Establishing Mentoring Programs for the Advancement of Women in the Workplace

Abstract

Women make up almost half of the workforce, but only a small percentage are ever promoted above middle management (Zarya). Although more women are working now than ever before, the numbers of high–level management positions still are primarily occupied by men, and the reason for this imbalance is still unclear. Why are women not able to break that glass ceiling? What is keeping them out of positions of power and decision making, and what might be done to assist women with professional development and promotion? Formal mentoring programs designed specifically for women have been in existence for many years, and they have great potential to be beneficial for career advancement. Although these programs are not new, most women have never participated in them (Montazavi). From a human resource development perspective, formal mentoring programs, especially effective formal mentoring programs, should be encouraged for women. Establishing effective formal mentoring programs can help to reduce the barriers that women face when trying to succeed in the workplace. Formal mentoring programs are the answer in how to break through that glass ceiling. They can provide encouragement and foster the self–advocacy needed to overcome career barriers and succeed.