Inditex recognized that compared to employees in more senior, corporate roles, frontline and entry-level employees often don’t have the same access to mentorship, which can hinder their advancement through a company.
Opportunity Employment Practices
- Formalize a mentorship program that crosses race and gender lines and includes an expectation for active advocacy for mentee’s professional advancement and access
- Work with talent sourcing partners to inform training curricula that focus on in-demand skills
Mentorship brings positive benefits to both the mentor and the mentee. Mentoring can increase productivity, motivation, performance, and career and salary trajectory for the mentee, which all contribute to higher job satisfaction and commitment. Mentor relationships contribute to increased collaboration and improved company culture, and support diverse teams that are
more reflective of the populations they serve.
About What Good Looks Like
When companies empower their employees, everybody benefits. What Good Looks Like presents case studies of leading companies who have committed to supporting their frontline and entry-level employees. In a changing workforce landscape, it’s not only important but also urgent for employers to respond with innovation. Each edition of What Good Looks Like and each individual case study gives readers a closer look into how companies of diverse geographies and industries have piloted, implemented and scaled equitable talent practices.
We heard a consistent request from our employer partners for detailed examples of how other companies have made their visions of a more equitable, robust talent system a reality. We compiled What Good Looks Like to fill that request and added practical exercises on top of the research to help readers assess their own paths forward.
The research included in this case study was supported by funding from the W.K. Kellogg Foundation.