This year’s International Women’s Day theme is Give to Gain, and we reflected on the important role mentorship can play in supporting women in the workplace through sharing the experiences of some of RECCo’s leaders.
Why Mentoring Matters
Studies have found that mentoring can increase job satisfaction, improve productivity and support career progression.[1] Research from McKinsey and Harvard Business Review finds that employees involved in mentoring programmes are promoted significantly more often than those who are not. One study also found that mentees are promoted five times more often, and mentors are promoted six times more often, in comparison to their peers who aren’t involved in mentoring.[2]
While mentoring alone can’t solve structural inequalities, it is one practical way for organisations and individuals to help create opportunity, support development, and open doors for others.
From Our Executive Team
We spoke with several members of our Executive team about their mentoring experiences. Their insights emphasise how mentoring has significantly contributed to their career growth and offer guidance on how others can reap the benefits.
Our Director of Corporate Affairs, Rachael Anderson, has found that the most valuable conversations come from openness and honesty. She says;
I signed up to the Women’s Utilities Network mentoring scheme last year after thinking about how much I’ve gained from having a mentor myself over the past 10 years. My mentor has given me honest advice and perspective at some really important points in my career, and over time, we’ve become genuine lifelong friends.
One of the biggest things I’ve learned is that you get out what you put in. The more open you are about your ambitions, doubts and decisions, the more valuable the conversations become. For me, mentoring is a chance to support someone else, but you gain just as much in return through new perspectives, reflection and the reminder that none of us needs to figure this out on our own.
Elizabeth, our Chief Operating Officer, adds:
I have never been part of a formal mentoring programme, but have been supported by individuals at pivotal moments throughout my career. We often find it hard to see ourselves as others do, or to recognise our own strengths or areas for development.
A mentor is a great way to gain an objective perspective and learn from others’ experiences to support your professional development. I am now a mentor and hope that I can offer the same support that I have received, and that they, in turn, will pass it on to someone else.
Brian, our Chief Financial Officer, highlights how mixed-gender mentoring can pave the way to a more equitable workplace:
I have been a mentor on several occasions, and each time it’s been a mixed gender mentorship. One of the benefits of this is that it naturally brings two different perspectives, two ways of thinking, two ways of solving. Mentoring is a practical way to create opportunities, support professional development, and open doors to progression.
Mixed-gender mentoring represents only a small percentage of mentoring relationships. However, research indicates that this combination offers distinct advantages to women, including increased access to networks and career development resources. Brian continues;
Successful mentoring has some common traits. You get out as much as you put in; both individuals must give the same level of commitment. There should be compatibility between the individuals, but don’t look for a mirror image of oneself. The mentor’s role is to help the other person find their own path, not to tell them how they should or would do something. It may not be for everyone, but I absolutely believe that mixed gender mentoring is a critical part to enabling and creating a more equitable workplace.
What makes mentoring successful?
Across our Executive Team’s experience, a few themes stand-out:
- Different perspectives matter
- It’s about guidance, not instruction
- You get out what you put in
How can you get involved?
If this resonates with you, here are some ways to take action:
- Join a Formal Scheme
Here are two female-focused mentorship schemes that empower women in the utilities industry: Women’s Utilities Network (WUN) mentoring programme | The ReWire Mentoring Programme
- Start Informally
Mentoring doesn’t have to start with a formal programme. You could reach out to someone whose career path interests you and ask for their guidance. If you’re a more senior employee, you could also potentially get involved in ‘reverse mentoring.’ This is a professional development strategy where junior employees mentor senior leaders, reversing the traditional hierarchy to share knowledge. Remember, mentorship doesn’t have to be a big commitment – you could start with just quarterly career conversations.
A Small Ask Following IWD
Whether you’re early in your career or part of the leadership team, mentoring is not about hierarchy; it’s about experience, curiosity and generosity. This week, consider:
- Who helped you in your career, and how can you pay that forward?
- Who might benefit from your perspective or encouragement?
- Who could help challenge and stretch your own thinking?
[1] https://www.linkedin.com/posts/gallup_mentorship-multiplies-satisfaction-employees-activity-7389662452004814848-PiUF?utm_source=share&utm_medium=member_desktop&rcm=ACoAAB565RYBk4HpVtgdUbCuSvqjyQvKM_FqJX8
[2] Wharton School of the University of Pennsylvania
