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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 and inclusion initiatives, Sodexo (No. 2 in The 2011 DiversityInc Top 50 Companies for Diversity); Ron Glover, vice president, diversity and workforce policy, human resources, IBM (No. 7); Dorothy Alpert, principal, deputy managing partner, Northeast region, Deloitte (No. 8); and Linda Jimenez, chief diversity officer and vice president, diversity and inclusion, WellPoint (No. 36)—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 employee-resource groups enhance mentoring goals and ultimately the talent pipeline
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