Mentoring helping NRL increase numbers of senior women

Senior women in the National Rugby League are mentoring young women within the game to aspire and support them in their career progression. 25% of staff at clubs are now female and most clubs have a female on their executive team.

A mentoring program established by departing NRL chief operating officer Suzanne Young was developed to see those numbers increase.

Speaking about the mentoring program’s graduation event, Canterbury chief executive Raelene Castle said “the stories from young women about the experience that they have gained from having someone who could help them navigate some really challenging situations, like what their next career step would be or how to go about it, were great. Some people have made some monumental career changes off the back of that mentoring program.”

Read the full article here – SMH, 8 March 2016, “With 25 per cent of staff at clubs now female, Raelene Castle says the NRL should celebrate women”

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Follow the leader to success – Weekend Australian

McCarthy Mentoring’s Executive Director, Sophie McCarthy, alongside 2015 scholarship winner CEO, Sue Andrews and mentor, Marg O’Donnell AO are interviewed by the Weekend Australian on the value of mentoring, tips to get the most out of it and pitfalls to avoid.

Follow the leader to success by Verity Edwards, The Australian, 20 February 2016

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Your gender diversity strategy

external mentoring

The latest findings by Workplace Gender Equality Agency (WGEA) show not much has changed with gender pay gap and leadership figures. They show women are earning 24% less than men in total remuneration for full time work. That represents $27,252 per year. It’s 35% if you work in financial or insurance services.

In terms of leadership, the data continues to paint a bleak picture – only 15.4% of CEOs are women.

The challenges of gender diversity within organisations can be broad and complex. The discussions are around quotas; culture; persistent bias; women’s lack of confidence in pay negotiations; reluctance to ask for promotions; lack of flexibility at the top (just 6.3% of management roles are part-time) and leaders who aren’t supporting women into the top jobs.

Yet there is a strong business case for gender diversity at senior levels and in positive news, there has been an increase in employers who have put strategies in place.  

What part does mentoring play in your gender diversity strategy?

Our experience and the research shows mentoring can be an important part of a successful gender diversity strategy.

WEGA has cited mentoring and sponsorship programs within its ‘Strategy Toolkit’ that provides advice to businesses wanting to achieve gender equality. Mentoring is seen as an important initiative in both building capability and developing a strong talent ‘pipeline to leadership’ that is gender diverse.

In addition, McKinsey (2010) found that organisations with the largest percentage of C-level women encourage or mandate senior executives to mentor women in lower-level jobs.

For the individual, we know that common outcomes of mentoring – such as increased confidence, performance, leadership skills, more strategic career plans as well as ability to take risks in their career – can all impact on career progression.

Recent outcomes from McCarthy Mentoring programs designed to support gender diversity strategies:

  • 63% of emerging female leaders selected to participate at a large ASX listed company were promoted during the program or within a year of participating
  • 67% of female participants at a global professional services firm were promoted to Partner since starting the program

Mentoring can be a powerful initiative to strengthen your gender diversity strategy.


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New initiative to support female museum leaders

McCarthy Mentoring is proud to have launched a new program to support 21 inspirational senior women become the next generation of leaders in our cultural institutions. Mentors of the inaugural Council of Australasian Museum Directors’ Executive Mentoring Program are some of the most well respected and experienced leaders in the sector.

The launch brought together the 21 mentees with Directors of Australian Museums participating in the program and included a stimulating and inspiring panel session with:

  • Rose Hiscock, Director, Museum of Applied Arts and Sciences
  • Kim McKay AO, Director and CEO, Australian Museum
  • Professor Suzanne Miller, Director and CEO, Queensland Museum Network

The three Directors candidly shared stories about their careers, aspirations and challenges they had faced on their path to leadership. Each gave valuable advice, guidance and insights on having a successful career in the cultural sector.

See full details and list of participants here

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Having a Working Mum is Good for You

leadership mentoring

This month Harvard Business Review put out a media release announcing new research that looked at the outcomes for adults raised by working mothers. It found that women do better in the workplace if they had a mum who worked outside the home before they were 14 years old. Specifically, they performed better, earned more and had more powerful positions. Men didn’t change in that they were as likely as sons with stay-at-home mothers to hold supervisory positions and earn comparable salaries. They did however, contribute more at home.

The findings were based on a survey of 50,000 adults aged 18 to 60 in 25 nations worldwide in 2002 and 2012

Read full media release Having a Working Mother is Good for You, Harvard Business Review, 18 May 2015


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