Please enter your email address to access this article.
What’s the most effective method to improve the pipeline of talent to management—especially senior management? Formal mentoring with a cross-cultural component, according to diversity leaders from WellPoint, Sodexo, IBM and Deloitte.
In "Mentoring Roundtable: How Mentoring Improves Retention, Engagement & Promotions," the participants—Jodi Davidson, Director, Diversity & Inclusion Initiatives, Sodexo, No. 2 in The 2012 DiversityInc Top 50 Companies for Diversity; Dorothy Alpert, Principal, Deputy Managing Partner, Northeast Region, Deloitte, No. 8; Ron Glover, Vice President, Diversity & Workforce Programs, Human Resources, IBM, No. 17; Linda Jimenez, Chief Diversity Officer, Vice President Diversity & Inclusion, WellPoint, No. 34—discuss with DiversityInc’s CEO Luke Visconti and Senior Vice President and Executive Editor Barbara Frankel the viability of formal mentoring programs, especially those with a cross-cultural and cross-gender component.
DiversityInc’s mentoring roundtable offers an in-depth, 5,108-word article on mentoring best practices. Readers will learn:
- The difference between mentoring, coaching and sponsorship
- How and why cross-cultural mentoring is the most important and effective
- How involved your CEO and senior executives should be in mentoring programs
- How resource groups enhance mentoring goals and ultimately the talent pipeline
Please enter your email address to access this article.
