)
Unilever’s initiative, Global Reach With Local Roots: Creating a Gender-Balanced Workforce in Different Cultural Contexts, accelerates the advancement of high-potential women across different regions and leverages the company’s strong foundation […]
Cisco Systems, Inc. – Developing Women: Cisco’s Executive Shadowing Program (Practices)
Cisco’s Executive Shadowing program began in 2009 as a grassroots effort to develop women employees by pairing Cisco executives with talented women across business functions. Unlike many diversity and inclusion […]
Optimizing Mentoring Programs for Women of Color (Tool)
This tool provides assistance in developing new or refocusing existing mentoring programs on diverse women.
The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline
2009 – 2015 Catalyst’s longitudinal project, The Promise of Future Leadership: A Research Program on Highly Talented Employees in the Pipeline, followed the careers of graduates of leading business schools […]
Lloyds Banking Group – Championing Diversity to Build a Strong Talent Pipeline (Practices)
When Lloyds and HBOS merged to become Lloyds Banking Group in 2009, executives used it as an opportunity to review gender diversity programs and assess its progress since 2000. In […]
Nationwide – Touch Point Program (Practices)
Nationwide places a strategic focus on people, which includes developing talent. For employees at the 85-year-old insurance and finance organization, visibility and building both formal and informal relationships is important […]
GE Capital EMEA – Building a Pipeline of Women: Investing Within, Connecting Out (Practices)
GE’s diversity and inclusion strategy is centered on the notion that diversity is not solely a human resources issue—it is a business issue. Building upon GE’s long history of inclusion, […]