By Cheryl Guest – Part of the Women in Technology Series
In the journey toward breaking barriers and achieving gender equity in technology and leadership, mentorship stands as one of the most transformative tools. It is more than a professional relationship – it’s a conduit for inspiration, learning, and empowerment that can shape the trajectories of individuals and entire organisations.
The Mentorship Advantage: Why It Matters
Mentorship serves as a bridge between potential and opportunity. For women aspiring to lead in male-dominated fields like technology, a mentor can provide:
- Guidance Through Challenges: Mentors help navigate the complex realities of career progression, especially when systemic biases or workplace hurdles appear. They share hard-won lessons and strategies to overcome these barriers.
- Confidence Boosting: Impostor syndrome disproportionately affects women, particularly in industries where they are underrepresented. A mentor’s encouragement and affirmation can instil the confidence needed to seize opportunities and pursue leadership roles.
- Expanding Networks: Mentorship often opens doors to invaluable professional networks. Women in leadership can connect mentees with decision-makers and opportunities that might otherwise be inaccessible.
The Role as a Mentor
Reflecting on my own journey, I’ve come to appreciate the immeasurable value of mentorship. As someone who has climbed the leadership ladder, I see it as my responsibility—and privilege—to guide others.
Throughout my career I have been lucky enough to be in organisations whereby I have had access to various “unofficial” mentors. I started my career as a shy, low confidence 16-year-old starting my journey into the business world – I didn’t know how to dress, how to address people higher up in the organisation than me or, to know what I wanted.
I instantly hit it off with an older lady within one of my first workplaces who I clicked with from day one – she was elegant, sassy and knew exactly what she wanted – I listened to everything she had to teach me and in a male-dominated industry at the time (manufacturing), she rocked!
Luckily, she is still in my life now and has remained a constant throughout my career, providing guidance and support where needed – she has always been my biggest supporter.
Over many years, and due to my experience and growth in confidence, the mentee has now become the mentor and I have honed this opportunity within my own teams over my career.
Some key approaches to effective mentorship include:
- Being Authentic and Approachable:
Share personal stories of successes and setbacks. Vulnerability humanises leadership and reassures mentees that challenges are a normal part of growth. - Setting Stretch Goals:
Encourage mentees to aim high while supporting them in breaking their aspirations into achievable steps. When I tell my mentees “The sky is the limit,” I mean it.
Listening First, Advising Second:
Understanding mentees’ unique challenges is critical. Sometimes the best mentorship comes not from advice but from active listening and helping them arrive at their own solutions.
- Mentorship Success Stories
I previously worked with a mentee transitioning into the tech sector after a career break. Through regular conversations and actionable advice, we mapped a pathway for her to rebuild confidence and refine her skills. She’s now thriving in a management role. Stories like hers are why I mentor. - Creating a Culture of Mentorship
Mentorship shouldn’t be a one-off initiative—it needs to be baked into an organisation’s culture. At Unique IQ, we actively promote mentorship by:- Pairing new hires with experienced team members for structured onboarding including a buddy who can support especially in those early days to create trust and familiarity.
- Encouraging leaders to support employees’ career aspirations through open conversations and regular reviews working together on a clear path for progression.
- Highlighting mentorship success stories to inspire a culture of giving back.
- Paying It Forward – mentorship is not a one-way street. It’s a reciprocal relationship where both parties grow. While mentors provide guidance, mentees offer fresh perspectives that challenge assumptions and foster innovation.
I encourage every woman in technology or leadership to seek out a mentor—and, when ready, to become one. By fostering these relationships, we create a ripple effect that empowers not just individuals but the entire sector and the cycle of seeking and giving mentorship drives personal growth, strengthens the community, and fosters systemic change in leadership diversity.