Count Her In

Using Sponsorship to Accelerate Progress

The theme for this year’s International Women’s Day (IWD) is “Count her in: Invest in Women. Accelerate Progress”. The theme is very relevant, as last week we saw the results from the Workplace Gender Equality Agency (WEGEA) report that the national gender pay gap is 12% which is an improvement on last year. However for some industries the pay gap is well over 20%, and of those industries most of them were male dominated industries so this year’s IWD theme to accelerate women’s progress in their careers, is apt.

There is general recognition that when women’s career development is accelerated so is their economic security, accelerating and empowering women in the workplace is now on many organisations strategic agenda. The data also supports gender equality can lead to better organisational performance, increased innovation and success.

Many organisations offer mentoring programs to women however a more powerful way to advance gender equality is through sponsorship, that is to activiely support and advocate for women to help them advance in their careers.

Sponsorship goes beyond traditional mentorship. While mentors offer guidance and advice, sponsors are usually in senior positions within organisations and can have a powerful role in influencing women’s careers. Sponsors actively work to seek out and create opportunities for their proteges. They can use their influence to nominate them for high-profile projects, actively introduce them to networks, endorse the case for promotions. For women, having a sponsor can make a significant difference to their career trajectory, helping them to overcome barriers and reach their potential.

Research suggests that sponsorship programs significantly benefit women’s advancement in the workplace, not only through providing access to career opportunities but also to assist in navigating organisational politics and build confidence. Additionally, sponsors can provide valuable feedback and help women develop essential leadership skills.

Another key benefit of sponsorship is its role in addressing gender imbalance at senior levels of organisations, often women are underrepresented in leadership roles due to systemic barriers and biases. By actively sponsoring women, and having targets in place, leaders can help address this imbalance by ensuring talented individuals have the support they need to progress their careers.

Sponsorship can help challenge gender stereotypes and biases about women in the workplace by actively advocating for women and highlighting their skills and accomplishments, sponsorship can challenge traditional gender norms that may hold women back in their careers.

To create a culture of sponsorship, organisations need to actively encourage leaders to identify and support high-potential women within their teams. Catalyst emphasises the importance of the “sponsor effect” in breaking through the glass ceiling. Their research highlights how sponsorship can help women overcome barriers that prevent them from reaching leadership roles.

In essence, empowering, investing in and accelerating women in the workplace is not just the right thing to do, it’s also good for business. By investing in sponsorship and actively supporting women’s career development organisations can reap the benefits from accessing a diverse talent pool, drive innovation and create a more inclusive and equitable workplace.

References:
WGEA; https://www.wgea.gov.au/pay-and-gender/gender-pay-gap-data#:~:text=The%20Workplace%20Gender%20Equality%20Agency,5%25%20and%20%2B5%25
Hewlett, S.A., & Sherbin L. (2013). “Forget a Mentor, Find a Sponsor.” Harvard Business Review, 91(6), 54-62
Ibarra, H., Carter, N.M. & Silva C. (2010). “Why Men Still Get More Promotions Than Women.” Harvard Business Review, 88(9), 80-85.
Catalyst. (2023). “Managing with a Sponsor Mindset. Why Mentorship Isn’t Enough.”