Mentoring Statistics


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Steve Goldstein
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Mentoring Statistics 2023: Facts about Mentoring outlines the context of what’s happening in the tech world.

LLCBuddy editorial team did hours of research, collected all important statistics on Mentoring, and shared those on this page. Our editorial team proofread these to make the data as accurate as possible. We believe you don’t need to check any other resources on the web for the same. You should get everything here only 🙂

Are you planning to form an LLC? Maybe for educational purposes, business research, or personal curiosity, whatever the reason is – it’s always a good idea to gather more information about tech topics like this.

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On this page, you’ll learn about the following:

Top Mentoring Statistics 2023

☰ Use “CTRL+F” to quickly find statistics. There are total 107 Mentoring Statistics on this page 🙂

Mentoring “Latest” Statistics

  • 89% of mentored individuals go on to mentor others, fostering a culture of education and mentorship.[1]
  • In a five year study of 1,000 employees conducted by Gartner in 2006, 25% of employees who enrolled in a mentoring program had a salary-grade change, compared to only 5% of workers who did not participate.[1]
  • Furthermore, according to research, millennials who want to remain with their company for longer than five years are more than twice as likely to have a mentor (68% vs 32%).[1]
  • When compared to workers who did not take part in a mentoring program, retention rates were greater for both mentees and mentors, increasing by 22% and 20% respectively.[1]
  • If the objectives are shared with someone to hold them responsible, like a mentor, this rises to 70%.[1]
  • Compared to a control group of workers who did not engage in a mentorship program, 25% of employees in the test group saw a wage grade change.[2]
  • Only 5% of mentors who did not engage in a mentoring program had a wage grade change, compared to 28% of mentors.[2]
  • 87% of mentors and mentees feel emboldened and more confident as a result of their mentoring connections.[2]
  • More than 9 in 10 workers (91%) who have a mentor are satisfied with their jobs, including more than half (57%) who are “very satisfied.” Among those who don’t have a mentor, each of those numbers drop by double digits.[2]
  • Only 14% of mentor relationships started by asking someone to be their mentor. 61% of relationships developed naturally.[2]
  • Cornell University’s School of Industrial and Labor Relations found that mentoring programs boosted minority representation at the management level by 9% to 24% (compared to -2% to 18% with other diversity initiatives).[2]
  • 76% of people think mentors are important, however, only 37% of people currently have one.[3]
  • Only a quarter of smaller businesses have one, compared to over 70% of fortune 500 organizations.[4]
  • The same study found that mentoring programs also dramatically improved promotion and retention rates for minorities and women—15% to 38% as compared to non-mentored employees.[4]
  • Source additionally, minorities and women had higher rates of advancement and retention (15%–38%).[5]
  • 66% of workers who mentor, coach, or sponsor others are happy with their capacity to complete challenging assignments.[6]
  • Compared to 56% of individuals of color, 67% of white employees who are pleased with their career progress have a mentor.[6]
  • 80% of employees think that skill development, sponsorship of allies, and inclusion are the main forces behind DEI mentorship programs.[6]
  • Those who have a mentor report that 81% of them work in the same field, and 61% say they are employed by the same company.[6]
  • Mentoring programs are offered by 84% of US fortune 500 organizations.[6]
  • 94% of employees said they would remain longer if their business provided more possibilities for learning and professional advancement.[6]
  • Alight (formerly NGA Human Resources) predicts that by 2025, 42.5% of the workforce will be Millennials (aged 25-44 during that year) and that 28.2% will be Gen Z (aged 16 to 24).[6]
  • 53% of female mentees said they lacked the training necessary to serve as mentors in a formal mentoring arrangement.[6]
  • Employees who are involved in mentoring programs have a 50% higher retention rate than those not involved in mentoring and 93% of mentees believe their mentoring relationship was useful.[6]
  • 68% of millennials who stay at their organization for 5 or more years have a mentor, compared to just 32% of those without a mentor.[6]
  • 76% of Gen Z consider education as essential to advancing their careers, demonstrating their strong belief in education.[6]
  • In 2009 companies started reporting that, “70% of Fortune 500 companies use mentoring programs”.[6]
  • In fact, according to a CNBC/SurveyMonkey poll, 80% of employees prefer to work for organizations that place a high priority on DEI.[6]
  • In fact, more than 66% of employees are ready to retrain and upgrade their skills for new positions.[6]
  • Millennial and Gen Z employees who have a mentor are 21% to 23% more likely than those without a mentor to say they are content with their present position.[6]
  • Millennials are more likely to quit because of a lack of career advancement opportunities (35%) and a lack of learning and development opportunities (28%).[6]
  • Only 54% of women claim to have ever been requested to serve as a mentor in their professional lives.[6]
  • The top factors for women thinking about becoming mentors are time commitment (75%), subject matter knowledge (54%), and connection to the mentee (54%).[6]
  • The pandemic caused a 30% increase in mentoring initiatives at organizations. Currently, mentorship is used in some capacity by 56% to 71% of companies (or more) now use mentoring to some degree.[6]
