- Mentoring can have positive effects and benefits for:
- Mentors;
- Mentees; and
- The Organisation.
- Mentoring is one possible tool with which an organisation can
make the most of its workforce diversity. It can also strengthen
existing approaches to advancing women in the organisation.
- Mentoring can assist in changing the culture of an organisation
by increasing the understanding of women’s experiences in the
organisation, thereby catalysing a change of perspectives on
organisational policies and practices (eg. to understand better that
the most talented people are not currently being effectively
recruited, developed and retained). Increased diversity awareness
can also lead to better understanding of customers and increased
market-share.
- Mentoring programs that address the needs of women may result
in:
- more women as mentors in the future
- cross-gender mentoring relationships becoming more acceptable
which then may encourage more effective informal cross- gender
mentoring relationships (Ragins in Clutterbuck & Ragins, Eds)
- Mentoring can also improve the self-confidence and the
job-competitiveness of the women involved, resulting in an
increase in number of women in key positions in an organisation. (ODEOPE)
- Mentoring is an effective method for the transference of
professional, technical and management skills. (ODEOPE)
- Mentoring increases the skills, flexibility and knowledge of
participating employees. This results in many benefits to the
organisation, mentees, mentors and other employees. (ODEOPE)
- Mentoring can make a positive contribution to the career
development of those involved.
- Mentoring can add value to already existing relationships and
skills of employees.
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