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
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…
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…
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…
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…
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,…
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…
PepsiCo Mexico – Promoting Gender Equity and Women’s Leadership: Creating Inclusive Environments and Developing Female Talent (Practices)
PepsiCo Mexico's mission of sustainability is termed “Desempeño con Sentido,” or “Performance with Purpose.” As part of this mission, the…
IBM Corporation – Developing High-Potential Women with the Blue Talent Program (Practices)
IBM's Blue Talent program provides development opportunities for women in mid-level positions. Its goal is to strengthen the company's pipeline…
Hewlett-Packard Company – Reciprocal Mentoring with PRIDE (Practices)
Hewlett-Packard (HP) has a long history supporting the lesbian, gay, bisexual, and transgender (LGBT) community. In fact, it was the…
Fruits in Suits – LGBT Networking and Mentoring in Hong Kong (Practices)
Fruits in Suits (FinS) is an informal professional network for LGBT individuals. The organization was founded in 2004 in Hong…
National Bank Financial Group – The Women in Financial Markets Scholarship Program: Building Experience and Mentoring for Success (Practices)
After a call to action by the Executive Vice President of Financial Markets at National Bank of Canada, the…
High Potentials in the Pipeline: Leaders Pay It Forward (Report)
This report reveals that high potentials who have received career development are now “paying it forward” and developing others.
Standard Chartered – Global Strategies for Women’s Leadership & Economic Empowerment (Practices)
Long dedicated to women and diversity across the globe, and conscious of the growing global awareness of the multiplier effect,…
Kimberly-Clark Corporation – Fostering Talent Development Through Sponsorship (Practices)
Executives at Kimberly-Clark are expected to sponsor high-potential employees.
Commonwealth Bank of Australia – Opening the Door for Gender Diversity (Practices)
Commonwealth Bank of Australia (CBA)'s initiative, Opening the Door for Gender Diversity, seeks to increase the number of women in…
Sodexo – Making Every Day Count: Driving Business Success Through the Employee Experience (Practices)
Sodexo's initiative, Making Every Day Count: Driving Business Success Through the Employee Experience, is a systemic strategy to provide the…