FEMs empowers companies by mentoring female talent

FEMs supports companies that embrace diversity with a mentoring programme for their female talent. Organisations that recognise that the different competences and skills of men and women are not only complementary, but also significantly reinforce each other, take the specific issues women face seriously. FEMs supports female talent during the 'rush hours' of their careers, thereby retaining them for the organisation and strengthening their share in management, executive and supervisory positions.

Organisations serious about diversity are mindful of the struggle of female talent in certain age groups. This struggle manifests itself in increased absenteeism and disengagement especially during 'rush hours'. Women often want to fulfil care tasks such as motherhood and informal care by themselves. But often these "life-events" coincide with important career moments. We teach people to manage others, but not so much to manage ourselves and keep ourselves healthy. Failure and disengagement are the main risks if not recognised in time.

A mentoring programme offers women a helping hand especially during 'rush hours' where major "life events" coincide with important career moments. It will be effective in reducing absenteeism and disengagement. A study published by McKinsey entitled 'Women in the Workplace 2020' also shows that women with the right mentoring are more successful in achieving their career goals. A mentoring programme is an excellent way to show commitment to nurturing female talent and give them the chance to learn from a trusted experienced advisor. Establishing a formal mentoring programme to help women advance in their careers is an important step in retaining and empowering female talent for your company. As part of this, it can also be useful to think about internal role models and setting up peer groups. FEMs would be happy to support you in this.

In addition, using guidance such as mentoring is effective in reducing absenteeism and disengagement. CBS (2022) reports that almost one in five (18.3%) women between 25 and 35 have burnout symptoms. Deloitte's 2022 Women@Work global outlook report also shows an alarming increase in burnout and stress among more than 30% of women. The current hybrid is not always proving beneficial either. The flexibility offered has a downside of unpredictability, while predictability is needed for caring tasks. In addition, women are more likely to experience the feeling of exclusion and lack of reduced contact with supervisor which is crucial for sponsorship and career development. A mentoring programme offers women a helping hand and results in less absenteeism and disengagement.