Breaking Through Barriers: How Mentorship Drives Women’s Progress

It’s no secret that progress toward gender parity at the executive level remains uneven. As experienced by women participating in Merryck’s ‘Path to Empowered Leadership’ there are hurdles to overcome if you are a woman aiming for the top. In fact, according to recent data from FTSE Women Leaders review, only 35% of leadership roles in FTSE 350 companies are occupied by women. With International Women’s Day around the corner, it seems like the perfect time to look at the data surrounding mentorship, specifically how it helps organizations advance women into top leadership positions.

Drawing insight from a recent conversation with Emma Avignon, the CEO of Merryck, we can see one glaring takeaway: Mentorship, done thoughtfully and intentionally, can be a catalyst that helps women overcome systemic barriers and thrive in senior-level roles. For anyone who prefers a more structured approach, organizations like Merryck can provide a tailor-made and immediately-ready experience. Alternatively, seeking mentors organically (attending industry events, professional groups and networks, or just reaching out to professionals you admire) can also be a great way to start. Whichever way, it’s a fantastic first step in accelerating personal and professional growth.

Prioritizing empowerment

For many organizations, “diversity goals” have long been on the to-do list… yet progress on the ground has stalled or even regressed. As Avignon points out, there’s a palpable sense of going in reverse in some companies, especially those retreating from DEI commitments (just check recent news headlines regarding the “Great Retreat”). That’s where acceleration comes in. Rather than inch forward, organizations need proactive solutions that help women break through barriers and hurdles.

One such solution is structured mentorship, an approach that ensures emerging women leaders have access to the knowledge, networks, and confidence-building experiences they need to stand out. As Avignon points out, we still see examples of subtle biases and systemic hurdles that slow women’s progress. Part of the answer? Mentorship that can shine a light on those barriers and offer a direct way to overcome them.

Why mentorship matters

Mentorship is hardly a new concept. Yet many mentoring programs falter due to vague objectives or a lack of senior-level support. In contrast, the model used by Merryck focuses on pairing women with leaders who have experience in exactly the areas they’re trying to grow. Avignon recounts how one mentee once aimed to land a top executive role in less than two years, something that most people would regard as unlikely. Yet, with the right mentor providing both tactical guidance and emotional support, she was able to land not one but two significant leadership positions in that two-year timeframe.

Crucially, Merryck’s approach emphasizes holistic development: mentors serve as sounding boards not just for work milestones, but also for broader life challenges that impact leadership style, effectiveness, and more. As people we know that, as Avignon says, “Leaders have whole lives, and they need support that acknowledges both career goals and personal well-being.” When women feel empowered to bring their full selves to the table, they aren’t just more confident in their work performance but their out-of-office lives. Titles are important, sure, but it’s also about fulfillment.

Real journeys, real results

“You’re 18 months too early”

For instance, one woman who joined Merryck’s program had a personal goal to land a senior executive role but was told she was “18 months too early” for the job. Working with Avignon and the Merryck team, she set out with a rather ambitious goal of surpassing the position she was originally shooting for, but in the same 18-month timeframe. Within two years, Avignon’s mentee was exactly where she’d hoped to be—a highly influential position that she was initially told she probably wouldn’t achieve for some time.

A detour turned opportunity

In another example, a woman joined Merryck’s program primarily feeling overlooked and in a role that she felt she was significantly overqualified for. Even more, halfway through the mentorship her company was restructured, and her role was outright eliminated. Despite the setback, she took it as a chance to really hone the leadership skills and strengths she had been developing with Avignon. Within a short time, she didn’t just find a new role at a similar level, but a higher position elsewhere. Looking back, she puts a lot of credit on the mentorship program and how it changed her outlook. Progression doesn’t always follow a linear path, but those deviations are usually a chance for you to grow.

Mentorship in practice: tips for organizations

While Merryck’s program is fantastic, not every company can partner directly with them in full. That being said, there is a lot of room for organizations looking to get a little scrappy and start growing something themselves.

• Sponsor from the Top: For something to have legitimacy, especially in environments that may feel a little more “legacy-minded,” things need to be sponsored from the top executive levels. It just shows buy-in and makes sure the program isn’t lost among the many initiatives and put by the wayside.
• Set Clear Goals & Metrics: Anything that is important should be measured. Mentorship programs should use data to track progress, specifically around things like women making the leap from mid-level to senior roles, promotion rates, and more. Defining metrics and goals helps you know if things are working!
• Ensure Confidence & Safe Spaces: It’s hard to grow without honest conversations. If people feel the fear of repercussions, nobody will ever open up. Even formalized “contracts” that state how conversations between mentors and mentees are safeguarded regarding career or certain personal conversations can be used.
• Train Mentors & Mentees: Being a fantastic mentor doesn’t always come naturally. Resources and guidelines are a great place to start. Also, give mentees some advice on personal goal setting, explain to them how to open up feedback conversations, and structure sessions so they don’t feel like time is wasted.
• Be Open to Different Perspectives: This whole thing is about women, but even if the program’s core audience is women, it’s important to have men as supporters, mentors, or even just as advocates. As Avignon says, “We have to make this feel like something men can participate in too…everyone has a role to play, even if it’s a small one.”
  

The really fun part, Avignon says, is the “matchmaking” process itself between the mentor and the mentee. What makes a good partnership?

It all stems from understanding the mentees’ goals and what they are trying to achieve. Starting with a thorough consultation with the mentee allows organizers to understand what they are looking to gain from an experience or competency standpoint.

Aligning a mentor’s professional experience with a mentee’s goals helps to achieve the perfect fit. For some, Avignon says, previous involvement leading an IPO or even leading a big merger transformation are all valuable experiences that mentees seek out.

Of course, personality is still an important consideration when pairing mentors and mentees. Merryck’s client-first approach means that they have a rigorous process with their pool of mentors to truly determine who is best to be paired with a mentee. Once they get a sense of the mentees’ personality and who they believe they’ll work well with, the magic really begins.

Accelerating impact, empowering women in all areas of leadership

For many organizations, the big question isn’t whether to champion women’s leadership, but how. As International Women’s Day reminds us, championing diversity isn’t a “check the box” exercise, it’s an ongoing imperative. When asked about the future of programs like Path to Empowered Leadership, Avignon is optimistic. “Organizations still want to develop women, they recognize that diverse leadership teams deliver higher performance and results” she says. “If anything, the need is growing because of the retreat we’re seeing on other fronts.”

By embracing robust mentorship programs and creating intentional pathways for women to grow, businesses, nonprofits, and more can take tangible steps toward genuine gender parity. Why? Because women make great leaders. It’s more than just a goal, it benefits the organization itself.

It’s easy to feel a little let down with the pullback seen across many organizational fronts. But if you’re looking to take some action this year, investing in mentorship is one of the clearest, most impactful moves you can make.