In recent conversations with executives of a client organisation, I’ve been struck by something encouraging: many are already informally mentoring senior women in their organisation.
That matters. But it has also made me think about the difference between giving advice and actively creating opportunity.
I think this is where formal sponsorship programs can make a real difference.
They can help shift sponsorship from something that happens quietly or unevenly, to something that is intentionally designed to build visibility, open doors and support more women and other under-represented talent into senior leadership.
As the Champions of Change Coalition notes in their resource guide, Sponsorship Track: “A coach talks to you, a mentor talks with you, and a sponsor advocates for you.”
That distinction has stayed with me. Sponsorship is not just guidance or encouragement – it is advocacy. It is someone with influence choosing to put their name, networks and credibility behind another person’s potential.
That looks like:
- Making introductions to influential people
- Recommending talent from diverse backgrounds for promotion, projects, roles or speaking opportunities
- Creating opportunities to participate in high-profile events
- Publicly recognising contributions
- Helping remove barriers
What I especially like about sponsorship is that it is not one-way. The person being sponsored gains visibility, opportunity and advocacy. The sponsor also gains new perspectives, deeper insight into the organisation, and a better understanding of barriers they may not otherwise see.
When leaders intentionally advocate for talented people outside traditional networks, we create broader, stronger and fairer leadership pipelines.
Diversity Partners has recently facilitated a sponsorship program in the financial services sector that has helped contribute to a significant improvement in the representation of women in leadership. Connect with us to learn more.