  • Traditional 1-to-1 mentoring is the most popular type of DEI mentoring program style according to 38% of workers. That’s followed closely by 31% who most desire 1/1 reverse mentoring.[6]
  • If their company offers a structured mentoring program, women are 10% more likely to accept an invitation to serve as a mentor.[6]
  • When young people confront an opportunity gap but have a mentor, their likelihood of enrolling in college is increased by 55% compared to those who did not have a mentor.[7]
  • Young people who have an opportunity gap but have a mentor are 81% more likely than those who don’t to engage in regular sports or extracurricular activities.[7]
  • Youth who frequently interact with their mentors are 27% and 46% less likely to start drinking and using illicit substances, respectively, than their peers.[7]
  • Access to mentorship, according to 43% of professionals, is a key component in sticking with a company.[8]
  • A workplace mentoring program, according to 50% of young professionals, would increase their likelihood of staying at a business.[8]
  • When faced with an opportunity gap, 55% of young people who have a mentor are more likely to complete a higher education than their counterparts who don’t.[8]
  • Millennials with mentors are more likely to remain with their company for over five years (68% vs. 32% of peers without mentors).[8]
  • 70% of small firms that get mentorship survive for five years or more, which is double the percentage of those that don’t.[8]
  • 86% of professionals say that having access to mentorship influences their decision to remain with a company.[8]
  • 87% of mentors and mentees agree that their mentoring connections provide them a feeling of empowerment and help them grow a stronger sense of self.[8]
  • 92% of small business owners who have a mentor agree that it has significantly influenced their company’s growth and survival.[8]
  • A staggering 94% of workers said they would remain at a firm longer if they were given chances to advance both professionally and inside the organization.[8]
  • A recent study showed that 25% of employees who are part of a mentoring program had a salary increase in comparison to the 5% who didn’t participate.[8]
  • A corporation saw a 96% increase in millennial employee retention after establishing a reverse mentorship program.[8]
  • Nearly 24% of 46-64 said they would only go back to the workplace for face to face coaching or mentoring.[8]
  • Millennials are feedback addicts, yet only 19% of them claim to get it from their supervisors, and just 17% feel it’s relevant.[8]
  • 68% of millennials with a mentor intend to stay with their organization for over 5 years compared to the 32% than peers who don’t.[8]
  • Source in compared to its non-mentored staff members, one organization saw a 15% to 38% boost in the promotion and retention rates for minorities and women.[8]
  • The statistics speak for themselves, with over 22% of staff turnover happening within the first 45 days and the expense of replacing an employee being three times that individual’s yearly compensation.[8]
  • There are several reasons why millennials desire to quit their jobs, but the two biggest ones are that 35% of millennials believe there aren’t enough prospects for advancement and 28% believe their organization doesn’t provide enough opportunity for learning and growth.[8]
  • We recently conducted a survey among our mentors and mentees at PushFar, and predictably, 82% of those polled felt that mentoring was helpful in overcoming diversity and inclusion obstacles.[8]
  • In the survey, 61% of mentor mentee connections developed spontaneously, and 25% of mentors volunteered to help another employee.[9]
  • In the workplace, 70% of women feel it is their duty to mentor other women, and 69% of them have previously done so.[9]
  • The fact that 80% of the managers in the research thought the group coaching sessions they participated in were beneficial and interesting highlights the rising need for mentoring at all levels.[9]
  • 91% of respondents reported that having access to a mentoring experience boosted their desire to take on more responsibility and coaching chances in their own employment.[9]
  • According to a recent analysis from employee mentoring software supplier, MentorcliQ, US Fortune 500 firms with mentoring programs performed better than their competitors throughout the epidemic.[9]
  • 63% of women in a research on coaching and mentoring options for them in the contemporary world reported never having a formal mentor.[9]
  • As a consequence of workplace changes, 34% of businesses have increased their attention on coaching tactics, according to HR Research’s analysis of the status of coaching and mentoring practices since the pandemic began.[9]
  • 100% of the Fortune 50 organizations who participated in the report’s study said they have their own mentorship program.[9]
  • Approximately 90% of Fortune 250 firms and 96% of Fortune 100 organizations reported having mentorship programs and a plan for employee development, respectively.[9]
  • A YouGov for Vodafone study found that organizations with more than 30% female leadership are more likely to foster the next generation.[9]
  • The typical connection lasts 3.3 years, according to Olivet Nazarene University study on professional mentors.[9]
  • According to the report, 77% of Gen Z believe they need to work harder compared to those in past generations to achieve the right results, and 64% believe opportunities for career growth as a “top 3” career priority.[9]
  • The survey claims that most individuals choose mentors of the same sex. People with mentors are often more pleased with their positions than their counterparts, with 82% of men and 69% of women reporting this.[9]
  • Three out of four women who work for a firm with a structured mentoring program said they would always accept an opportunity for mentorship when provided, according to a survey that examined 318 businesswomen from 30 different sectors.[9]
