It was great to read Sarah Beth Riley鈥檚 piece in 微密圈 this month on just how vital ongoing support is for ensuring her generation sticks with the industry. So, how do we keep these young, talented women interested?
It is a fact that, by mid-career, the talent pipeline is more than prone to leaking, which is when the main drain happens and some of our highly skilled and educated women reluctantly decide they have better prospects in other careers, or cannot balance their chosen career with other responsibilities.
Every woman who leaves the industry at this stage, is one less senior woman later contributing at the highest level and that isn鈥檛 good for business.
We already know that a clear career path, training and mentoring are really important鈥nd this is where those senior women come in. They have the breadth and depth, the 鈥榬eal life鈥�, role model experience, that could make the critical difference to a younger woman. They are in a unique position to offer guidance and direction to those who already have a few years under their belt but might be floundering at mid-career. The problem is, we don鈥檛 have enough of them. Certainly not as mentors.
Anyone who has been involved in Mentoring will extol its virtues. The relat