While the general consensus towards mentorship programs is favorable, statistics always tell their own story. 

The quantifiable data points below serve to prove the desire for, the effectiveness of, and the real value of mentorship through platforms like LevelNext. These statistics originate from third parties. 

First, let’s set the table on why mentorship is growing in demand:

• 65% of people (or more) were looking for a new job in 2021. (PwC)
• Workers at every level (entry level, manager, senior manager, executive) are significantly less likely to consider quitting if they have a mentor. (CNBC/SurveyMonkey)
• 90% of workers who have a mentor report being happy in their job. (CNBC/Survey Monkey)

The results of mentorship, and benefits to mentees can be found in this group of findings:

• 25% of mentees experienced an increase in their salary, compared to 5% of people not involved in mentoring. (Sun Microsystems)
• Mentees involved with a mentor program are promoted 5x more often than those not involved in mentoring. (Sun Microsystems)
• Around 60% of both men and women who serve as mentors are satisfied with their career advancement. (Coqual)

While mentees receive a variety of benefits within a mentorship program, the mentor also benefits. Below are stats which showcase how benefits are not one sided: 

• Individuals who choose to be a coach or mentor are more likely to reap the benefits for their own skills. Most (57%) expand their skill sets. (Coqual)
• Leaders who mentor others are twice as likely to be aware of junior-level colleagues’ concerns. (Coqual)
• Those who serve as a mentor are 6X more likely to be promoted to a higher position. (Sun Microsystems)
• 66% of those who mentor others are satisfied with their ability to deliver on difficult projects. (Coqual)

As an organization led by a female CEO, LevelNext keeps a close eye on gender diversity within mentorship. Here we highlight gender within mentorship through statistics: 

• 69% of women who have a mentor choose one of their same gender, compared to 82% of men. (Olivet Nazarene University)
• 78% of women in senior roles have served as a formal mentor at least once in their career. (DDI)
• 63% of women report that they’ve never had a formal mentor. (DDI)
• 67% of women rate having a mentor as extremely important to their career advancement. (DDI)
• Only 54% of women report that they’ve ever been asked to be a mentor in their career. (DDI)
• 70% of women who mentor other women report that they choose to mentor in order to be supportive of other women. (DDI)

It’s been reported that nearly half of millennials within the workforce plan on quitting their current job within the next two years. 

The statistics below take a look into mentorship through a generational lens:

• by 2025, 42.5% of the workforce will be millennials (aged 25-44 during that year) and that 28.2% will be Gen Z (aged 16 to 24) (Alight)
• Millennials are more likely to quit their job because of a lack of career advancement opportunities (35%) and a lack of learning and development opportunities (28%). (Deloitte)
• Gen Z strongly believes in learning, as 76% see learning as critical to their career advancement. (Forbes)
• 68% of millennials who stay at their organization for 5 or more years have a mentor, compared to just 32% of those without a mentor. (Deloitte)
• 82% of Gen Z professionals want those in superior roles to help them set goals. (Springtide Ressearch Institute).
• Millennial and Gen Z professionals who have a mentor are 21% to 23% more likely to report being satisfied with their current job, compared to those without a mentor.  (CNBC/SurveyMonkey)