Mentorship became a corporate talking point in the 2010s. Mentoring programs are everywhere; sponsorship programs are rare. The data consistently shows what makes the difference: mentors advise, sponsors advocate. Women have lots of the first and not enough of the second.
The difference in practice
Mentor
Meets with you regularly. Offers advice on situations you describe. Helps you think through decisions. Useful but doesn't change opportunities directly.
Sponsor
Names you in rooms you're not in. Advocates for your promotion when decisions are being made. Recommends you for projects. Uses their political capital on your behalf.
Why women have more mentors and fewer sponsors
Mentoring is often arranged formally (matching programs, women's networks). Sponsorship happens informally — at conferences, after-work drinks, golf — spaces that historically excluded women. Senior women often have neither mentors nor sponsors themselves and can offer mentorship but not sponsorship-level advocacy.
Men are sponsored at higher rates by male leaders who recognise themselves in younger versions. Women face an additional barrier when leadership is mostly male.
How to actively cultivate sponsors
Identify 2-3 senior people who could plausibly sponsor you (in your function, in your division, on the executive level). Make sure they know your work — not just by reputation but by your visible contributions to projects they care about. Ask for their input on specific decisions, then follow through visibly. Over time the relationship may develop into sponsorship.
Sponsorship can be explicit ('I'd like to be considered for X — could you advocate for me?') or earned through demonstrated value. Both work; explicit is faster for women, who often have less benefit of the doubt.
Where sponsors come from in flat organisations
In startups and tech, traditional 'senior sponsor' hierarchies often don't exist. Equivalent: people 1-2 steps ahead who advocate for you in promotion conversations. Cross-functional leaders who could recommend you for new roles. External board members or advisors who could connect you to opportunities.
Mentorship helps you think better. Sponsorship moves your career. Pursue both, but understand the difference — and don't mistake the abundance of mentors for having what you actually need.