In an exclusive conversation with CXO Media and APAC Media, Arppna Mehra, Vice President, Human Resources, Honeywell India dwells on the power of mentorship and sponsorship in women’s career growth and how common fallacies often act as obstacles.
How do mentorship and sponsorship differ, and why are both crucial for women’s career advancement?
Mentorship and sponsorship are distinct yet complementary mechanisms that play crucial roles in women’s career advancement, particularly in today’s dynamic corporate landscape. Understanding the differences between the two—and leveraging both—is essential for breaking down the barriers women often face in climbing the corporate ladder.
Mentorship involves a relationship where an experienced individual guides a mentee by offering advice, insights, and support. Mentors help mentees navigate their career paths, develop critical skills, and make informed decisions. For women, mentors provide invaluable perspectives on overcoming gender-specific workplace challenges, building leadership capabilities, and cultivating confidence. This trusted guidance empowers women to strategically position themselves for future opportunities.
In contrast, sponsorship is more strategic and career-advancing. A sponsor is typically a senior leader who actively advocates for their protégé’s advancement by using their influence and network. Unlike mentors who advise from the sidelines, sponsors directly create opportunities, recommend their protégés for key assignments or promotions, and enhance their visibility to other decision-makers. This direct advocacy is crucial for career progression, as it propels women into high-profile roles and helps them gain access to influential networks.
Both mentorship and sponsorship are essential for women aiming to advance within their organizations. Mentorship equips them with the knowledge, skills, and confidence needed to excel, while sponsorship actively opens doors and propels them into leadership positions. Without sponsorship, women risk being “over-mentored but under-promoted” despite having the right qualifications, as they may lack access to critical networks and high-stakes opportunities necessary to break through the glass ceiling.
At Honeywell, integrated approach is seen in the HWEN (Honeywell Women Employee Network)WeRise Program, which combined mentorship and sponsorship to accelerate women’s career growth. In this program, leaders serve as mentors, helping mentees navigate their career paths and develop essential skills. Simultaneously, these leaders acted as sponsors by identifying talents during mentoring sessions and providing opportunities within their teams’ MRR. This dual approach ensured that mentees were not only guided but also actively advocated for, enhancing their visibility and career progression.
Mentorship nurtures growth and strategic thinking, while sponsorship accelerates career advancement by leveraging influence and opening doors. Together, they form a powerful combination essential for building an equitable and thriving leadership pipeline for women.
Can you share a personal experience where mentorship or sponsorship significantly impacted your career?
As an HR leader, the significance of mentorship and sponsorship is particularly pronounced, given the complex landscape of human resources management that requires both technical proficiency and strong interpersonal skills. Here’s a personal experience that illustrates how mentorship profoundly influenced my career trajectory in this domain.
Early in my HR career, I assumed a role as a recruitment officer within a mid-sized company. Although I was enthusiastic about my function, I soon realized the complexities of talent acquisition, workforce planning, and employee engagement were far broader than I initially anticipated. At this juncture, I encountered a senior HR executive who became an instrumental mentor in my professional development.
- Strategic Insight: The mentor had an impressive track record and deep knowledge of HR strategy. I was fortunate enough to receive regular insights into both strategic HR planning and the practical challenges faced in execution. They guided me through understanding the company’s overarching goals and how HR initiatives fit into the larger business strategy. This perspective shifted my approach from being operational to adding strategic value in my role.
- Skill Development: Recognizing my potential, my mentor helped me identify key areas for development, specifically in areas such as performance management and employee relations. They encouraged me to take part in professional development courses and certifications. The mentor would often review my progress and provide constructive feedback, creating a safe space for open discussions about my challenges and fears.
- Exposure to Leadership: My mentor also helped facilitate opportunities to engage with the executive leadership team, which was crucial for my growth. I was invited to participate in high-level meetings and cross-departmental initiatives. Being part of these conversations improved my understanding of business operations and allowed me to contribute HR insights, thereby increasing my visibility across the organization.
- Sponsorship for Advancement: As I developed and demonstrated my capabilities, my mentor took on the role of a sponsor. They recommended me for a promotion to HR manager during a significant restructuring phase in the company. With their endorsement, I was able to step into a leadership role that not only increased my responsibilities but also provided a platform to advocate for innovative HR practices.
- Building a Network: Through my mentor, I was introduced to an extensive network of HR professionals, joining various industry forums and associations. These connections proved invaluable, as they offered perspectives on best practices and emerging trends in HR. Networking facilitated collaboration on shared projects and broadened my understanding of the global HR landscape.
