I have a secret weapon for career success and I’m willing to let you in on it. It’s the importance of having ‘career influencers’ – being role models, mentors, sponsors, coaches.
I have three mentors, two of whom have also been sponsors, directly using their power and influence to produce positive career results for me. I can’t tell you how important it is to have someone provide you with a different perspective, to be in your corner providing valuable insights and guidance because they’ve already travelled the path you’re on.
I must also tell you how important it is on your own journey to remain visible for others wherever you are because good role models achieve so much for women in the workplace and in society. The recent AFR Westpac 100 Women of Influence indicate the pool of great female role models to watch is ever growing.
On a very basic level visible females remind the males we’re here to stay… and not to fear us.
When you reach your career goals I can’t recommend enough being a mentor because you will learn so much. I know because every day I come into contact with women in my role at Westpac as Director of Women’s Markets and I learn from them, especially the Gen Y women who keep me young and forward thinking.
It’s what I love about mentoring and sponsorship – they’re relationship oriented activities that demand trust and mutual respect, good communication and honesty. Mentoring provides mutual learning and develops confidence, as well as supporting an individual to achieve in work and life.
But don’t just take my word for it. It appears I’m not the only one who’s had these experiences because the Westpac Women of Influence Report, which we recently released, provides startling proof for what I’ve just said.
Did you know around 60% of professional women (that’s women aged between 25 and 65, working full-time, part-time or self-employed and earning more than $65,000 per annum) agree that their ‘career influencers’ have had a positive impact on their professional working lives?
As for the 40% of professional women who do not have a professional support person, over two thirds (61%) wish they did have someone fulfilling that role. It’s why I always recommend to women the value of having career influencers – they really do make a difference.
When we looked at what women see as the key role of a mentor, I wasn’t surprised to find that 91% see them as helping them to realise their potential and to instil confidence. I agree, and have always found mentors are great sounding boards too, particularly when you’re trying something new, stepping up to the plate and going out on a limb.
So, just where do we find our mentors?
I’m on the money with mine: 56% of professional women find their support from a current or previous colleague or manager (two of my mentors are in this category) and 53 % from a high achieving female in business (which is where my third comes from).
Sadly, even if you are a woman with a career influencer you are still likely to experience significant challenges at work. These may include a perceived lack of recognition by management, lack of respect from male colleagues, gender bias, bullying, and unequal rates of pay. (I know when you read that list, it probably makes you wonder in which century we’re living.) However, those with mentors and sponsors face fewer challenges.
One of the bigger challenges women can face is maternity leave. According to our research it’s on the minds of lots of women. Among younger professional women, aged 25-39, taking maternity leave is viewed as one of the top three challenges they face at work. The concern declines among those over 40 years of age (19%).
Younger professional women seem daunted by the idea of taking time out of their career to have a family. Older women, who are more likely to have been through that part of their life, don’t consider it a concern or challenge, since they are, of course, at a different and later stage of their careers. They’ve experienced it and with hindsight can probably see this time in their lives only had a short-term impact and did not actually have a material effect on their success.
The point is that: women can have it all, just maybe not all at once. Furthermore, it underlines the need for influential women to be recognised and celebrated. This provides other professional females with someone to admire and a role model to aspire to. They also become someone to whom they can relate.
It’s now up to Australian businesses to continue proactively shining a light on successful women so they can become visible role models for others and continue the positive change in our workplaces, communities and families.