Can talent development through mentoring really help ALL your employees reach their full potential? Why is mentoring a critical factor to get women, Blacks, Latinos, Asians, American Indians, LGBT people and people with disabilities in the executive ranks?
DiversityInc Top 50 data shows that formalized, cross-cultural programs lead to a rise in promotions from these underrepresented groups. Some companies have documented results in improved retention, engagement and productivity, as well as increased cultural awareness among white male managers.
A prime example of the benefits of mentoring and talent development is Sodexo (No. 2 in the 2012 DiversityInc Top 50). This company was able to quantify that its mentoring program delivers a $6 return for every dollar invested.
In this 90-minute diversity web seminar on mentoring and talent development, DiversityInc Senior Vice President and Executive Editor Barbara Frankel discusses the benefits of formalized, cross-cultural mentoring programs with Lou Miramontes, audit partner, KPMG (No. 22); Karen Kichline, vice president, learning and talent management, ADP (No. 27); and Lucie Neely, division vice president, human resources, national account services/globalview, ADP.
Readers will learn:
- How resource groups can help talent development by “cross-pollinating” mentor/mentee relationships
- Why mentoring should be available to all employees, even white men
- The personal benefits of becoming a mentor, and the not-so-obvious benefits of being a mentee
- Why mentoring is particularly important in developing female talent
- How to formulate an action plan for mentoring and talent development in your company
- What are the different roles of a mentor and mentee, and which generate the best results?