Informal mentoring fails because it does not scale and nobody measures participation. ERGs can support women, but if they do not influence hiring panels and succession planning, they cannot shift outcomes.

What works better is measurable mentoring with leadership ownership. Track structured mentoring participation rates by grade and function. Make executives visibly sponsor the programme. Use a formal diversity council to set targets. Link bonuses to promotion outcomes. Require diverse shortlists for leadership roles. Implement consistently across all business units.

Women's Equality Jobsite supports targeted attraction aligned with this progression offer. Candidates respond when the development pathway is clear.

Measure success through mentoring uptake, promotion into first management, retention and leadership representation trends.

Launch a structured mentoring cohort alongside a hiring campaign and evaluate progression outcomes quarterly.