  • Retention rates for both mentees (72%) and mentors (69%), compared to workers who did not use any mentoring programs at all (49%).[9]
  • The study also found that midlevel workers were still attracted to mentor connections, at 35%, even while junior level employees were more likely to seek out a mentor at 57% than senior level staff at 8%.[9]
  • 17% of senior female executives are seeking to sponsor other younger workers and assist their education, while 27% are currently actively mentoring someone.[9]
  • According to a research, mentorship programs are adopted more quickly in firms run by women, with 90% of Fortune 500 companies with female CEOs having one.[9]
  • Companies with mentoring programs performed 53% better financially overall than those without a mentoring strategy throughout the pandemic’s turbulence.[9]
  • Employees who participated in a mentoring program were also more likely to feel their contributions were respected and appreciated (89%), as well as to report they were well compensated (79%).[9]
  • According to a research from LMS provider digits titled “Are we Trained for Work?”, 27% of UK workers felt they didn’t get enough training and assistance for their present positions.[9]
  • In fact, 91% of workers who have mentors are satisfied with their jobs—this is a staggering figure!.[9]
  • In the research, 31% of participants selected mentoring as the most crucial kind of training for those in education.[9]
  • In particular, careers in science were most likely to result in mentor mentee interactions (66%), followed by careers in government and education (59% and 57%, respectively).[9]
  • Notably, when asked what kinds of objectives they established with mentors, 59% of respondents stated they mostly focused on informal targets while 41% set formal explicit milestones.[9]
  • Since the beginning of the epidemic, those that have raised their investment in mentoring opportunities report that 21% of their strategy has grown somewhat and another 9% report making great progress in their mentoring initiatives.[9]
  • However, individuals who did not participate in mentorship programs had an average profit change that was up to 43% lower than the norm.[9]
  • The top worry, according to 59% of respondents, was professional development options, which included both training and mentorship solutions.[9]
  • 95% of the workers that participated in a mentoring experience, according to research done by Torch on their own platform, were pleased with the results.[9]
  • Research shared by the CNBC happiness survey in 2019 found around half of the workers say they have a mentor to help them at work, and the people who did were more likely to be happy with their jobs.[9]
  • Only 14% of respondents to an Olivet Nazarene University study on the importance of mentoring in the workplace actually requested someone to be their mentor.[9]
  • According to the study, initiatives might increase minority participation at the management level from 9% to, on average, around 24%.[9]
  • According to the study, 84% of US Fortune 500 companies are adopting mentorship programs to cultivate, engage, and retain their talent throughout the great resignation era.[9]
  • The second most important consideration chosen by respondents in 2022 was “flexible work support” at 48%.[9]
  • A mentor connection is valued by over 76% of respondents to the poll, however only 37% of respondents say they are actually employing a mentor.[9]
  • According to a recent poll of 2000+ female workers by sure payroll, women are taking the initiative to lead by example as well as via personal mentoring and coaching.[9]
  • In the survey, 81% of participants selected a mentor from their industry, 61% from their firm, and 60% from someone who also had other mentees.[9]
  • Over 80% of the teachers who responded to the poll and had not supervised student research said they would be more likely to become involved if there were fewer obstacles.[10]
  • A study by the society for Human Resource Management found that replacing an employee might cost an organization up to nine months’ worth of wages.[11]
  • An organization’s dedication to provide career possibilities was proven through a mentorship program, according to 89% of mentoring participants.[11]
  • The mentor and mentee should be in comparable diversity groups, which might include gender, race, or sexual orientation, according to 41% of workers.[11]
  • According to a Wall Street Journal story, formal mentoring programs are in existence at 70% of Fortune 500 corporations.[12]
  • For illustration retention rates for both mentees and mentors are much greater as compared to non participants in mentoring programs—mentees by 22% and mentors by 20%.[12]
  • However, research reveals that it is important that the mentor and mentee belong to the same diversity groups, a claim that 41% of workers from diverse groups agree with.[12]
  • The Women’s Dermatologic Society Mentorship Survey’s findings about what real workers want revealed that 75% of women in female-female mentorships favored the same-gender arrangement.[12]
  • Programs for mentoring-mentees don’t necessarily need to be planned; in fact, 61% of mentorships occur organically.[12]
  • The findings were astounding competence ratings increased by more than a factor of two, from 32% to 97%.[12]
  • When they reached the top, however, 64% of these women often profited from their mentoring in such a way that they went on to mentor other women. Without mentorship, women found it difficult to ascend the leadership ladder.[12]
  • Regular mentoring sessions make it 52% less probable for students to miss a day of class and 37% less likely for them to miss a day of school than their classmates.[13]
  • 94% of mentorship participants said a mentorship program demonstrated the organization’s commitment to providing career opportunities.[11]

