Training Industry Magazine - March/April 2021 - 21

support them as they prepare for
their new roles. By utilizing informal
learning with well-structured, crossorganizational rotations, leadership
development can incorporate practice
opportunities
while
broadening
potential leaders' exposure to a wider
array of business roles and expanding
their visibility to senior management.

SPONSORS CONNECT PROTÉGÉS WITH OPPORTUNITIES AND
ADVOCATE FOR NEW LEADERS' ADVANCEMENT.

WHY DIVERSITY-FOCUSED
MENTORING PROGRAMS
FALL SHORT
Formal, diversity-focused mentoring
programs are still failing to achieve
their goals. In a 2010 Harvard Business
Review article on the failures of
mentoring women in the workplace,
the authors observed that mentorship
increased the likelihood of promotion
for men - but not for women - for a
number of reasons.
In addition, there's a tendency for senior
mentors, who are often predominately
white men, to attempt to mold mentees'
behaviors and thinking to make them
more like themselves - a kind of reverseengineered affinity bias. Clearly, this
is counterproductive to the goals of
diversity in leadership.

FOCUSING ON
SPONSORSHIP PROGRAMS
Sponsorship programs offer a different
approach. Sponsorship and mentorship
are often described interchangeably but
differ in key aspects. Catalyst provides
a terrific infographic that captures the
differences between organizational
coaches, mentors and sponsors. Put
simply, coaches provide developmental
feedback; mentors provide advice
and strategies to help navigate the
organizational maze, and sponsors
connect protégés with opportunities and
advocate for new leaders' advancement.
Of course, these roles sometimes
overlap, but they are distinct and serve
different purposes.
Traditionally,
sponsorships
grow
organically: Someone with clout in an

organization advocates for an aspiring
leader with whom they are familiar
to be given a high-profile project or
promotion. Because the sponsor's
reputation is on the line, it's a higherrisk endeavor than mentorship. It's also
fraught with problematic opportunities
for selection bias.
A
sponsorship
program
is
a
comprehensive
solution
that
necessitates rewiring how established
leaders consider potential candidates
for promotion and opportunities. This
may include integrating implicit bias
awareness but also requires enhancing
exposure
and
familiarity
among
potential sponsors of potential protégés'
capabilities. A sample structure for
a diversity sponsor and protégé
program includes training both existing
organizational leaders and potential
protégés on what effective sponsorship

UNDERSTANDING THE DIFFERENCES
* Coaches provide developmental
feedback.
* Mentors provide advice and
strategies to help navigate the
organizational maze.
* Sponsors connect protégés to
opportunities and advocate for
their advancement.

looks like in your organization and the
dynamics of effective sponsor and
protégé relationships.
It also requires developing exposure
opportunities. In some organizations,
a pool of diverse talent is established
from which sponsors are encouraged
to select when project or promotional
opportunities
arise.
In
others,
executives are encouraged to lead
existing or new employee resource
groups to expand their exposure to
the members and provide equitable
access to appropriate opportunities.

CONCLUSION
It's time for learning leaders to
reimagine how to effectively cultivate
diverse leadership talent pipelines by
integrating formal and informal learning
and accelerating sponsors' advocacy
for diverse candidates. Initiating and
facilitating these expansive initiatives
in partnership with human resources
and talent management will extend
L&D's value beyond formal training
and help their organizations reap
the benefits of diverse leadership
throughout the pipeline.
Laura Smith Dunaief is the founder of
CareerCraft, a learning consultancy that
partners with organizations to design,
facilitate and manage leadership,
communication and diversity training
solutions that achieve strategic goals.
Email Laura.

T R A I N I N G I N DUSTR Y MAGAZ INE - BUILDING AN EQUITABLE W ORKP L AC E I WWW. T RAI NINGINDU S T RY . C OM/ MAGAZ I NE

| 21


https://www.hbr.org/2010/09/why-men-still-get-more-promotions-than-women https://www.hbr.org/2010/09/why-men-still-get-more-promotions-than-women https://www.greatplacetowork.com/resources/blog/what-are-employee-resource-groups-ergs https://www.greatplacetowork.com/resources/blog/what-are-employee-resource-groups-ergs https://www.thehrsource.com/5-types-of-unconscious-bias-in-the-workplace/ https://www.catalyst.org/research/infographic-coaches-mentors-and-sponsors-understanding-the-differences/ https://www.linkedin.com/in/lasmithdunaief/ https://www.trainingindustry.com/magazine

Training Industry Magazine - March/April 2021

Table of Contents for the Digital Edition of Training Industry Magazine - March/April 2021

