Mentoring to Support Women’s Leadership
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Collections | DPA Policy Briefs |
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Title: | Mentoring to Support Women’s Leadership |
Author(s): | Howard, Elise Barbara, Julien Palmieri, Sonia |
Date published: | 2020 |
Publisher: | Canberra, ACT: Dept. of Pacific Affairs, Research School of Pacific and Asian Studies, The Australian National University |
Series/Report no.: | Department of Pacific Affairs Policy Brief series: 2020/01 |
Description: | Mentoring has become an increasingly common
form of assistance used by development partners
to support women’s leadership in Pacific Island contexts.
This Policy Brief highlights the need for mentoring
programs to be responsive to mentees’ goals,
learning processes and local contexts.
Currently, the design and implementation of mentoring
programs in developing contexts are often underwritten
by four key assumptions: that a mentor from
a developed country can effectively and sustainably
mentor a woman from a developing country context;
that mentoring programs based outside a mentee’s
specific workplace (and country) context can transcend
local structural barriers to women’s leadership;
that mentoring serves the same kinds of purposes in
all contexts; and that mentoring methodologies used
in corporate contexts can be implemented in developing
contexts. These assumptions will be explored
in this Policy Brief. In order to more strongly align mentoring with meaningful
policy impact in a development context, we
propose the following evidence-based recommendations:
1. Complement mentorship programs with other
developmental leadership programs, recognising
the limitations of programs focused only on change
driven by individuals.
2. Facilitate opportunities for women to find their own
context-relevant mentors.
3. Match clearly, at the outset of the program, a woman’s
leadership objectives with the mentoring purpose.
4. Provide ongoing support to develop and strengthen
mentoring relationships.
5. Support mentors to critically challenge and support
the leadership aspirations and capacities of mentees
within their sphere of influence.
6. Recognise the long-term and transitional nature of
mentoring relationships. |
URI: | http://hdl.handle.net/1885/205786 |
ISSN: | 2652-6247 |
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File | Description | Size | Format | Image |
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DPA PB Howard et al. online.pdf | 269.5 kB | Adobe PDF |
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