PushFar, a global mentoring platform, reports that nearly a third of women lack confidence in taking on mentoring roles, with 40 percent unwilling to consider mentoring.

Imposter syndrome, cited by 66% of women, emerges as a significant factor holding them back, contributing to a perception among women that they may lack the skills needed for mentoring. In contrast, only 13% of men surveyed shared these concerns.

PushFar’s CEO and co-founder, Ed Johnson, stresses the need for broader mentoring accessibility, underscoring that many women who could potentially become effective mentors are held back by self-doubt. “There should never be a barrier to both being and receiving mentoring,” Johnson said, adding that, having navigated his early career without guidance, he recognises the immense value mentorship could bring to young professionals.

Reflecting on the potential benefits of mentoring, he commented, “Mentoring has evolved from the traditional dynamic of older people mentoring younger; multi-generational reverse mentoring has now shown itself to be an incredibly powerful tool.”

Johnson encourages those uncertain about mentoring to “just give it a go,” suggesting it could have a transformative effect on their own career and personal development, while supporting others.

Calls for Mentorship and Inclusivity Improvements in Tech Sector

Similarly, a new report from AND Digital highlights the ongoing challenges faced by women in tech leadership. The Rewards & Resilience report, based on insights from over 200 female tech leaders, shows that 68 percent of women in tech feel more could be done to support them in leadership roles, calling for expanded career development, mentorship, and networking opportunities.

According to the report, 36 percent of female tech leaders feel that their organisations lack sufficient mentorship and networking programmes, although 40 percent would be interested in mentoring if organisational support allowed. Wendy Stonefield, London Hub Executive at AND Digital, argues that effective organisational support is essential to making leadership and mentorship accessible for women. “The Rewards & Resilience report provides a roadmap for businesses to be genuinely inclusive at heart,” Stonefield notes. She adds that organisations should invest in mentoring and networking frameworks to support women across various career stages.

AND Digital has implemented several initiatives aimed at supporting women in tech, such as the AND She Can programme, which provides a dedicated community for women in tech and offers flexible working policies to enhance work-life balance and career progression.

Building Inclusive Networks and Mentorship Opportunities

AND Digital’s findings highlight a call from female leaders for structured pathways to develop inclusivity and advancement opportunities. Although 63 percent of women surveyed believe leadership roles are accessible to both genders, many feel that organisations need to offer additional support specific to women’s professional growth and mentorship access.

Stonefield notes that organisational changes are necessary to support future leaders, advising that companies, “provide the time and resources necessary to effectively mentor the next generation of leaders.” She adds that initiatives connecting women within and beyond their organisations foster robust networks essential to future leadership.

In support of this initiative, Dame Stephanie Shirley, author of Let It Go, remarked on the report’s importance: “This report stands as a testament to the collective efforts of private individuals, organisations and communities dedicated to fostering inclusivity and equity. It celebrates all those who have blazed trails, shattered glass ceilings, and inspired the generations to come.”