- Personal Development: Beyond professional skills, my mentor placed great emphasis on the importance of emotional intelligence in HR. Through thoughtful discussions about conflict resolution, negotiation, and influence, I honed my interpersonal skills, which are crucial for any HR leader. This learning extends beyond mere professional interactions; it shaped how I approached relationships with employees at all levels of the organization.
The mentorship experience was transformative and pivotal in my ascension within the HR field, equipping me with the tools, insights, and confidence to thrive as a leader. The lessons learned from my mentor continue to guide my professional journey, underscoring the value of mentorship and sponsorship in shaping effective leaders in human resources.
What key challenges do women face in accessing strong mentors and sponsors in the workplace?
Women face some unique challenges when it comes to accessing mentors and sponsors, but these challenges also create meaningful opportunities for innovation and progress within organizations. One key area of challenge is the representation of women in senior leadership roles. The limited number of women in leadership positions, especially in male-dominated industries, results in fewer available female mentors. This can create a high demand for their mentorship, often stretching them thin as they balance their own professional responsibilities. However, while there is still work to be done, the increasing presence of women in leadership roles is paving the way for more mentorship and sponsorship opportunities across organizations.
Another challenge is the networking gap. Informal networks often play a massive role in career advancement, but historically, they have seen lesser women representation. To foster equity, we must be intentional in creating inclusive networking opportunities that allow women to connect with senior leaders across the organization. This involves expanding beyond traditional after-work events, ensuring that opportunities are accessible and appealing to all.
Lastly, some women may be hesitant to seek mentorship or sponsorship, by constantly undervaluing their skills and experiences. This presents an opportunity for organizations to create a culture that encourages all employees—particularly women—to confidently seek guidance, build relationships, and pursue career advancement opportunities without reservation.
By understanding and addressing these challenges, organizations have a powerful opportunity to drive change, support women’s career growth, and foster a more inclusive and dynamic leadership pipeline for the future.
What are some common misconceptions about mentorship and sponsorship that hold women back?
Women often encounter misconceptions about mentorship and sponsorship that can limit their ability to fully leverage these opportunities for career growth. One common misconception is that mentorship alone is enough for success. While mentors provide valuable guidance and skill development, they do not always have the influence to advocate for promotions or key opportunities. Women who focus solely on finding mentors but lack strong sponsors may remain well-prepared but overlooked when leadership roles become available.
Another misconception is that mentorship and sponsorship must come from women to be effective. While having female role models is important, limiting mentorship and sponsorship to same-gender relationships can reduce opportunities, especially in industries where few women hold senior positions. Male sponsors can be powerful allies in advocating for women’s career advancement, and women should feel encouraged to seek support from a diverse range of leaders.
Finally, there is a belief that sponsorship will naturally emerge or is solely based on hard work. In reality, sponsorship is often a strategic process, where senior leaders actively identify and advocate for high-potential talent. Women should feel empowered to seek out sponsors and be proactive in building relationships with decision-makers. Visibility, self-advocacy, and demonstrating leadership potential are key to attracting strong sponsorship and advancing in their careers.
How can women actively seek and establish meaningful mentorship and sponsorship relationships? What role should organisations play in fostering structured mentorship and sponsorship programs?
Women can actively seek and establish meaningful mentorship and sponsorship relationships by strategically identifying senior leaders whose expertise and influence align with their career aspirations. Initiating connections through networking events, professional groups, or even direct outreach demonstrates initiative and ambition. Women should seek guidance, request feedback, and showcase their leadership potential through consistent high performance. Clearly articulating career goals and seeking specific advice fosters a focused and productive relationship. To sustain these connections, women should engage regularly, offer value in return, and express gratitude, fostering a reciprocal dynamic that promotes long-term career growth.
The Role of Organizations
Organizations play a crucial role in fostering an environment that nurtures mentorship and sponsorship, ensuring women have the support needed to advance their careers. Structured programs enable women to connect with influential leaders and decision-makers, increasing their visibility and access to key opportunities. Companies should implement formal mentorship initiatives, educate leaders on the strategic importance of sponsorship, and create inclusive networking platforms. Furthermore, tracking and rewarding sponsorship efforts encourages senior executives to actively advocate for women’s advancement.
