Build leadership readiness and gender equality
Designed to build and nurture sponsorship relationships
Attract and retain the best people
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.
Sponsors believe and invest in the careers of emerging leaders by giving them access to opportunity, supporting their skill development and advocating for them.
When emerging leaders are recognised and supported, they add value to the company.
As Elizabeth Broderick, Australia’s longest serving Sex Discrimination Commissioner described it:
“When I look back on my own career, it was decent, beautiful men who informally sponsored me. They showed me the rules of the game. That’s what helped me build my career. It wasn’t the only thing, but it helped me.”
We know that women aspire to be senior leaders, but often progression depends on sponsorship, which can be hard to access.
Informal sponsorship networks tend to favour men. 9 in 10 women do not feel confident to seek out a sponsor.
We know that women aspire to be senior leaders, but often progression depends on sponsorship, which can be hard to access.
86% of women report that when they see more women in leadership, they believe they can get there too.
83% of women understand their own career progression will affect the next generation of women.
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.
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
We all read regularly that there are not enough women in partnership in law firms. We know that 60% of law graduates are women, over
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