Navigating a career in tech can be challenging, especially for women who may not see many role models or feel supported in their workplace. While there’s been increasing conversation around mentorship, a less talked-about but equally critical tool for advancement is sponsorship. In this article, we’ll break down the difference between mentorship and sponsorship, explore why both are vital, and share actionable advice on how women in tech can find the support they need to thrive.
What is mentorship?
Mentorship typically refers to a relationship where a more experienced professional offers guidance, support, and advice to someone earlier in their career. A mentor can help you identify your strengths, provide feedback on your work, and act as a sounding board for your career decisions.
Why mentorship matters
Mentorship is particularly important for women in tech, where gender disparities still persist. A mentor can:
- Help you navigate male-dominated environments
- Offer insights on handling career transitions
- Connect you with valuable learning resources
- Provide some companionship in what can be an overwhelming environment
According to a 2022 report from Women Who Code, over 60% of women in tech said having a mentor helped them stay in their career longer.
What is sponsorship?
Sponsorship goes beyond advice. A sponsor is someone in a position of power who advocates for your advancement. They will actively recommend you for promotions, high-visibility projects, or leadership roles. In short, a mentor talks with you, while a sponsor talks about you.
The power of sponsorship
Sponsors use their influence to propel your career forward. Unlike mentorship, sponsorship is often a more deliberate, strategic relationship and can be crucial for bridging the gap from mid-level to senior roles.
For women in tech, this support can be a game-changer. Many women are over-mentored and under-sponsored. While guidance is helpful, career progression often hinges on having someone in the room who will advocate for you when you’re not there.
Mentorship vs Sponsorship: key differences
To understand how mentorship and sponsorship differ, here’s a breakdown of the key characteristics:
Mentorship
Focuses on guidance and personal development
Involves giving advice, feedback, and support
Often informal and based on mutual interest
Can be a peer, manager, or someone more senior
Helps build confidence and skill sets over time
Sponsorship
Focuses on career advancement and visibility
Involves actively advocating for your progression
Usually a more strategic, intentional relationship
Typically involves senior leaders with influence
Leads to tangible opportunities like promotions and high-profile projects
Why women in tech need both
Women face unique challenges in tech, including underrepresentation, bias, and lack of access to leadership pipelines. Mentors can help you develop the skills and confidence to progress, while sponsors can open the doors to those opportunities.
Having both means you get the best of both worlds:
- A mentor who helps you map your goals, understand team dynamics, and build your skills
- A sponsor who ensures your name is on the list for that stretch assignment or leadership programme
A study by the Centre for Talent Innovation found that employees with sponsors are 23% more likely to advance in their careers.
How to find a mentor or sponsor
1. Identify what you need
Before seeking a mentor or sponsor, think about what you need most at this stage in your career. Are you looking for skill development, or are you ready for a promotion?
2. Look inside and outside your organisation
- Within your company, reach out to senior colleagues or participate in internal mentoring schemes
- Externally, consider joining communities to access structured mentorship or sponsorship opportunities
3. Be clear in your ask
Whether approaching someone for mentorship or sponsorship, be direct and specific:
- “I’d value your advice on growing into a leadership role. Would you be open to a monthly chat?”
- “I admire how you’ve progressed in your career. Would you consider being an advocate for me as I apply for [specific opportunity]?”
4. Build the relationship
These connections require trust. Show up prepared, follow through on their advice, and keep them informed of your progress. Mutual respect and consistency are key.
How employers can support mentorship and sponsorship
Tech companies committed to gender diversity must go beyond hiring more women. They should actively support structured mentorship and sponsorship programmes to retain and promote women in tech roles.
Ideas for employers:
- Pair early-career women with experienced leaders
- Create sponsorship pathways tied to leadership development
- Recognise and reward sponsorship behaviour among senior leaders
- Track outcomes (promotions, retention) tied to these programmes
Your stories: the impact of mentorship and sponsorship
“Having a mentor helped me figure out where I wanted to specialise, but having a sponsor was what actually got me into the room. I wouldn’t have landed my role as a senior developer otherwise.” – Amira, Software Engineer, Manchester
“I didn’t realise I had a sponsor until my name was put forward for a leadership initiative. That one nomination changed everything for my confidence.” – Sarah, Data Analyst, London
Final thoughts: don’t settle for just one
Mentorship and sponsorship aren’t either-or. To get ahead, women in tech need both developmental support and influential advocacy. Start by understanding the difference, then seek out or cultivate these relationships intentionally.
If you’re early in your tech journey, look for a mentor who can guide your growth. If you’re aiming for a leadership role, a sponsor might be what gets you there.
