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What Evidence is There that Mentoring Works to Retain and Promote Employees, Especially Diverse Employees, Within a Single Company?

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dc.contributor.authorConboy, Kaitlyn
dc.contributor.authorKelly, Chris
dc.date.accessioned2020-11-17T15:58:37Z
dc.date.available2020-11-17T15:58:37Z
dc.date.issued2016-10-01
dc.description.abstractMentoring programs are increasingly prevalent in corporate America. Research has shown that 70% of Fortune 500 companies have some form of mentoring program. While mentoring programs can have a variety of objectives – such as promoting and improving diversity, helping new hires adjust to new roles, or developing high potential employees – it is not always clear that mentoring programs achieve their objectives, particularly those related to promotion and retention. In reviewing relevant research and company initiatives, we can see that mentorship programs – when properly implemented – do offer benefits for diverse populations. Key success factors for diversity-focused mentoring programs include (1) the seniority of the mentor, (2) whether the mentor and protégé match in certain key personality attributes and (3) whether a mentee’s direct supervisor is involved in the program.
dc.description.legacydownloadsWhat_Evidence_is_There_That_Mentoring_Works_to_Retain_and_Promote_Employees.pdf: 4005 downloads, before Oct. 1, 2020.
dc.identifier.other9568740
dc.identifier.urihttps://hdl.handle.net/1813/74541
dc.language.isoen_US
dc.rightsRequired Publisher Statement: Copyright held by the authors.
dc.subjecthuman resources
dc.subjectmentoring
dc.subjectmentorship
dc.subjectdiversity
dc.subjectretaining employees
dc.subjectretention
dc.subjectFortune 500
dc.subjectprotégé
dc.subjectassessments
dc.subjectbig five personality traits
dc.subjectfive factor model
dc.subjectmentee
dc.titleWhat Evidence is There that Mentoring Works to Retain and Promote Employees, Especially Diverse Employees, Within a Single Company?
dc.typearticle
local.authorAffiliationConboy, Kaitlyn: Cornell University
local.authorAffiliationKelly, Chris: Cornell University

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