Reflections on the Relationship Between Mentoring, Female Development and Career Progression: Investment Management Versus Human Resource Management

This paper explores the effect of mentoring on women’s career progression in occupationally segregated sectors of employment. Specifically, it examines two professions which are polarized in their gender distribution, namely Human Resource Management (HRM), traditionally a female dominated profession and Investment Management, a male dominated profession. Utilizing an interpretative research approach and employing the use of semi-structured in-depth interviews as the research tool, thirty-two female participants were interviewed, twenty-one of whom were from HRM and eleven from Investment Management. The findings from the study indicated that for women in HRM mentoring as a resource was seen as an enabler to career progression and a means of learning their role. Within Investment Management mentoring was considered a limited support unless it was informal and voluntary on the part of the mentor. To those who did cite it as important, it was seen from the perspective of its absence being a deterrent rather than its presence an enabler. This study contributes to our understanding concerning the role and effectiveness of mentoring in such sectors and its use as a tool to aid the development and career progression of women. It is the first study of its kind within an Irish context