The value of female sponsorship

They say that success is often a combination of luck and hard work. One of the luckiest things that ever happened to me was meeting Sherisa Nuesa (known to those close to her as Baby) in my late teens and having her as a role model and informal mentor. Since she was also a former college scholar, who rose through the corporate ranks (eventually bagging the ING FINEX CFO of the Year Award), her journey was a source of inspiration for me. Through our many conversations, I gained a lot of insight about what it’s like to be a female leader in a male-dominated field and how to stay grounded in one’s values while managing workplace dynamics.

When I graduated from university, Tita Baby volunteered to share my CV with some of her contacts and I got invited to an exploratory interview at two big companies. Though I ultimately chose not to pursue them, as I had already committed to a year of volunteer missionary work, her kind gesture left a lasting impact. Knowing that an accomplished leader like Tita Baby believed in and vouched for my potential, strengthened my self-confidence.

Another defining moment in my career was when I was chosen to be part of the World Economic Forum Global Shapers. Apart from international leadership training opportunities, the program connected me with broadcast journalist Karen Davila, whose mentorship was invaluable. Karen not only imparted professional and personal wisdom to me and the other Shapers, she advocated for us constantly, connecting us with other people who might be able to help us. At the time, Mano Amiga, the nonprofit school I lead, was just staying in a temporary Habitat for Humanity model home. We needed to transfer to a new location or else we would be forced to close down. Karen visited our school and featured us in one of her shows so she could help us raise funds and awareness for our cause.

Mentorship, a relationship wherein someone with less experience receives guidance from a more seasoned individual, has long been acknowledged as a crucial contributor to professional development and career advancement. Mentors help their mentees by giving them career and life advice so they can be better at navigating challenges, setting goals, and enhancing their skills. They also serve as professional role models, giving mentees a clearer roadmap to make more informed decisions about which opportunities to pursue, and how to go about them.

Research has found, however, that while mentorship may significantly increase the likelihood of career advancement for men, it has less impact on women. One study published in the Harvard Business Review found that mentorship had zero effect on promotion for women. One reason they found is that although women were more likely to receive mentorship than their male counterparts, women’s mentors are often less senior than those of the men. Because of this, the mentors did not have as much clout and influence to open advancement opportunities for their female mentees. The authors of the study concluded that while women are over-mentored, they are under-sponsored.

Sponsorship goes beyond giving advice and emotional support, they use their influence to promote the career advancement of their protege. Just like in my experience with Karen and Tita Baby, they sponsored me by leveraging their expertise and networks to open opportunities for me. In a corporate setting, this includes recommending deserving talent for promotions or giving them access to high-profile projects to ensure that their contributions are seen and recognized within the organization.

The increase in visibility is particularly crucial for women. While data indicates that there is a rise in female representation of Filipino women in senior management positions, this small victory remains quite fragile when viewed in a broader context. Apart from other pervasive gender-related issues, such as the disproportionate burden of unpaid care work and the income wage gap, many women in the workplace also have to navigate structural barriers like “glass walls.”

Unlike their male counterparts, who are more likely to hold “line roles” that are directly tied to a company’s strategic priorities, a majority of women occupy “functional roles,” which focus on specialized expertise but are often less visible to decision-makers. This imbalance could significantly compromise a woman’s career progression because those in line roles are the ones more frequently promoted to top leadership positions. Sponsorship from both female and male senior leaders can address this, by proactively identifying and championing more promising women to take on high-impact roles.

With the celebration of Women’s Month just a few days away, several organizations are holding leadership talks for their employees, with senior female leaders sharing their leadership journey within the company. While these sessions can be inspiring, progress might be better achieved by including conversations on sponsorship and its role in ensuring more women can be seen, heard, and considered at tables where decisions are made.

I am, and will always be grateful to Tita Baby and Karen for their guidance and sponsorship. I strive to honor their example by opening doors for others, just as they did for me.

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eleanor@shetalksasia.com