Also Read

How Useful is Mentoring

In today’s fast-paced and ever-changing world, mentoring continues to play a crucial role in personal and professional development. By pairing an experienced individual with a less experienced one, mentoring allows for the transfer of knowledge, skills, and insights that can be instrumental in shaping the mentee’s future success.

One of the key benefits of mentoring is the opportunity for individuals to learn from someone who has already walked the path they are embarking on. Mentors can offer valuable insights, share their experiences, and provide advice on how to navigate obstacles and seize opportunities. They can also serve as role models, demonstrating what success looks like and inspiring the mentee to strive for their own goals.

Mentoring also helps to build important connections and networks. A mentor can open doors and introduce the mentee to valuable contacts in their industry or field, providing opportunities for growth and advancement. By cultivating these relationships, mentees can gain access to new perspectives, ideas, and support systems that can be invaluable in their personal and professional lives.

Furthermore, mentoring can boost confidence and self-esteem in the mentee. Having a mentor who believes in their potential and offers encouragement and validation can make a world of difference in how the mentee perceives themselves and their abilities. This can translate into a greater willingness to take risks, pursue opportunities, and push beyond their comfort zone.

In addition, mentoring allows for personal growth and development. Mentors can help mentees set goals, create action plans, and hold them accountable for their progress. This structured approach to learning and development can foster a sense of responsibility and motivation in the mentee, driving them towards achieving their objectives and becoming the best version of themselves.

Lastly, mentoring can be a fulfilling experience for both parties involved. For the mentor, it provides an opportunity to give back, share their knowledge and expertise, and make a positive impact on someone else’s life. For the mentee, it offers guidance, support, and a pathway to success that they may not have had access to otherwise.

Overall, mentoring is a powerful tool that can facilitate growth, learning, and development in individuals. By creating meaningful relationships, fostering connections, and providing guidance and support, mentors can help mentees unlock their full potential and achieve their goals. Mentoring is not only useful but essential in today’s world, where the right kind of guidance can make all the difference in one’s personal and professional journey.

Reference


  1. mccarthymentoring – https://mccarthymentoring.com/why-mentoring-what-the-stats-say/
  2. mentorloop – https://mentorloop.com/blog/mentoring-statistics/?utm_source=rss&utm_medium=rss&utm_campaign=mentoring-statistics
  3. forbes – https://www.forbes.com/sites/christinecomaford/2019/07/03/new-study-76-of-people-think-mentors-are-important-but-only-37-have-one/
  4. forbes – https://www.forbes.com/sites/nazbeheshti/2019/01/23/improve-workplace-culture-with-a-strong-mentoring-program/
  5. guider-ai – https://www.guider-ai.com/blog/mentoring-statistics-the-research-you-need-to-know
  6. mentorcliq – https://www.mentorcliq.com/blog/mentoring-stats
  7. mentoring – https://www.mentoring.org/mentoring-impact/
  8. pushfar – https://www.pushfar.com/article/mentoring-statistics-everything-you-need-to-know/
  9. soocial – https://www.soocial.com/workplace-mentoring-statistics/
  10. tandfonline – https://www.tandfonline.com/doi/full/10.1080/10691898.2020.1756542
  11. thementormethod – https://www.thementormethod.com/single-post/mentoring-statistics-the-research-you-need-to-know
  12. togetherplatform – https://www.togetherplatform.com/blog/statistics-on-mentorship
  13. youthmentor – https://www.youthmentor.org/thestats

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