Introduction
Inclusion without advancement isn’t equity.
Too often, First Nations professionals and diverse emerging leaders are brought to the table—but not moved through the system. Sponsorship changes that. It’s not about support—it’s about strategic elevation. When done right, sponsorship helps untapped talent grow into visible, respected, and decision-making roles.
At Cultivate, our Warra Sponsorship Programs are designed in deep partnership with First Nations leaders and diversity advisors. We don’t just replicate generic DEI models—we co-create culturally aware, outcome-driven programs that build bridges between influence and potential. This page breaks down how effective sponsorship works for diverse leadership growth, what’s needed to do it well, and how organisations can embed it systemically—not symbolically.
What is Sponsorship for First Nations and Diverse Talent?
Sponsorship is a high-trust leadership relationship that moves diverse talent forward, not just around. It goes beyond mentorship or coaching—the sponsor takes active steps to recommend, elevate, and connect the sponsee to real opportunity. When applied to First Nations and diverse talent, sponsorship becomes a lever for equity—not just representation.
How Sponsorship Accelerates Inclusion and Advancement
It starts with trust and moves with structure. At Cultivate, we help organisations identify high-potential diverse leaders and match them with senior sponsors committed to advocacy, visibility, and advancement. Training is delivered on both sides—so cultural safety, accountability, and growth are at the core.
Done well, these programs improve leadership readiness, retention, and representation. They build real career movement—and organisational credibility that can’t be faked.
Mindsets That Make Sponsorship Work Across Cultures
- Trust must be earned—not assumed. Cultural safety is non-negotiable.
- Sponsors are allies in action—not title holders. It’s not who you are; it’s what you do.
- Sponsees bring strength, not deficit. This isn’t “help.” It’s high-calibre investment.
- Growth must be supported systemically. A single sponsor can’t fix a broken pipeline.
Real-World Examples of Inclusive Sponsorship in Action
- A First Nations leader elevated to strategic board roles after structured sponsorship across three departments.
- A diverse emerging leader placed into a growth role as part of a cross-functional innovation stream, recommended by their sponsor.
- A public-sector agency redesigning its internal mobility process after insights from sponsorship pairings highlighted invisible barriers.
These are not DEI initiatives. These are business and leadership capability moves.
Best Practices for Sponsors and Sponsees
Sponsors:
- Make room in real conversations—projects, roles, decisions
- Don’t speak about your sponsee—speak for them
- Get comfortable with cultural discomfort—it’s how trust grows
Sponsees:
- Show up prepared to stretch—not just succeed
- Share your story and goals—clarity creates opportunity
- Own your space—sponsorship is an invitation, not a handout
Programs:
- Co-design with cultural and community leaders
- Prepare both sponsor and sponsee with context and strategy
- Track real outcomes—advancement, visibility, role movement
Recommended Books on Inclusive Leadership and Sponsorship
- Decolonizing Leadership – Aileen Moreton-Robinson (contextual lens)
- The First Nations Governance Handbook – Ted Moses
- The Inclusion Dividend – Mark Kaplan & Mason Donovan
- How to Be an Inclusive Leader – Jennifer Brown
- Forget a Mentor, Find a Sponsor – Sylvia Ann Hewlett