Training Industry Magazine - March/April 2021
L&D's Role in Building an Equitable Workplace
Table of Contents
Race, Gender and Age: Social Conscience of Learning
Mitigating Bias: The Role of AI in D&I
The Opportunities Embedded in the Pursuit of Equity
The Real Unsung Hero: The Training Manger's Role in Building an Equitable and Inclusive Workplace
Training's Role in Driving Leadership Diversity
Perpective-taking in VR
The Leadership Problem of Inequity
Practicing Inclusive Leadership: How Leaders Can Take Action to Improve Diversity in the Workplace
Raising the Bar on Diversity Training
Create Community in Your Organization Through the Power of Meaningful Conversations
Leading with Authenticity in a Hybrid World
Organizational Health as a Tool for Creating Transformative Workforce Development Opportunities
How L&D Can Avoid Naïve Interventions to Create an Equitable Workforce
Learning Silver Lining: How the Pandemic Might Teach Us to Balance Temperamental Needs
Normalizing Mental Health Conversations in the Workplace
Making Employment Access More Equitable with English Language Training: Voxy EnGen Announces Series A Investment
Company News
Training Industry Magazine - March/April 2021 - Intro
Training Industry Magazine - March/April 2021 - Training Industry Magazine - March/April 2021
Training Industry Magazine - March/April 2021 - 2
Training Industry Magazine - March/April 2021 - CT1
Training Industry Magazine - March/April 2021 - CT2
Training Industry Magazine - March/April 2021 - L&D's Role in Building an Equitable Workplace
Training Industry Magazine - March/April 2021 - 4
Training Industry Magazine - March/April 2021 - 5
Training Industry Magazine - March/April 2021 - Table of Contents
Training Industry Magazine - March/April 2021 - 7
Training Industry Magazine - March/April 2021 - 8
Training Industry Magazine - March/April 2021 - 9
Training Industry Magazine - March/April 2021 - 10
Training Industry Magazine - March/April 2021 - Race, Gender and Age: Social Conscience of Learning
Training Industry Magazine - March/April 2021 - 12
Training Industry Magazine - March/April 2021 - Mitigating Bias: The Role of AI in D&I
Training Industry Magazine - March/April 2021 - 14
Training Industry Magazine - March/April 2021 - The Opportunities Embedded in the Pursuit of Equity
Training Industry Magazine - March/April 2021 - 16
Training Industry Magazine - March/April 2021 - The Real Unsung Hero: The Training Manger's Role in Building an Equitable and Inclusive Workplace
Training Industry Magazine - March/April 2021 - Training's Role in Driving Leadership Diversity
Training Industry Magazine - March/April 2021 - 19
Training Industry Magazine - March/April 2021 - 20
Training Industry Magazine - March/April 2021 - 21
Training Industry Magazine - March/April 2021 - Perpective-taking in VR
Training Industry Magazine - March/April 2021 - 23
Training Industry Magazine - March/April 2021 - 24
Training Industry Magazine - March/April 2021 - 25
Training Industry Magazine - March/April 2021 - The Leadership Problem of Inequity
Training Industry Magazine - March/April 2021 - 27
Training Industry Magazine - March/April 2021 - 28
Training Industry Magazine - March/April 2021 - 29
Training Industry Magazine - March/April 2021 - 30
Training Industry Magazine - March/April 2021 - 31
Training Industry Magazine - March/April 2021 - 32
Training Industry Magazine - March/April 2021 - 33
Training Industry Magazine - March/April 2021 - 34
Training Industry Magazine - March/April 2021 - 35
Training Industry Magazine - March/April 2021 - 36
Training Industry Magazine - March/April 2021 - 37
Training Industry Magazine - March/April 2021 - Practicing Inclusive Leadership: How Leaders Can Take Action to Improve Diversity in the Workplace
Training Industry Magazine - March/April 2021 - 39
Training Industry Magazine - March/April 2021 - 40
Training Industry Magazine - March/April 2021 - 41
Training Industry Magazine - March/April 2021 - Raising the Bar on Diversity Training
Training Industry Magazine - March/April 2021 - 43
Training Industry Magazine - March/April 2021 - Create Community in Your Organization Through the Power of Meaningful Conversations
Training Industry Magazine - March/April 2021 - 45
Training Industry Magazine - March/April 2021 - 46
Training Industry Magazine - March/April 2021 - 47
Training Industry Magazine - March/April 2021 - Leading with Authenticity in a Hybrid World
Training Industry Magazine - March/April 2021 - 49
Training Industry Magazine - March/April 2021 - 50
Training Industry Magazine - March/April 2021 - 51
Training Industry Magazine - March/April 2021 - Organizational Health as a Tool for Creating Transformative Workforce Development Opportunities
Training Industry Magazine - March/April 2021 - 53
Training Industry Magazine - March/April 2021 - 54
Training Industry Magazine - March/April 2021 - How L&D Can Avoid Naïve Interventions to Create an Equitable Workforce
Training Industry Magazine - March/April 2021 - 56
Training Industry Magazine - March/April 2021 - Learning Silver Lining: How the Pandemic Might Teach Us to Balance Temperamental Needs
Training Industry Magazine - March/April 2021 - 58
Training Industry Magazine - March/April 2021 - Normalizing Mental Health Conversations in the Workplace
Training Industry Magazine - March/April 2021 - Making Employment Access More Equitable with English Language Training: Voxy EnGen Announces Series A Investment
Training Industry Magazine - March/April 2021 - Company News
Training Industry Magazine - March/April 2021 - 62
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