Mentorship and sponsorship programs for women in the workplace: Measuring impact and ROI

Abstract

The effects of mentoring on mentees have been well documented in research, but the effects of the mentoring interaction on the mentor are less well understood. This essay seeks to close that disparity. One important but little-studied topic is how mentoring initiatives affect the mentors. This research indicates that mentorship may be an essential component of an approach for cultural change when programme design is combined with deliberate mentor selection and targeting. The study aids in the conceptualization of mentoring as a fundamental component of a successful organisational change intervention by scholars and practitioners. Mentoring is becoming less predicated on a deficit model of the mentee. This training demonstrates how important actors in the company may become engaged in the necessary change process by focusing on what needs to change in the prevailing corporate culture, practices, and values.