Mentorship Program

Why is mentoring important?


We have come a long way, but there is still a need for gender equality in organizations, particularly in senior leadership roles. Mentorship is an effective solution to bridge this gap. Leadership mentoring programs designed for racialized women and non-binary people have proven to increase gender diversity in organizations and support for more women in senior managerial roles.


With a lack of gender equality in senior leadership roles across the majority of organizations worldwide, efforts need to be made to promote upward mobility for women and non-binary people. Mentoring can guide and inspire women at crucial stages of their careers and help create a stronger career pipeline for women in any career path.

an asian women with glasses smilling

The CWCLN Mentorship Program


The CWCLN Mentorship Program offers the opportunity to emerging and mid-level entrepreneurs and corporate professionals who are seeking to develop their personal and professional skills. The Program pairs mentees with experienced local mentors who are established in their careers.


The CWCLN Mentorship Program runs three times a year, with each session taking place over 12 weeks.


The CWCLN Mentorship Program strives to provide a mentoring program that facilitates the establishment of professional relationships that fosters learning, careers, and professional growth. We invest in our members by hosting networking events and skill sharing sessions that connect mentees to mentors in their respective fields.

tow black women working in an open space office

The Program’s Objectives


  • Provide a platform for mentors to share their professional work experiences and knowledge.
  • Provide mentees with the opportunity to grow and develop their skills under the guidance of an experienced mentor.
  • Provide mentors the opportunity to improve their leadership skills by working with a mentee.
  • Create and reinforce a sense of belonging among mentors and mentees.

Mentees Eligibility


We’re seeking enthusiastic entrepreneurs and corporate professionals who are still developing their businesses/careers and are eager to learn from the guidance of a mentor.

Mentee participation is limited to current members of the CWCLN.


How to apply

  • Fill out the Google form
  • Upload your resume

Mentors Eligibility


We’re looking for seasoned entrepreneurs and senior level corporate professionals who can bring value to members seeking guidance in their personal and professional lives.

Mentors will equally benefit from the program through professional development refreshers, exposure to fresh perspectives, and the satisfaction that comes with helping another in their career.


How to apply


  • Submit your resume
  • A brief outline explaining your experience in mentoring others, and the skills you can bring in helping your mentee.


Note: Mentors who have been previously involved in the program are welcomed and encouraged to participate again, and do not need to provide any new documentation.


Applications should be submitted by using the Google form here.



If you are unable to upload any documents please send any missing  information to the following email address:


Applicants will be notified of pairings by email.

Roles and Responsibilities


The roles you assume as a mentor depends on the needs of your mentee and the relationships you have established.


Common Mentor Roles



A guide takes you through a journey, providing different pathways and warning of potential pitfalls. A mentor can offer wise perspective and can encourage growth by asking the right questions, throwing out ideas, and keeping conversation and creativity moving. This advisory role also requires the mentor to help the mentee develop professional interests and set realistic career goals.



A coach provides motivation and feedback. Positive feedback to reinforce behavior and constructive feedback to change behavior. Both types are critical to the professional growth of the mentee. Positive feedback is a great motivating tool for removing doubt and building self-esteem which results in a sense of accomplishment.



An advisor works with the mentee to develop a career development plan that outlines what knowledge, skills and abilities are needed to reach career goals.
Counselor: The counselor role establishes a lasting and open relationship. Respect and confidentiality are baselines for this relationship. A mentor encourages the mentee to identify their strengths and weaknesses and develop problem-solving skills.



An advocate champions the ideas and interests of the mentee. Advocates act as a sponsor, creating opportunities that challenge and instruct the mentee, setting them up for success. The goal is to provide as much exposure and visibility for the mentee, with a minimum of risk. This role primarily involves initiating opportunities for development by helping establish a network of contacts, helpful resources and a path to success.


Role Model

Leading by example is a mentor’s most effective developmental tool


Characteristics of an Effective Mentor

  • Supportive of the needs and aspirations of the mentee
  • Willing to spend time performing mentoring responsibilities
  • Respected in the community and their profession
  • Communicates openly and clearly
  • Comfortable providing constructive feedback
  • Has a genuine interest in helping others succeed
  • A respectful, inspiring and positive attitude


Responsibilities of the Mentor

  • Assist your mentee in identifying professional and personal growth goals and objectives
  • Assist your mentee in establishing explicit goals and objectives for the relationship
  • Assist your mentee in developing and maintaining the Mentoring Agreement
  • Commit to meeting with your mentee on a regular basis. Establish how and when those meetings will take place
  • Complete progress reports and regularly re-assess needs
  • Review agreements reached in the Mentoring Agreement at regular intervals of the partnership
  • Maintain the confidentiality of the relationship


Mentees are self-motivated individuals who are committed to personal and professional growth. As a mentee, it is your responsibility to take ownership of your learning and development needs.


Responsibilities of the Mentee


  • Assist in developing the Mentoring Agreement with your mentor (depends)
  • Prepare a list of your career goals and objectives to share with your mentor
  • Establish with your mentor, your explicit goals and objectives for the relationship
  • Commit to meeting with your mentor on a regular basis, establish how and when those meetings will take place, and tell your mentor how you prefer to get feedback
  • Complete progress reports and regularly re-assess needs
  • Be proactive in requesting feedback
  • Review agreements reached in the Mentoring Agreement at regular intervals of the partnership
  • Keep an accurate record of your development and progress
  • Read and listen to your mentor’s comments carefully and be open to different perspectives
  • Maintain the confidentiality of the relationship


Specific Mentee Roles include

  • Driver of relationship: mentee identifies the skills, knowledge and/or goals that he/she wants to achieve and communicates them to his/her mentor
  • Development Planner: a mentee works with his or her mentor to seek resources for learning by identifying people and information that might be helpful
  • Contributor: a mentee looks for opportunities to give back to his or her mentor
    Life-long learner: amentee takes full advantage of opportunities to learn


Characteristics we look for in mentees


  • Eager and open to learn proactively
  • Patient, responsive and respectful of mentor’s role and time
  • Engaged in all areas of mentor
  • Comfortable receiving objective feedback
  • Works as a team player
  • Comfortable being pushed outside of comfort zone


*Clause: Mentees who have been previously involved in the program are welcomed to apply again, although priority may be given to new participants.