Mentorship program by CIPD Trust sparks advancement for half of its participants, fostering increased diversity in upper-tier leadership positions.
The latest report from the CIPD Trust's Aspiring HR Directors' Programme, established in 2019, has shown promising results, with 78% of mentees experiencing improved self-confidence and 100% feeling better equipped to progress as HR professionals. The programme, which provides mentoring to up-and-coming HR professionals for 9-12 months, has supported over 124 mentees across 10 cohorts, with at least half being promoted to senior roles, including HR Director or Chief People Officer positions.
The CIPD Trust's report, "Leading with purpose: opening doors to senior HR roles," recommends several actions for organizations aiming to diversify their senior HR leadership teams. Key recommendations include purpose-driven leadership, removing barriers to entry, investing in development and sponsorship, embedding inclusion in leadership culture, using data and insight, adopting flexible leadership pathways, and making leadership accessible and visible.
Emma Jayne, a mentor in the programme, emphasizes the importance of openness, curiosity, and learning in mentoring. One of her mentees, Krystle Siaw, an HR professional, secured an HR leadership role at the LEGO Group after being paired with Emma Jayne through the programme. Krystle credits Emma for helping her understand what she needed to thrive and communicate with confidence.
To further diversify senior HR teams, the report recommends implementing policies and approaches that reduce barriers to entry, such as supporting flexible working and hiring for skills rather than a prescriptive set of experiences. It also suggests supporting HR professionals at managerial levels to work in different parts of the organisation to improve their skillset.
Sally Eley, Head of the CIPD Trust, is proud of the programme's success in driving diversity within senior leadership in the people profession. She encourages individuals interested in mentoring a future people director to get in touch with the CIPD Trust. The report also reveals that 81% of mentees reported a positive change in their employment status within the first six months of the programme.
In addition to external and internal mentoring, the report recommends making leadership accessible and visible, encouraging senior leaders to share their own career journeys and setbacks. Emma Jayne encourages her mentees to ask uncomfortable questions and better understand what inclusion means from someone living her experience.
By following these recommendations, organisations can purposefully open doors to senior HR leadership, combining inclusive recruitment, targeted leadership development, cultural transformation, and accountability at the highest levels. This approach aligns leadership roles with a sense of purpose and creates ecosystems where diverse HR leaders can thrive.
- Organizations aiming for a diverse senior HR leadership team can implement skills-training programs and sponsorship, as demonstrated in the CIPD Trust's Aspiring HR Directors' Programme.
- The business world, with emphasis on personal-growth and career-development, can benefit from open communication and understanding, as exemplified by Emma Jayne's mentorship leading to Krystle Siaw's HR leadership role at the LEGO Group.
- To foster a culture of diversity-and-inclusion within leadership roles, organizations are encouraged to make leadership accessible and visible, adopt flexible leadership pathways, and encourage senior leaders to share their career journeys and setbacks.
