Having a mentor, ally, advocate, or sponsor can significantly influence a woman's career trajectory. Here’s how to cultivate these important relationships.

Martha Underwood spent two decades thriving in corporate environments, climbing the ladder in various software firms. Over time, she observed a concerning trend: many women, particularly women of color, were stepping away from their careers.

Realizing the need for change, she began to investigate this issue.

Underwood recalls, “I wanted to understand why some women felt they couldn't continue. What advantages did I possess that they didn't see?”

Many women expressed a common sentiment: “I lack a mentor.”

A study from June 2018 by Olivet Nazarene University highlighted that while 76% of respondents recognized the value of mentors, fewer than half actually had one.

This insight prompted Underwood to establish ExecutivEstrogen, a program she initiated in 2016 that offers both individual and group mentoring for women in corporate roles, aiming to empower their advancement.

So, what exactly constitutes a mentor? How does mentoring differ from sponsorship, advocacy, or allyship? What strategies can young women use to find their mentors, and how can women support others in these roles?

Seeking a Mentor?

In her impactful book Lean In, Sheryl Sandberg poses the question “Are You My Mentor?” referencing the children's story Are You My Mother?, which follows a baby bird on its quest for its mother.

Sandberg notes, “This children's story reflects the professional inquiry of finding a mentor. If you have to ask, they likely aren't.”

This illustrates the importance of direct communication. Don’t assume someone is your mentor; inquire if they’re willing to take on that role.

“If someone declines, keep searching,” Underwood advises. “Approach others.”

Career expert Allison Cheston suggests engaging in women’s networking groups to discover potential mentors.

“Women genuinely strive to uplift each other,” Cheston emphasizes. “Established professionals often want to support emerging talent.”

Before reaching out, find common ground to ease the conversation, she suggests.

“Perhaps you share a sorority, alma mater, or even a recent community initiative,” she adds.

Clearly define what mentorship entails.

“A mentor offers guidance,” Underwood explains. “They help navigate challenges you may face.”

Mentoring doesn't have to consume a lot of time. The Olivet Nazarene study revealed that respondents spent an average of four hours monthly with their mentors.

“It's about having someone to bounce ideas off when considering career moves,” Cheston states.

Mentors can gain just as much from these relationships as mentees.

“It's a mutually beneficial arrangement,” Cheston notes. “With technology today, younger generations can share valuable insights with older professionals who may struggle with it.”

Understanding Sponsorship

Being a sponsor is significant; it involves advocating for someone and leveraging your influence to help them secure opportunities.

Securing a sponsor requires effort. Typically, a sponsor identifies you based on your performance, as it happened for Underwood.

“My consistent quality of work caught attention, demonstrating my strong work ethic and integrity,” she shares. “People thought, ‘Martha would excel in this role.’”

In addition to outstanding work, publishing articles or participating in panels can enhance visibility, according to Cheston.

“Engage in activities that showcase your expertise,” she advises.

Speaking up is crucial.

“No idea or question is insignificant,” Underwood asserts. “Authenticity is essential; we need genuine voices now more than ever.”

Being an Ally and Advocate

In light of the Black Lives Matter movement, companies are reevaluating how they can more effectively support the Black community in their practices and initiatives. But what steps can individuals take to become better allies in the workplace?

For Underwood, advocacy means representing someone when they aren't present, emphasizing their strengths and contributions.

“Often, particularly with women of color, they aren't in discussions where decisions are made,” she explains. “If I am present, it’s my duty to advocate for them.”

Being an ally requires willingness to speak out, even when it's challenging.

Cheston concurs.

“If I’m white and see racist actions toward a Black colleague, I must stand up for them,” she states.

If you’re a non-Black individual seeking to be a better ally, focus on self-education and reflection, according to Underwood.

“Learn independently. Don’t expect Black individuals to do the educating,” she advises. “Pursue activities that foster self-awareness about implicit biases.”

Cheston highlights the importance of empathy.

“The core message for white allies to convey is: I may not fully grasp your experiences, but I’m committed to being supportive and learning from you.”

She acknowledges that addressing racial issues can be imperfect, but persistence is key.

“It’s about taking one conversation at a time,” Cheston emphasizes. “That’s how we move forward.”