Study: Mentoring: Necessary But Insufficient For Advancement (Nancy M Carter Phd and Christine Silva, Catalyst 2010)
Note about The Woman Effect Research Index: This study was performed by researchers not affiliated with InPower Women. Our Research Index includes all relevant research to the subject of women, business and power. We do not influence how the research was conducted or reported by the researchers. In our abstracts, we focus on pulling out the most actionable advice for individual women. To suggest additional research we should index, or discuss our choice of abstract focus, please contact us
InPower Insight: TBD
Catalyst used data from 4,000 MBA students in Asia, Canada, Europe, and the US and discovered the mentors play a large role on “potentials’ career advancement”. However, the study found that having a mentor is more beneficial for men than women. The study demonstrated that in the initial job, men received higher pay, higher ranking job positions, and greater pay increases. Another key finding of the study was that when a potential had a mentor, particularly at an executive position (i.e. CEO), they received greater promotions and pay. Nonetheless, the gender gap remained relatively wide at a 27% differential. A third key finding was that when mentors and mentees maintaine stronger relationships, career advancement occurred more. One of the most important findings was that mentoring, even with high- power executives, did not close the gender gap and that women continued to fall behind. The study showed that men who had a mentor were 93% more likely to be put in a mid- management or above positions than men who did not have a mentor. Women who had mentors were only 56% more likely. Men with mentors received 9, 260 dollars more than women in the first job after receiving their MBAs. Men with mentors were paid $6,726 more than men without; for women with mentors, they were only paid 661 dollars more than women without. When men entered mentoring programs, 62% received mentors who were CEOs or people with executive positions. Only 52% of women received these types of mentors. In 2008, for each promotion that men received they saw a 21% pay increase; women only received a 2% pay increase. Women without mentors risk receiving even lower salaries than those with mentors.
Personal Coaching Tip: TBD
Category: Career Advancement
Have a Kindle? Follow This Blog!