Why Sponsorship Is Critical to Womens Career Progression
I have had three careers. My first was as an Olympic athlete in judo. My second was as a construction project manager. My third is
GROW YOUR TALENT WITH SPONSORSHIP
Built for organisations that want to make a difference on gender equality and understand that real change does not happen over night.
What is sponsorship?
And how is it different to mentoring? What benefits will it have for my company?
How does it work?
Find out how our sponsorship program has been crafted to fit your business.
Cultivate Sponsorship is the only sponsorship program in Australia that is based on research to create
cultural change
Identify your future leaders
Build leadership readiness and gender equality
Connect them with sponsors
Designed to build and nurture sponsorship relationships
Grow your talent, strengthen your business
Attract and retain the best people
Cultivate is not like other programs.
Cultivate provides support for up to 12 months, to ensure the changes to your business are enduring.
Informal “sponsorship” of employees happens naturally in companies, but male leaders tend to take an interest in the career progression of younger men.
In the long-term, businesses see cultural change – and improve their ability to attract and retain talented women.
Cultivate is a program that gives business leaders the tools to build strategic alliances with women.
Guided by a carefully curated seven month program, Sponsors and sponsored employees form a genuine and trusting connection.
Cultivate your thinking
Gain insights that initiate ideas and incite change.
Why Mentors Are not Accelerating Women’s Careers.
For a long time, businesses have relied on mentorship, whether organically or formally acquired, as a resource for women to succeed in an organisation.
However, research has shown that mentorship, while adding some value to career paths, actually does not drive any actionable or direct change in women’s career progression.
Disrupting The Barriers To Women’s Career Progression
Law firms provide one of the more graphic examples of persistent gender imbalances of any sector. In Australia (as with both the UK and the
