Mentoring Program – Mentor Together

Shaping futures
through mentoring

We're reducing the skills deficit, closing the network gap, and championing transformative gender norms. All toward ensuring full economic participation and greater social empowerment, especially for women.

The problem

50.6%

of the total enrollment in tertiary education is comprised of women

Rising Student Numbers

There are 47 million students are in college today, out of which half are women. The National Education Policy aims to boost enrolment by 50% in tertiary education by 2030.

Sources: AISHE , NEP

Employment Woes

Education isn’t translating into jobs, leaving a massive skill gap in the workforce.

Sources: India Skills Report

50%

of Indian college grads are found unemployable

61%

of educated women remain out of the workspace

The Workspace Gap

Held back by societal norms and limited support, the low labour force participation of women affects both their social empowerment as well as the nation’s economic growth.

Sources: World Bank

Uncovering the
root causes

Skill Deficit

The knowledge and skills that young people gain through the formal education curriculum do not prepare them for the jobs of the future. Nearly 50 percent of what is learned in the first year of a four-year technical degree will be outdated by the time students graduate. Tertiary curriculums rarely address eight of the ten skills employers value most, which relate to problem-solving, self-management, and working with people, and they are seldom built through traditional instructional approaches.

Sources: WEF The Future of Jobs 2016

The Network Gap

‘You can’t be what you can’t see’. Most young people, women especially, from backgrounds of social and economic disadvantage tend to have small professional networks. A lack of role models can limit aspirations, lower beliefs in personal abilities, and reduce likelihood of entering academic or career paths where young people do not see others. The network gap also results in greater information asymmetry, where young people have less accurate and updated information about careers and job markets.

Sources: Rudman & Phelan (2010)

Restrictive Gender Norms

Restrictive gender norms that define a woman’s role as primarily that of a caregiver is one of the main factors impeding women’s labor force participation. In urban areas, women’s participation in the labor force drops off in their early to mid-twenties, when marriage and family-related responsibilities tend to increase. Unlike other countries, where women often re-enter the workforce later, in India women’s labor force participation is low across the age span, which suggests that the effects of such norms on the behavior and choices of women persists.

Sources: Fletcher, Pande and Moore (2017)

Digital Mentoring
A Single Solution to Tackle the 3 Causes

Skill Exchange

Via digitally-facilitated 1:1 and group mentoring relationships, young women learn skills that help them become work ready and get personalized guidance and support on a range of topics that empower them.

Networks of Opportunity

Through a virtual mentoring network, information and opportunity flows more efficiently and in greater volume across all nodes. Mentees can ask questions and get help. Mentor’s own networks of social capital can be tapped more effectively.

Positive Role Models

The mentoring network champions transformative gender norms within the network and externally. As a secondary socialization network, it influences immediate and extended families to help change traditional mindsets.

By leveraging the potential of digital technologies, we’ve designed ‘Mentor To Go’ ‘as a scalable, digital mentoring ecosystem.

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Discover Mentor To Go

A cutting-edge digital mentorship platform designed with an evidence-based mentorship process, comprehensive curriculum, and advanced AI-powered features.

We’re crafting a digital mentoring ecosystem by teaming up with governments, organisations, and innovators to make a real impact together.

48,400+

Mentees

Our mentees are college students from different years and degrees. They come from over 12 states, and 71% of mentees signing up for mentorship are young women.

330+

Educational
Partners

More than 330 educational institutions/NGOs across India have entrusted us to make mentorship an essential part of their student experience.

18,600+

Mentors

Our mentors are professionals who volunteer their time. They go through a stringent screening and training process before they get matched with mentees.

We’re crafting a digital mentoring ecosystem that brings educators, employers, and individuals together to make career mentorship an essential part of the student college experience.

47+

Corporate
Partners

India’s leading corporates like the BT Group, Amazon, LinkedIn, Cognizant, etc work with us to integrate mentoring into how their employees grow and give back.

11,600+

Mentorships

11,600+ structured mentorships facilitated across the Mentor To Go app using our unique work readiness curriculum.

2

State Govt. Partnerships

Our partnerships with the Government of Karnataka (Department of Collegiate and Technical education), and the Government of Telangana (Telangana Academy of Skills and Knowledge), helps us build mentoring ecosystems across the tertiary education landscape of the State.

18,600+

Mentors

Our mentors are professionals who volunteer their time. They go through a stringent screening and training process before they get matched with mentees.

47+

Corporate
Partners

India’s leading corporates like the BT Group, Amazon, LinkedIn, Cognizant, etc work with us to integrate mentoring into how their employees grow and give back.

Measuring Our Impact

We utilize standardised psychometric surveys and calculate effect sizes to quantify the impact of our mentoring program on mentees pre and post program.

We measure the following factors.

1

Career Decision Making

The scale helps measure structure and confidence in career decision-making, external barriers to a preferred choice of career, difficulty in choosing between several attractive choices, personal conflict in decision making etc.

2

Work Readiness

Work Readiness

The scale helps understand a mentee’s confidence in the knowledge about their field, their ability to apply what’s learnt, motivation to perform etc for the work competence.

3

Self Efficacy

Self Efficacy

This scale is to assess a general sense of self-efficacy -the optimistic belief in self. This is the belief that one can perform new or difficult tasks, or cope with adversity.

4

Self Esteem

Self Esteem

The self-esteem scale helps measure how a mentee perceives themselves in relation to their friends, family, and their immediate social circle.

5

Career Networks

Career Networks

The scale measures the quality of the network and the level of trust & comfort the mentee has in reaching out to the network related to their career.

6

Gender Roles Attitude

Gender Roles Attitude

The scale tries to gauge the mentee's beliefs, values, and perceptions of what is appropriate or acceptable behavior for individuals based on their gender.

Our Impact so far

82%

of the mentee group post mentorship scored higher on their career decision-making ability than the average score of the mentee group pre-mentorship.

64%

of the mentee group post mentorship scored higher on their social intelligence than the average score of the mentee group pre-mentorship.

72%

of the mentee group post mentorship scored higher on their self-efficacy than the average score of the mentee group pre-mentorship.

Mentor Together empowers young people from underprivileged backgrounds by providing them with one-on-one mentoring relationships. These invaluable relationships foster personal growth, boost confidence, and equip mentees with the necessary skills to overcome challenges and achieve their aspirations.

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