The lack of initiatives that value the growth of women since the beginning of their careers is one of the many challenges faced by professionals. In addition to creating opportunities for their entry into companies, it is crucial to develop projects that ensure their advancement to strategic and leadership positions. Many companies have found in mentoring a positive solution to this process. “Many women do not believe they have the same chances of promotion as men, even having the same level of qualification. Therefore, we believe that offering programs like these is fundamental to boost their careers, building relationships with their mentors and understanding their qualities and points of improvement”, comments the Coordinator of Attraction and Inclusion of the Botemberia, Tergania Group.
Developed to acquire technical knowledge and promote personal and professional development, business mentoring helps to improve skills, exchange experiences and accelerate career growth. When applied to gender issues, the look becomes more analytical, bringing specific issues to the analysis. “When we talk about a program aimed only at the female audience, we need to understand and welcome their needs and challenges to then put it into practice with the implementation of more assertive actions that recognize the obstacles that arise in the workplace for those who are part of the” diversity, explains Tania.
Mentoring of female protagonism
Since 2014, the Marista Group has developed the Mentoring Program, focused on three fundamental axes: Evolution, Purpose and Management. Over the years, the initiative has evolved significantly, with the automation of processes in 2021 and the integration of all mission fronts by 2023, covering employees of PUCPR, FTD Education, in addition to the hospitals Sao Marcelino Champagnat and Cajuru University. This year, the institution decided to focus on the issue of gender, launching for the first time Mentoring for women.
“A mentoring aims to accompany women who are interested in developing their careers in other areas, ensuring their advancement in strategic and leadership positions.Our idea is also to address other issues such as race and inclusion, with plans to launch future mentoring for black and brown employees and people with disabilities (PcD)”, says the consultant for Organizational Development of the Marista Group, Ana Nogueira.
Aimed at women seeking to migrate internally from the area, change careers or have professional ascension, the mentoring program is structured in three subdivisions: motherhood and career, self-worth and professional confidence, and female leadership and its challenges. According to Ana, after an internal listening program to identify priority needs, the institution recognized the importance of an initiative aimed at the development of female careers.
A survey conducted by IBGE this year showed that, among the graduates in undergraduate courses, 60.3% were women, while 39.7% were men. “The fact that women are more dedicated to studies, prepare more and empower themselves, but this is not always reflected in the labor market, was one of the points we analyzed and is a reality that we want to transform”, emphasizes Ana.
One of the selected mentors was the Business Partner manager of the hospitals San Marcelino Champagnat and University Cajuru, the health front of the Marista Group, Jaqueline Alves. The professional has dedicated her time to the practice of mentoring, including those directed to women, and highlights the significant benefits of this activity. “A greater of all advantages , undoubtedly, is self-knowledge. The role of the mentor is to facilitate the path for mentees, and for those who are being guided, it is essential to know that they can count on the experience of someone”, he says.
The manager, who has been working at the institution for eight years, is starting this new stage of the program for women, also considers the gender issues that involve this mentoring model, ensuring that identification with situations experienced by other women can bring empowerment. “Any type of mentoring is valuable, but mentoring aimed at women can offer more advantages. If you are a mentee and are living experiences similar to those already experienced by your mentor, such as motherhood, for example, this becomes a great differential”, she exemplifies.
