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# Mentoring and Diversity: An International Perspective
Illustrating the importance of mentoring as a proactive tool in diversity initiatives, this practical guide demonstrates how mentoring can be used to recruit, develop and retain a diverse and innovative workforce.
#####  TABLE OF CONTENTS 
* * *
[Chapter 1: \\
Gender and race in mentoring relationships: a review of the literature](https://www.globalspec.com/reference/81930/203279/chapter-1-gender-and-race-in-mentoring-relationships-a-review-of-the-literature)
[Chapter 2: \\
Understanding diversified mentoring relationships: definitions, challenges and strategies](https://www.globalspec.com/reference/81931/203279/chapter-2-understanding-diversified-mentoring-relationships-definitions-challenges-and-strategies)
[Chapter 3: \\
Establishing and sustaining a formal mentoring programme for working with diversified groups](https://www.globalspec.com/reference/81932/203279/chapter-3-establishing-and-sustaining-a-formal-mentoring-programme-for-working-with-diversified-groups)
[Chapter 4: \\
Building and sustaining the diversity mentoring relationship](https://www.globalspec.com/reference/81933/203279/chapter-4-building-and-sustaining-the-diversity-mentoring-relationship)
[Chapter 5: \\
What every diversity mentor should know about stereotyping](https://www.globalspec.com/reference/81934/203279/chapter-5-what-every-diversity-mentor-should-know-about-stereotyping)
[Chapter 6: \\
Individual case studies](https://www.globalspec.com/reference/81935/203279/chapter-6-individual-case-studies)
[Chapter 7: \\
Some further reflections by the mentor](https://www.globalspec.com/reference/81936/203279/chapter-7-some-further-reflections-by-the-mentor)
[Chapter 8: \\
Differences that make a difference: common themes in the individual case studies of diversified mentoring relationships](https://www.globalspec.com/reference/81937/203279/chapter-8-differences-that-make-a-difference-common-themes-in-the-individual-case-studies-of-diversified-mentoring-relationships)
[Chapter 9: \\
Organizational case studies](https://www.globalspec.com/reference/81938/203279/html-head-chapter-9-organizational-case-studies)
[Mentoring up at Procter & Gamble USA](https://www.globalspec.com/reference/81939/203279/mentoring-up-at-procter-gamble-usa)
[Mentoring to help women set up a business UK](https://www.globalspec.com/reference/81940/203279/mentoring-to-help-women-set-up-a-business-uk)
[A diversity mentoring programme: advisory circles USA](https://www.globalspec.com/reference/81941/203279/a-diversity-mentoring-programme-advisory-circles-usa)
[A case study from SAS Sweden](https://www.globalspec.com/reference/81942/203279/a-case-study-from-sas-sweden)
[Mentoring teen parents: fostering individual and community resilience USA](https://www.globalspec.com/reference/81943/203279/mentoring-teen-parents-fostering-individual-and-community-resilience-usa)
[Mentoring for disability in the Civil Service UK](https://www.globalspec.com/reference/81944/203279/mentoring-for-disability-in-the-civil-service-uk)
[Embracing diversity at Sheffield Hallam University UK](https://www.globalspec.com/reference/81945/203279/embracing-diversity-at-sheffield-hallam-university-uk)
[The Probation Service: a congruent mentoring network UK](https://www.globalspec.com/reference/81946/203279/the-probation-service-a-congruent-mentoring-network-uk)
[Mentoring the many faces of diversity UK](https://www.globalspec.com/reference/81947/203279/mentoring-the-many-faces-of-diversity-uk)
[The Pakistani Mentoring Partnership, an Excellence in Cities Learning Mentor in Birmingham UK](https://www.globalspec.com/reference/81948/203279/the-pakistani-mentoring-partnership-an-excellence-in-cities-learning-mentor-in-birmingham-uk)
[Chapter 10: \\
Some Key Issues For Diversity Mentoring](https://www.globalspec.com/reference/81949/203279/chapter-10-some-key-issues-for-diversity-mentoring)
Mentoring and Diversity: An International Perspective
By Belle Rose Ragins
* * *
# Mentoring up at Procter & Gamble USA
Reproduced by permission of Procter & Gamble
### Introduction
Procter & Gamble s (P & G s) mentoring scheme within its marketing division aims to retain and advance female managers within the company. The scheme was initiated as part of the Advancement of Women Taskforce (AWTF) in response to a disproportionate lack of retention and advancement of female managers in the early 1990s.
### Background
The stimulus for the project was a regretted loss survey that P & G carried out in the early 1990s. The survey results showed that promising young female managers were not leaving for typical reasons, such as promotion and better pay, but because they were not feeling valued in their job.
> While a prime assignment, promotion or pay increase translates to men as a sign that the organization values their work, the same rewards don t always convey the same message to female managers. They want to be explicitly told of their value, to hear their contributions verbally acknowledged, to have their career options openly discussed
says Kristen Nostrand, a marketing director within P & G, who has had the responsibility of overseeing the mentoring up programme (Zielinski, 2000).
Mentoring up was developed as a tool to help educate upper management to these gender differences, thereby better meeting the needs of women. It gave them another opportunity to mix with the management and increase the amount of cross-gender communication taking place. This, in turn raised the ability of top mangers, both male...
Copyright David Clutterbuck and Belle Rose Ragins 2002 under license agreement with Books24x7
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