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Mentoring of Senior Women Engineers   Experiences and Lessons Learnt Louise Round Aurecon ICWES 20 July 2011
Office locations
Outline <ul><li>Why did Aurecon mentor its Senior Women? </li></ul><ul><li>What did Aurecon do? </li></ul><ul><li>Key outc...
Why did Aurecon Mentor its Senior Female Executives? <ul><li>Provide a bigger pool of potential female board members </li>...
What did Aurecon do? <ul><li>Aim of the Senior Female Executive mentoring program </li></ul><ul><li>Program phases </li></...
Expected outcomes <ul><li>Aurecon’s program </li></ul><ul><ul><li>Detailed information for participants </li></ul></ul><ul...
Key outcomes – mid program <ul><li>All mentees had benefited  </li></ul><ul><li>Exposure to the senior leader </li></ul><u...
Key outcomes – End program <ul><li>Mentees </li></ul><ul><ul><li>Receiving advice </li></ul></ul><ul><ul><li>Directly rece...
Successes of the Program <ul><li>Exposure to the Board Members </li></ul><ul><li>Lessons learnt </li></ul><ul><ul><li>Suff...
Mutual Mentoring <ul><li>Female Staff as a Percentage of all Staff </li></ul>2.2% 16.1% Public Service Chief Executive Aur...
Mutual Mentoring - continued <ul><li>Each participant is both mentor and mentee  </li></ul><ul><li>Professions where balan...
Conclusions <ul><li>Mentoring of Senior Female Executives achieved its aim </li></ul><ul><li>Potential for mutual mentorin...
Any Questions?
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ICWES15 - Mentoring of Senior Women Engineers - Experiences and Lessons Learnt. Presented by Louise H Round, Aurecon, New Zealand

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Presentation from ICWES 15 Conference - July 2011, Australia

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ICWES15 - Mentoring of Senior Women Engineers - Experiences and Lessons Learnt. Presented by Louise H Round, Aurecon, New Zealand

  1. 1. Mentoring of Senior Women Engineers Experiences and Lessons Learnt Louise Round Aurecon ICWES 20 July 2011
  2. 2. Office locations
  3. 3. Outline <ul><li>Why did Aurecon mentor its Senior Women? </li></ul><ul><li>What did Aurecon do? </li></ul><ul><li>Key outcomes </li></ul><ul><li>Successes of the program </li></ul><ul><li>Mutual Mentoring </li></ul>
  4. 4. Why did Aurecon Mentor its Senior Female Executives? <ul><li>Provide a bigger pool of potential female board members </li></ul><ul><li>To save AUD1.8 million per annum </li></ul>
  5. 5. What did Aurecon do? <ul><li>Aim of the Senior Female Executive mentoring program </li></ul><ul><li>Program phases </li></ul>1 Pairing 3 Mentoring tips 5 Monthly meetings 7 Review 2 Invitation 4 First meeting 6 Mid term feedback
  6. 6. Expected outcomes <ul><li>Aurecon’s program </li></ul><ul><ul><li>Detailed information for participants </li></ul></ul><ul><ul><li>CEO support </li></ul></ul><ul><ul><li>Constraint on the program </li></ul></ul><ul><li>Assisting Executive women in their development </li></ul><ul><li>Increased visibility with the senior leaders </li></ul>
  7. 7. Key outcomes – mid program <ul><li>All mentees had benefited </li></ul><ul><li>Exposure to the senior leader </li></ul><ul><li>Strategic view of their career. </li></ul>
  8. 8. Key outcomes – End program <ul><li>Mentees </li></ul><ul><ul><li>Receiving advice </li></ul></ul><ul><ul><li>Directly receiving information </li></ul></ul><ul><li>Mentors </li></ul><ul><ul><li>Happy to continue </li></ul></ul><ul><li>Recommendations </li></ul>
  9. 9. Successes of the Program <ul><li>Exposure to the Board Members </li></ul><ul><li>Lessons learnt </li></ul><ul><ul><li>Sufficient training </li></ul></ul><ul><ul><li>Networking opportunity </li></ul></ul>
  10. 10. Mutual Mentoring <ul><li>Female Staff as a Percentage of all Staff </li></ul>2.2% 16.1% Public Service Chief Executive Aurecon Executive Level 9 and 10 7.2% 39.8% Public Service – Senior Mgmt (CE + Tier 2 & 3) Aurecon Level 7 and above 12.8% 47.4% Public Service – All Managers Aurecon Level 5 and above 17.3% 58.7% Overall Organisation Aurecon Professionals 2011 NZ Public Service All Staff 2010
  11. 11. Mutual Mentoring - continued <ul><li>Each participant is both mentor and mentee </li></ul><ul><li>Professions where balanced numbers of men and women graduate but few are in Senior Management positions </li></ul>
  12. 12. Conclusions <ul><li>Mentoring of Senior Female Executives achieved its aim </li></ul><ul><li>Potential for mutual mentoring </li></ul>
  13. 13. Any Questions?

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