Too few women reach top leadership roles, and many struggle to get there, especially those starting or changing careers. A big reason for this is the lack of proper mentorship for women. According to DDI’s Women as Mentors: Does She or Doesn’t She? report, a survey of 318 businesswomen across 19 countries and 30 industries found that 63% had never had a mentor. The study showed that even women in mid- or senior-level roles often miss out on mentorship.
Even when women do have mentors, those mentors are typically less senior or less influential compared to the mentors men have. Seniority and influence matter because mentors with more experience and higher status can better advocate for their mentees. Moreover, they can introduce them to important networks and opportunities.
Mentorship for women: Where are the mentors?
Only 37% of women have had access to career mentors, and just over 27% of companies have implemented mentoring programs. Even more concerning, fewer than half of remote or hybrid companies offer such programs, which is a significant drawback for working mothers.
Mentorship programs often rely on a natural tendency to select mentees who are similar in background, experience, or interests to the mentors themselves. Nearly 71% of mentors follow this pattern, choosing individuals who resemble them in some way. While this may seem like an easy approach, it becomes problematic when male leaders make up the majority of mentors.
When men dominate leadership positions, women are less likely to find mentors who understand the specific challenges they face in the workplace, such as gender biases or balancing work and family responsibilities. This lack of representation in mentorship can make it harder for women to receive guidance from mentors who genuinely relate to their experiences and can offer relevant advice.
Women hesitate to seek mentorship
Another issue is that women are often reluctant to seek mentors for themselves. A Harvard Business Review survey found that many women believe hard work alone will be enough. They think that long hours and dedication, rather than networking or connections, drive success. This mindset can prevent them from seeking mentorship that could genuinely help their careers.
Some older professional men hesitate to mentor young women because they fear that others might perceive their relationship as inappropriate or unprofessional. This concern about being misjudged can prevent men from offering mentorship, even when they genuinely want to help. On the other hand, women may also feel uncomfortable seeking mentorship from men, fearing that others might question their intentions or see them as seeking special treatment.
Another factor is that men, who are less likely to bear domestic and caregiving responsibilities, often have more free time to engage in mentoring. Women, on the other hand, may struggle to find the time and energy to pursue mentorship due to their added household and caregiving duties.
Women mentoring women: Time to end the “Catfight” stereotype
Over the years, a stereotype has developed that women in the workplace are constantly competing with each other. This idea, often called the “Queen Bee” mentality, suggests that women who succeed try to block other women in the workplace. The stereotype portrays women as rivals, constantly fighting for power. However, this isn’t true.
Research shows that women are not avoiding mentorship because of competition. In fact, most women who mentor others do so because they want to support other women. Nearly 80% of women mentor because they want to help other women succeed. Additionally, 74% of women said they became mentors because they had positive experiences with mentorship themselves. Instead of keeping other women down, women are more likely to lift each other up in their careers.
Why mentorship matters for Women entrepreneurs
In India, male-dominated business networks continue to isolate many women entrepreneurs. Historically, women often started businesses out of necessity, usually to support their families when male breadwinners couldn’t. Today, more women are entering business by choice, with 58% of women entrepreneurs launching their ventures in their 20s or early 30s.
However, outdated societal attitudes still linger. Women business owners are often met with doubt or are not taken as seriously as their male counterparts. It limits their access to key connections, resources, and opportunities needed to grow their businesses.
That is why mentorship offers more than just career advice. It is about opening doors, building confidence, and offering real-world guidance. For women entrepreneurs, it can make the difference between feeling isolated and finding solid footing in their industries. Data from Cigna shows that 70% of women credit their career success to having a mentor or a support network. Additionally, 81% agree that supporting and being supported by other women is essential for success.
Employees with mentors are also five times more likely to get promoted, feel 87% more empowered, and become more confident in their abilities. Mentorship also helps with employee retention and promotions, increasing from 15% to 38%.
With all the advantages of mentorship, isn’t it time more women receive the guidance they deserve?
Mentorship for women: The final thoughts
Women need to stop waiting for mentorships to be assigned and start actively seeking out mentors for themselves. At the same time, organisations have a responsibility to formalise mentorship programs, provide necessary resources, and offer training. In doing so, both women and organisations can break the cycle of missed opportunities and unfulfilled potential.
By prioritising mentorship, companies ensure that everyone, regardless of gender, has the support needed to succeed. This will ultimately benefit the organisation as a whole, resulting in a more diverse, empowered, and skilled workforce.
Data sources
Women as Mentors: Does She or Doesn’t She? A Global Study of Businesswomen and Mentoring
GrantThornton Women in Business 2023 – The push for parity
Mentoring Statistics You Need to Know – 2024
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content. We broadly define inclusivity as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
