Formal sponsorship programmes are still not the norm. However, sponsorship can be a key piece of the puzzle when it comes to diversifying the top leadership positions.
Unlike mentoring relationships, sponsorship programmes are usually harder to “formalise” in the workplace as they are often the result of a direct relationship between two people, or developed behind the scenes by a hidden sponsor putting an individual forward for an opportunity.
A sponsor will usually put an individual forward because although they want to support the
However, to truly assess whether sponsorship is making a difference. We need to be open and transparent about sponsorship in the workplace.
- Be open and transparent about sponsorship in the business and how it works.
- Is there a sponsorship programme? If so, who has access to it?
- Is there a formal (or informal) policy regarding sponsorship?
- Is sponsorship visible in the workplace?
- Who is being formally sponsored and supported?
- Who is being informally sponsored and supported?
- Is it being encouraged?
- Is it working?
- Who is being sponsored and who isn’t getting through?
We don’t seem to be there yet, when it comes to sponsorship. More businesses need more senior people involved in sponsorship (both male and female). However, an analysis of the figures and the answer to the above questions will help individuals and businesses assess how they can have more of an impact as a sponsor (and how they can develop their career by being sponsored.
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