Women in industries that are traditionally dominated by men enjoy more promotions and make more money.
However, male mentors are still short-changing women.
Writing in Harvard Business Review, David G Smith, Associate Professor of Sociology in the Department of Leadership, Ethics, and Law at the United States Naval Academy, and W Brad Johnson, Professor of Psychology in the Department of Leadership, Ethics, and Law at the United States Naval Academy, and co-author of ‘Athena Rising: How and Why Men Should Mentor Women’ with Smith, provide examples from their research.
“In our interviews with successful professional women, many reiterated the importance of having male mentors provide direct, critical feedback,” they wrote.
“It took Susan Chambers, Vice President at Walmart, some time to appreciate that her mentor’s constant challenges were a clear expression of care and commitment: ‘He set such high standards and expectations; he expected me to move so much faster and to achieve so much more than I ever had before. At the time, I felt it was unfair. But it’s only as I look back that I realise I wouldn’t be in my current role without it. I wouldn’t have been able to get through the difficulties I’ve been through if I had not had someone who cared and expected that much early in my career’.”
Sadly, they say “too many men are averse to pushing their female mentees the way they push their male protégés”.
Why is this? Well, there are three reasons.
See them by clicking next.
