Men generally do a “fantastic job” of helping their male colleagues move up the corporate ladder, but women typically do not, says Thomasina Tafur, a former FedEx senior manager who is now a consultant to HR executives on positioning females for leadership roles.

“I don't think it's deliberate or malicious,” says Tafur, president of Thomasina Tafur Consulting (www.thomasinatafur.com). Women are often so focused on the climb themselves that they don't have time to look back down and give their female colleagues a hand, she says. “We have strived so hard just to get to the top.”

Women mentor programs can help fill that gap. But how common are such programs? “Not very, that's the problem,” she says. “I do not believe that there are enough mentor programs specifically geared toward women.”

Two Key Elements

Women mentor programs primarily exist at larger companies where, for example, affirmative action requirements apply or public image is a top concern, according to Tafur. However, she says smaller companies can benefit as well because mentor programs for women can help tap a “unique talent pool.”

Such programs also promote retention in companies of all sizes because they demonstrate a company's interest in investing in women's future and helping them excel within the organization, she explains. Having a mentor program says to a female employee, “we really care about you and your future.”

Tafur identifies two key elements of an effective women mentor program. “First and foremost, you absolutely have to have buy-in from upper management,” she says. “If your program does not have that, it's doomed from the beginning.”

Second, mentors need to see themselves as “sponsors,” take their roles seriously, and be held accountable for their work in this area, according to Tafur.

Tips to Keep in Mind

Here are a few tips from Tafur for HR professionals to consider when offering a women mentor program:

Conduct a needs assessment. Determine what upper management expects from the mentor program and survey the workforce to assess their needs, she recommends. “People do like to believe they have a voice and that they are going to be heard.”

Identify specific goals upfront. “The goals need to be very specific” and will vary by organization, she says. “For some, the goals are to have X amount of female leaders in C-level positions or in middle-level positions … or to promote up or out (laterally) to a department that doesn't have a lot of females.”

Be flexible with timelines. “Be open-minded,” she says. “Don't be so adamant about your direction and timelines” that you hire unqualified female applicants just to boost your numbers and meet specified deadlines for your program. “You don't want to hire women for the sake of developing women.”

Put it into place. After you have created a solid plan for implementing your mentor program and have upper management's support, it is time to implement the program. Consider creating a task force of employees to help generate ideas and oversee the program.

Measure your success. “It's very important to measure what you didn't do well as well as what you did correctly,” she says.