Honeywell’s Initiatives and HWEN WeRise Program
Honeywell exemplifies these best practices through initiatives aimed at gender inclusion and career empowerment. The Honeywell Center for Advancing Girls in Science provides STEM education to disadvantaged girls, preparing them for leadership roles. Additionally, the partnership with the ICT Academy focuses on skill development in AI, Machine Learning, and Big Data Analytics, empowering women and upskilling 15,000 students. These efforts are geared towards enabling women to thrive in high-impact careers.
The HWEN WeRise mentorship program is a 6-month initiative that connects participants with leaders, facilitating discussions on soft skills and career progression. These interactions help mentees build valuable relationships while gaining insights into career opportunities through their mentors’ networks. Short assignments further provide learning experiences and allow leaders to gauge potential, creating pathways for career growth.
By actively seeking mentorship and sponsorship and leveraging structured organizational programs like HWEN WeRise, women can access the support, guidance, and opportunities needed to advance their careers.
How can male leaders and allies contribute effectively as mentors and sponsors for women?
Male leaders and allies play a pivotal role in advancing gender equity by actively mentoring and sponsoring women in the workplace. Their involvement can significantly impact women’s career advancement and contribute to a more inclusive and equitable work environment.
One of the most effective ways male leaders can support women is through mentorship that builds confidence and facilitates career growth. By sharing their experiences, providing constructive feedback, and offering strategic guidance, they help women navigate workplace challenges and leadership pathways. Programs like the HWEN WeRise initiative, which includes male mentors and allies, demonstrate the value of diverse perspectives in shaping future women leaders and exposing mentees to different leadership styles.
Beyond mentorship, sponsorship is critical in driving career progression. Male sponsors should actively advocate for women’s professional growth by recommending them for high-visibility projects, leadership roles, and promotions. This means not only recognizing talent but also using their influence to ensure women are considered for key opportunities rather than waiting for them to self-nominate. Investing in the development of female mentees by creating opportunities for visibility and career acceleration is a crucial step toward closing leadership gaps.
Additionally, male allies must take an active stance in challenging biases and fostering an inclusive workplace culture. This includes amplifying women’s voices in meetings, addressing workplace microaggressions, and ensuring equal access to networking and professional development opportunities. Creating environments where women feel valued and empowered strengthens workplace diversity and enhances overall team performance.
Finally, leading by example is essential. When male leaders mentor, sponsor, and advocate for women, they set a powerful precedent for others to follow. Encouraging fellow men to support gender inclusion can drive long-term cultural change, making workplaces more equitable and diverse for future generations.
By embracing these roles, male leaders and allies can drive meaningful change, ensuring that women are not just present but thrive in leadership and decision-making spaces.
How is technology shaping the future of mentorship and sponsorship programs for women?
The integration of technology is revolutionizing mentorship and sponsorship programs, making them more accessible, inclusive, and impactful for women. AI-powered platforms are being used to match mentors and mentees based on shared skills, goals, and experiences, ensuring more personalized, effective relationships. These platforms remove barriers related to location and professional networks, opening up new avenues for women to connect with influential mentors and sponsors. Virtual mentorship tools, such as video conferencing and digital collaboration platforms, make it easier for women to engage with senior leaders and mentors in flexible, accessible ways—important for those balancing multiple responsibilities.
In addition, data analytics is enabling organizations to track the success of mentorship and sponsorship initiatives, helping ensure that women receive the guidance and opportunities they need to advance. By using insights from analytics, companies can measure the impact of these programs, identify gaps, and make data-driven decisions to ensure women are getting equal access to career-enhancing opportunities.
For instance, at Honeywell Technology Solutions (HTS), we are leveraging technological advancements not only in our research and development but also in fostering mentorship and sponsorship opportunities. HTS partners with top technology institutes, such as IISc, IITs, and NITs, to drive innovation in fields like AI, analytics, and advanced sensing technologies. Our strategic collaborations with universities, hackathons, and CSR-funded lab setups also create opportunities for women to engage with mentors in real-world settings, offering a direct path to building career networks. These initiatives ensure that women are not only supported through traditional mentorship but are also empowered by access to high-level, purpose-led projects addressing global challenges like sustainability and energy efficiency. These collaborations also emphasize the importance of cross-functional partnerships, enabling women to develop skills through diverse, technology-driven ecosystems.
By combining technology with purpose-driven partnerships, Honeywell is not just driving innovation in R&D but also ensuring that mentorship and sponsorship are more accessible and impactful for women, creating lasting opportunities for leadership roles in tech and engineering.
