Workplaces across the UK have made strides towards greater gender equity. However, many women still face significant challenges throughout their career.
For working mothers in particular, the obstacles to success can feel even more substantial. According to our recent Modern Families Index 2025 report, more than half of women (53%) report carrying the mental load of parenting in their household, compared to just 27% of men. This leaves many women balancing their work and home lives, placing a strain on their mental wellbeing and workplace productivity.
This is where mentorship for women is valuable. When leaders actively support and put processes in place to aid women’s professional growth and wellbeing, organisations can become more inclusive, diverse and successful. We are calling on employers to consider whether they could do more to encourage mentorship amongst women in the workplace. Not just for the benefit of women – but for the growth of the business as a whole.
The power of mentorship
Mentorship is a collaborative and mutually rewarding relationship where an experienced individual, known as the mentor, provides guidance and support to a less experienced person, referred to as the mentee. This partnership should support the mentee’s growth and development, both in their professional and personal lives.
 |
Get our essential weekday HR news and updates.
|
Ideally, mentors should be providing guidance on how to navigate challenges, based on their personal experience, help their mentee to set goals and build confidence.
So why is this important to women in the workplace? Women often face unique challenges in their career advancement, including unconscious bias, limited access to leadership roles, and societal expectations. Therefore, it is often beneficial for women to mentor each other, as the more experienced colleague will understand the unique challenges their mentee faces.
Establishing mentorship for women in the workplace
Managers have a crucial role in helping their team members reach their full potential. One aspect of this is facilitating a culture of mentorship.
To do so, managers can create structured mentorship initiatives that match women with senior leaders who can offer guidance and advocacy. Formalising mentorship ensures accountability, provides measurable outcomes, and facilitates meaningful professional relationships. Consistency is key when it comes to developing a successful system. Those that get regular time with their mentor will benefit the most.
The organisation may already have Employee Resource Groups (ERGs) dedicated to supporting women in the workplace. Encouraging participation in these groups can be an easy way for women to find mentors.
It’s also important that managers set out the objectives of these relationships from the outset. Be clear about the purpose of the mentorship and the expectations of both involved. By setting these early, you can help both mentors and mentees understand their roles and responsibilities, leading to more effective and meaningful mentorship experiences.
Using events as a tool
If a structured one-on-one mentoring structure doesn’t suit your business, informal mentorship and networking events can be just as impactful. Managers can organise casual networking events that bring together women from different teams and stages in their career. These events serve as an opportunity for team members to establish relationships with colleagues they might not typically interact with.
Examples could include informal coffee chats, round-table discussions, or lunch and learn sessions that help women to connect with mentors naturally. Similarly, encouraging open-door policies and knowledge-sharing can help mentorship develop organically.
The importance of collaboration
Cross-departmental collaboration can also naturally foster mentorship opportunities. When women work together on projects, they can learn from one another’s experiences, share insights, and build professional relationships. Managers can promote cross-functional team projects, brainstorming sessions, or innovation challenges where women have the opportunity to collaborate with mentors and peers. For instance, a company might set up mentorship-driven working groups that tackle business problems while also providing a learning experience.
Encouraging career advancement
Managers should encourage senior leaders to not only mentor but also advocate for women’s career progression by recommending them for key projects, promotions and leadership roles.
Sponsorship or championing team members for a leadership position can help break down barriers and accelerate career growth for women who might otherwise be overlooked.
Offering leadership training
Being a mentor extends beyond casual career advice, it involves skills development, obtaining recognised qualifications, high-quality communication, and developing leadership abilities.
Training in these skills could include workshops on active listening, goal setting, and career planning. For example, companies could host an annual leadership event where female employees attend mentorship training sessions and panel discussions featuring successful women in leadership.
Leading by example
Mentoring doesn’t have to be a time-consuming commitment, but it can be a truly rewarding one. Managers that choose to invest their time into organising mentorship programmes will be those that get the most out of their team. For women in particular, role models can be crucial to their success in business. After all, if you can see someone like you doing well, you’ll be encouraged to do the same.
Having previously held a number of board level positions in the retail industry, including with Arcadia, BHS and T.M.Lewin, Janine joined Bright Horizons in January 2021.
Janine has a well-established background in operations and HR management and a successful record of leadership focussing on determining and delivering organisational change.
