An organization is designing a formal mentorship program to help junior-level female employees advance into senior leadership roles. They are considering two primary models for pairing mentors and protégés. 

*   **Model A:** Pairs junior female employees with senior female executives to foster a sense of shared experience and support.
*   **Model B:** Pairs junior female employees with senior male executives who currently hold the majority of high-level positions in the company.

Based on research findings about tangible career outcomes, which model is more likely to result in greater promotions and compensation increases for the female protégés? Justify your choice.

Mentorship Program Scenario

For women and people of color, being mentored by someone of a different gender or race/ethnicity is often linked to greater tangible career benefits. These benefits include more significant career advancement and higher compensation compared to being mentored by someone with a similar demographic background.

Google

Researchers have investigated how the demographic makeup of a mentor-protégé pair, specifically in terms of gender, race, and ethnicity, influences mentoring outcomes. The findings from these studies are mixed, indicating that the benefits of a mentoring relationship can differ depending on whether the mentor and protégé share the same demographic background.

Effects of Mentor-Protégé Demographic Similarity

Spielman, R. M., Jenkins, W. J., & Lovett, M. D. (2020, April 22). Psychology (2nd ed.). OpenStax. https://openstax.org/books/psychology-2e/pages/1-introduction

OpenStax Psychology (2nd ed.) Textbook

Studies on mentoring relationships suggest that when a mentor and protégé share the same gender or race/ethnicity, the protégé experiences better psychosocial outcomes. This includes benefits such as feeling a greater sense of support from their mentor.

Learn Before

Related

Learn After