Mentorship Isn’t Enough - Why Women Need Sponsors?
In Episode 9 of Talent Talk, I had the opportunity to speak with a male leader who’s been doing the work—reflecting on his own leadership and asking the tough questions about gender equity. One powerful insight stood out: mentorship is helpful, but sponsorship changes careers.
🎧 Listen to the full episode on Spotify:Talent Talk – Episode 9
He told me, “I used to think offering advice to my female colleagues over coffee was me doing my part. But now I realise—if I’m not putting her name forward for the next big project, I’m not really backing her.”
That level of self-awareness is what we need more of. Because while mentorship is valuable, it's sponsorship that truly opens doors. Let’s explore why.
What’s the Real Difference?
You might be thinking—aren’t mentorship and sponsorship kind of the same? Not quite.
Mentorship is developmental. It’s about guidance, reflection, and support.
Sponsorship is intentional advocacy. It’s putting your reputation on the line to elevate someone else’s.
Mentorship happens with the person. Sponsorship happens for the person—often when they’re not in the room.
David put it perfectly:
“Mentorship happens behind closed doors. Sponsorship happens in the rooms that matter.”
That distinction is key.
Why Sponsorship Moves the Needle
When we look at why women are still underrepresented in senior roles—despite equal or even higher levels of education, performance, and ambition—it’s not always about capability. It’s about access.
Sponsored employees are more likely to:
Be considered for stretch roles
Be promoted earlier and more frequently
Receive better pay increases
Gain visibility in high-impact projects
And yet, studies consistently show that men receive more sponsorship than women, especially in corporate settings. Even well-meaning leaders often fail to notice this gap.
That’s why this conversation matters. We need more men asking themselves:
Who am I mentoring—and who am I actually moving forward?
4 Ways to Become a Sponsor (Not Just a Mentor)
If you’re a leader—especially a male leader—interested in gender equity, here’s how you can make a real difference:
1. Name Her Talent in the Right Rooms
Before acting, listen. Really listen. Not to fix or defend, but to understand.
“I know someone who’s more than ready for this. Let me tell you about her.”
That small moment of advocacy? It matters more than you think.
2. Push for Her Progression
Beyond praising talent, push for progress. Advocate when succession planning is discussed. Ask,
“What do we need to do to get her in that role within the next 6 months?”
Make development feel real and tangible—not someday, but soon.
3. Take a Risk on Potential
Many women get trapped in proving they’re ready again and again, while men are often promoted based on potential.
Sponsors challenge this imbalance. They say,
“She might not have done this exact job—but she’s demonstrated every skill required to succeed.”
Back her, even if it means going against the grain.
4. Track Your Impact
Be honest with yourself:
Who have you sponsored in the last year?
Do they all look like you?
Are you distributing opportunities equitably?
Keeping yourself accountable is a leadership strength, not a weakness.
The Fear Factor: Why Sponsorship Feels Risky
Let’s not ignore the elephant in the room. Sponsorship feels vulnerable. What if she fails? What if it reflects poorly on you?
These are real fears—and ones many leaders have voiced to me during workshops and coaching sessions. But here's the truth: risk is a part of leadership. And if you only sponsor people who remind you of yourself, you’re not taking a risk—you’re reinforcing bias.
“If you only sponsor people who look and sound like you, you’re just recycling privilege.”
That’s something I shared during the episode because it’s a pattern I see far too often.
From Talk to Action
David, Chair and Managing Director, BASF Australia and New Zealand, shared how he began reviewing his influence map literally mapping out the people he had championed in the last year. He was honest about the gaps.
Then he made a commitment:
To ask his female colleagues what they needed
To use his voice to open doors
To pass the mic when it wasn’t his moment
These are small, deliberate acts that compound over time.
Sponsorship and Organisational Culture
Let’s zoom out.
When organisations embed sponsorship into their leadership culture, amazing things happen:
Women feel seen and supported.
Career progression becomes transparent and equitable.
Inclusive leadership becomes the norm—not the exception.
But here’s the thing—it starts with individuals. You don’t need a company-wide programme to begin sponsoring someone. You just need awareness, intention, and action.
Final Thought: From Kindness to Courage
I often say:
“Mentorship is kind. Sponsorship is courageous.”
One builds confidence. The other builds careers.
If you’re serious about championing gender equity, challenge yourself today. Look at your calendar, your team, your sphere of influence—and ask:
Who have I mentored lately?
Who have I actually sponsored?
Because for women to rise, we need more leaders to go from helpful… to bold.
💼 Learn how to build inclusive leadership practices at The Career Establishment.
Series Navigation
Part 1: Why We Need Male Champions for Gender Equality?
Continue to Part 3: Why Language Matters in Championing Gender Equality?
Part 4: Building Safe Spaces for Candid Conversations
Part 5: Sustaining Allyship: Moving From Intention to Impact