Are You Leading or Lagging? Mentoring Your Firm’s Female Talent - Key Takeaways

Published on Mar 28, 2025

WLG’s Corporate Social Responsibility (CSR) Forum met for a timely discussion in honor of Women’s History Month: Are You Leading or Lagging? Mentoring Your Firm’s Female Talent. Moderated by CSR Forum Chair Janet Pahima of Herzog Fox & Neeman (Israel), the panel brought together experienced leaders from across the network—Jonathan Young of Troutman Pepper Locke LLP (Massachusetts, USA), Maria Sagrado of Makarim & Taira S. (Indonesia), and Rosa Evergreen of Arnold & Porter (Washington, DC, USA)—to explore the crucial role of mentorship in advancing women in the legal profession.
 
Throughout the conversation, panelists shared personal insights and practical strategies for fostering meaningful mentor-mentee relationships. They examined how mentorship not only supports individual career growth but also helps firms navigate unconscious bias, build leadership pipelines, and create more inclusive workplaces. From shaping confidence in male-dominated fields to balancing guidance with independence, the discussion underscored that effective mentorship is as much about active listening and adaptability as it is about career development.

Here are the key takeaways:

  1. Creating Meaningful Opportunities – Mentorship is more than offering advice; it’s about actively opening doors. Rosa shared how a past mentor helped her gain visibility by placing her on panels and speaking engagements she wouldn’t have accessed otherwise—providing early career "training wheels” that built confidence and experience.
  2. Supporting the Whole Person – Maria emphasized the importance of recognizing mentees’ personal realities, particularly for working mothers. Rather than making assumptions, she stressed open communication about workload and opportunities, along with enacting policies that offer real flexibility.
  3. Expanding Networks and Access – Jonathan illustrated how effective mentorship is not limited by personal experience. By introducing female mentees to key contacts and helping them navigate workplace structures, he demonstrated the power of mentorship as a bridge to broader professional opportunities.
  4. Challenging Bias Proactively – The panelists discussed how unconscious bias—especially regarding working parents—can quietly restrict opportunities. Rosa highlighted the need for mentors to challenge these assumptions and create environments where mentees can define their own capabilities.
  5. Adapting to Individual Needs – There is no one-size-fits-all approach to mentorship. The panel stressed the importance of flexibility—adjusting styles to fit the mentee’s needs and recognizing when another mentor might be better suited for specific guidance.
  6. Learning Goes Both Ways – Mentorship is a two-way street, and our panelists acknowledged the value of reverse mentorship, wherein junior lawyers mentor a senior colleague. Jonathan noted how mentees offer valuable insights into evolving workplace norms, generational perspectives, and new ways of thinking—making mentorship a continuous learning experience.
  7. Embedding Mentorship in Firm Culture - Mentorship that extends beyond individuals and is supported at the organizational level has a lasting impact. The panel emphasized the need for firm-wide initiatives, structured mentorship programs, and a culture that actively nurtures talent development at every stage.