The theme for this year’s International Women’s Day (IWD) is Accelerate Action for gender equality.  According to data from the World Economic Forum, at the current rate of progress, it will take until 2158 to reach gender parity, which is approximately five generations from now.  Taking the theme of Accelerate Action on 8th March 2025, the IWD organisers aim to emphasise the importance of taking swift and decisive steps to achieve gender equality; and call for increased momentum and urgency in addressing the barriers and biases that women face, both personally and professionally.

The IWD organisers are looking to Accelerate Action as a worldwide call to acknowledge strategies, resources, and activity that positively impact women’s advancement, and to support and elevate their implementation.  Mentoring is clearly a strong resource and activity in support of women’s advancement – not just in terms of women being mentees, but also in terms of women being mentors.

Research undertaken by Olivet Nazarene University identified that 82% of male mentees chose a male mentor, whilst 69% of female mentees chose a female mentor.  We wanted to explore if these choices stand in the way of or encourage inclusivity and gender parity.

A female mentee choosing a female mentor has clear benefits including that the female mentor has already trod the path that the female mentee is seeking to tread.  Potentially the female mentor will have had to respond to gender biases and can advise the mentee on any gender biases they are facing.  This fully female mentoring relationship can be very positive for both the mentor and the mentee, empowering both parties.  However, where a female mentor has had a particularly tough time due to gender biases, she may have a jaundiced view of the workplace and may push her perceptions onto the mentee, creating an environment of self-doubt and under-confidence for the mentee.

Where the mentee chooses a mentor of the other gender, there can again be positive and/or negative results in terms of gender parity.  The mentor may provide a different perspective to the mentee’s objective and issues, which challenges the mentee’s perceptions, opening up different approaches for him or her to consider.

Where the mentee is female, this could be an incredibly positive result, empowering the female mentee; or a negative result, where the male mentor is unable to understand the challenges and biases the female mentee faces.  At the same time, the female mentee may similarly present different perspectives to the male mentor; and through reverse mentoring may help the male mentor identify and quash any in-built gender biases.

Where the mentee is male, listening to the female mentor’s perspective on an issue, can help gender parity; hopefully encouraging the male mentee to build respect and understanding of women’s views and approaches.

So where does our consideration of same or different gender mentoring relationships take us in terms of inclusivity and gender parity?  Our response would be that there is no straightforward answer!  There are potential benefits and disadvantages when the mentor/mentee are the same or different genders.  It really depends on the individuals involved.

Our recommended strategy to Accelerate Action is for everyone to consider being a mentor and a mentee; and to approach the mentoring relationship with respect and an open-mind in terms of learning about and supporting the other party as well as yourself.  As musician, Frank Zappa eloquently said “A mind is like a parachute. It doesn’t work if it is not open”.

 To participate in the WUN mentoring programme you first have to join WUN – the great news is – its completely free to join!