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Case Study

GHD Sponsorship journey: Behind the Scenes

Gender diversity for GHD is a critical part of being a viable and effective firm. A diversity of views and experiences is crucial to business …

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Case Study

A Mat Leave Success Story: Behind the Scenes of the Cultivate Program With Anna and Kerrie

A success story is that of two inspirational 2020 participants. In a rare program scenario, senior leader Kerrie Campbell sponsored her AECOM colleague Anna Robinson …

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Case Study

Inside the Cultivate Sponsorship program at AECOM: How Sponsorship help can shift the dial on gender equality and assist female talent thrive in their organisations.

PROBLEM/CHALLENGE AECOM sought to build on its existing policies and structures to facilitate more women entering leadership ranks. AECOM was looking to augment their approach …

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Blog

Sponsorship Myth Busters.

At Cultivate we define Sponsorship as a strategic alliance between a senior leader and an emerging leader. Sponsors believe and invest in the careers of …

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Blog

How sponsorship shaped my career pathway.

Research has proven time and time again that the main reason people leave jobs is their manager, and a lack of career development opportunities. In …

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Case Study

Male Leaders Dedicated to Sponsoring Women for Accelerated Success

Consult Australia (through its Champions of Change Group) appointed Cultivate Sponsorship to build a customised sponsorship program to increase the proportion of women promoted and retained into leadership in member firms such as AECOM, GHD and Jacobs through effective sponsorship for all talent.

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Blog

Why Sponsorship Is Critical to Women’s 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 …

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Blog

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.

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Blog

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 …

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Blog

Inside the legal industry: Leaders, power and the rules of the game!

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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Resources

Research demonstrates that whilst men and women access professional development programs; progression to leadership roles often depends on sponsorship, which women have a hard time accessing.

- Galea, N., et al. 2016. Demolishing gender structures. UNSW. Sydney, UNSW.
Research tells us that a sponsorship program targeted at emerging women leaders and owned by senior management is a necessary strategy to overcome biases and systemic barriers to womens advancement.

- Hewlett SA., et al. 2010. The Sponsor Effect: Breaking through the last glass ceiling. Centre for Work-Life Policy.
Progressive companies recognise that creating a transparent, more equitable system of sponsorship boosts the company's ability to utlilse the whole talent pool.

- KPMG Women’s Leadership Study: Moving Women Forward in Leadership Roles, 2015.
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