ABSTRACT
Women of color in the private sector have experienced greater career progress over the years. While this body of research analyzed the satisfaction with the mentor–protégé relationship, the work did not look at the initial formation of the relationship. This chapter addresses how formal mentoring programs can be used as an entry point for women of color to establish developmental relationships that will become more beneficial over time both for them and for the organization. It stresses on the fluidity and dynamism of such relationships and provide strategies for formal mentoring programs to be effective for women of color in the long term. Training for mentors on topics such as speaking up on behalf of women of color who are being disrespected in meetings, managing bias in the workplace, and awareness of micro-aggressions at work are a few examples of what should be included as part of standard training and preparation for mentors.
