Mentoring for gender equality: Supporting female leaders in the hospitality industry

Mentoring is widely acknowledged to be an important contributor to women’s career success and progression but women often struggle to access mentoring networks that can help sponsor and develop their careers. Formal mentoring programmes designed specifically for women help overcome this challenge, but such schemes may at the same time reinforce masculine discourses which position women as deficient in relation to the invisibly male norm that is implicit within contemporary working practices. Drawing on a formal women-only mentoring programme built on gender-positive goals to empower women to ‘be the best they can be’ within the events industry, this paper considers the extent to which such programmes can both challenge and reproduce gendered discourses of business and success. Interviews with mentors and mentees illustrate how such programmes make gender visible within business and individual careers, but masculinist underpinnings of organisational discourses remain invisible, unacknowledged and thus largely unchallenged.

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Challenging the gendered rhetoric of success? The limitations of women-only mentoring for tackling gender inequality in the workplace

Purpose – Mentoring has been identified as a key strategy to career development and has been argued to be indispensable for women to advance to positions of power. For mentoring to succeed, it is imperative that mentors trust their proteges. However, recent research has suggested that male mentors trust their male proteges more so than their female proteges. Since women are frequently mentored by men, it is imperative that they gain the same level of trust as their male peers enjoy. According to an established model of trust, trust is shaped by the mentor's perceptions of protege ability, benevolence and integrity, as well as perceptions of the risk inherent to mentoring. This exploratory research aims to examine what influences these perceptions to shed light on how proteges can gain the trust of their mentors.Design/methodology/approach – Because little research has been conducted in this area, an exploratory qualitative design was chosen. Mayer, Davis and Schoorman's model of organizational trust is us...

Fostering trust in mentoring relationships: an exploratory study

The events industry is female-dominated numerically, yet men continue to occupy the majority of senior roles and positions of influence. A variety of factors contribute to this persistent glass ceiling, including shortage of female role models, lack of confidence, inflexible working hours and limited professional networks. Mentoring has been shown to begin to address some of these challenges women may face in progressing to senior positions. This paper reports on research conducted on a formal industry-wide mentoring programme for women that aims to pair female professionals with leading industry figures in a supportive, collaborative and focused programme of development activities. Drawing on data from 37 interviews with mentees on the programme, conducted over the course of one year, the article considers if and how mentoring can help empower women in the events industry to aim high and proactively advance their careers. Findings suggest that mentoring can have positive effects on women’s confid...

/pdf/confident-focused-and-connected-the-importance-of-mentoring-dpy15tkfx2.pdf

Confident, focused and connected: The importance of mentoring for women’s career development in the events industry

This study draws on the Theory of Planned Behaviour to examine the role of gender in the decision to be mentored. Contrary to expectations, men and women employ similar decision criteria in the decision to seek a mentor. The primary driver for seeking a mentor was to obtain psychosocial support, including personal support, acceptance, having a confidant, being trusted and friendship. Men were more likely than women to seek a mentor when they valued increased autonomy. The implications of the findings for proteges, mentors and career development professionals are noted. Copyright © 2009 ASAC. Published by John Wiley & Sons, Ltd.

/pdf/an-examination-of-gender-influences-in-career-mentoring-4zprzwbaaa.pdf

An examination of gender influences in career mentoring

To explore the role of gender and trust in mentoring, fifteen interviews with mentors were conducted. Eight mentors were male and seven were female; eight were involved in cross-gender mentoring. Subjects were asked to discuss the levels of trust they had developed in their relationships, and what had influenced its development. Interviews were conducted by telephone, transcribed, and analyzed independently by the two authors. This paper will present these findings and discuss future avenues of research. Practical implications to mentoring program designers are also discussed.

/pdf/an-exploration-of-gender-and-trust-in-mentoring-55e2ipwa4h.pdf

An Exploration Of Gender And Trust In Mentoring Relationships

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An Exploration Of Gender And Trust In Mentoring Relationships