Sponsorship & Mentoring

Individuals who are most satisfied with their rate of advancement are individuals with sponsors. (S. Hewlett, 2013)
Black and Ethnic Minority are 63% less likely than other races to have a sponsor seeing to their career success. As a result, talented Ethnic Minority employees are less likely to progress. (S.Hewlett, 2013)

……Ergo, sponsors are vital to the progression of Ethnic Minority talent.

Sponsorship is an influential professional relationship whereby a senior leader advocates for junior Ethnic Minority and diverse talent, and can open doors that would otherwise be inaccessible to this under-represented group.

It is akin to a strategic partnership – implicitly or explicitly – and has a measurable impact on career progression. In this sense, sponsorship is more powerful than traditional mentoring; it catalyses tangible upward career progression, through providing access to high profile assignments and promotions.

“It is a process whereby both the sponsor and sponsee can advance their careers as a result of the two-way investment. It is also a mechanism by which people of vision attain their goals.”
– S. Hewlett, 2013         
“Led by Board Chairs, existing Board directors of the FTSE 100 and FTSE 250 should mentor and sponsor people of colour within their own companies.”
– Sir John Parker Review, 2016
“Executive Sponsors for Race to publicly commit to leadership actions on… mentoring and sponsorship.”
– BITC Race at Work Charter 2019

Please click on the Contact Button below for more details, for briefing sessions, workshops, expert training for senior leaders and sponsors, and expert support in setting up an effective in-house Career Sponsorship programme,