What makes NAWO’s Mentoring Program an industry leader?

In 2012, four senior women in manufacturing and supply chain roles volunteered to mentor sixteen women working in operational businesses—including BlueScope, Linfox, Orora, Sugar Australia, and CUB. That pilot program sparked a movement. Today, several of those original mentees have progressed into more senior operational roles, and are now mentoring others, both in Australia and globally.

Fast forward to the end of our 2025 program: NAWO will have facilitated mentoring for over 1,400 women, supported by around 500 volunteer mentors. That’s a powerful legacy of connection, growth, and impact.

What makes our program unique?

Our mentors come from all genders, diverse industries, and varied business backgrounds, united by a shared commitment to advancing gender balance in operations (40:40:20).

The program is designed to:

  • Connect women with a professional network
  • Build relationships with peers and senior leaders
  • Provide resources and support to navigate male-oriented industries

This approach not only strengthens the talent pipeline but also highlights the transferable skills that can cross traditional sector boundaries.

Who can participate?

The program is open to employees of NAWO member companies and individual NAWO members. It supports five future-focused learning priorities:

  • Building and Leading Diverse Teams
  • Business and Technical Acumen
  • Adaptive and Courageous Leadership
  • Maximising Effectiveness
  • Influence and Negotiation

Why does NAWO champion mentoring so strongly?

Mentoring is more than skill-building; it’s career-shaping. A recent Gallup poll found that:

  • 97% of employees in formal mentorship programs believe their company supports their career development
  • 91% of mentored workers are happy in their jobs, with 57% “very satisfied”

These numbers show that mentoring fosters environments where people feel supported, valued, and motivated to succeed.

What impact has NAWO’s mentoring program had?

Participants consistently report:

  • Increased confidence
  • Clearer career goals
  • Expanded networks
  • Practical strategies for overcoming industry-specific challenges

Here’s what mentees have shared:

“I’ve grown in my ability to speak up, lead meetings, and advocate for myself.”

“The program helped me define what success looks like for me – and how to get there.”

“I’ve met people I never would have crossed paths with – now I have a network I can lean on.”

“Hearing my mentor’s stories helped me realise I’m not alone – and I can overcome the same challenges.”

“I’ve become more confident in leading teams and influencing others.”

Why should organisations get involved?

While many organisations are working hard to improve gender representation, NAWO’s mentoring program offers a practical, high-impact solution. It connects women to a meaningful network, exposes them to diverse leadership styles, and equips them with tools to navigate complex career terrain.

Participants describe the program as a safe space to share challenges, gain confidence, and build lasting relationships. Many mentor-mentee connections continue long after the program ends.

Mentors, especially male mentors, often say they gain more than they give. They leave with fresh perspectives, deeper empathy, and a more inclusive approach to leadership.

Mentoring on its own won’t solve gender balance, but it’s a powerful catalyst. It helps attract, retain, and sponsor talented women in operational careers. We’re proud of what we’ve built and excited to welcome the 2026 cohort.

Register Today for the 2026 NAWO Mentoring Program!

Whether you’re looking to grow your career, expand your network, or support the next generation of operational leaders, now is the time to get involved.

Spots are limited, secure your place in the 2026 cohort today!