The WoW programme was planned in late 2015, was rolled out throughout 2016 and was then evaluated in early 2017.  These were our learnings:

 

Confidence is a magic missing ingredient. The WoW programme showed that the absence of confidence can be tackled with a relatively small investment in targeted development initiatives that combine mentoring, sponsorship, career planning and leadership development.

Mid-career interventions are critical. The top factor holding mentees back is “focus/drive commitment” to strategic career decisions, according to our mentors. Multiple competing priorities can lead to a lack of career focus among this cohort. For businesses concerned with strengthening the female leadership pipeline, this is where they need to concentrate.

Senior experienced women are a powerful resource. By supporting younger women in career advancement, senior women help address several key barriers, including the absence of successful female role models. All our mentors, with the exception of one who does not have time next year, said they would be prepared to serve again as mentors.