Mentoring Statistics 2024 - Everything You Need to Know

Are you looking to add Mentoring to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Mentoring statistics of 2024.

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How much of an impact will Mentoring have on your day-to-day? or the day-to-day of your business? Should you invest in Mentoring? We will answer all your Mentoring related questions here.

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On this page, you’ll learn about the following:

Best Mentoring Statistics

Best Mentoring Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 154 Mentoring Statistics on this page 🙂

Mentoring Market Statistics

agilemindset mentoring programs can result in 24 percent to59 percent lower employee turnover Agilefocused mentoring programsimprove timeto market delivery speeds from 37% to 50%. ^[0]

Mentoring Latest Statistics

71% of Fortune 500 companies have mentoring programs. ^[1]
Mentoring programs boosted minority representation at the management level from 9% to 24%. ^[1]
( Source As well as promotion and retention rates for minorities and women from 15% to 38% as compared to non. ^[1]
A study found that 87 percent of mentors and mentees feel empowered by the relationship and reported greater confidence and career satisfaction. ^[1]
87% of mentors and mentees say that their mentoring relationships make them feel empowered and assist them to develop a more prominent sense of confidence in themselves. ^[2]
97% of individuals with a mentor feel they are highly impactful and valuable. ^[2]
Only 37% of professionals have a mentor. ^[2]
89% of individuals mentored will mentor someone in the future. ^[2]
Almost onequarter (24%). ^[2]
Mentees are 5x more likely to be promoted than those without a mentor. ^[2]
Mentors are 6x more likely to be promoted compared to their co. ^[2]
A recent study showed that 25% of employees who are part of a mentoring program had a salary increase in comparison to the 5% who didn’t participate. ^[2]
The data speaks for itself with over 22% of staff turnover occurring within the first 45 days and the replacement of an employee costing 3x their annual salary. ^[2]
50% of younger professionals say that a workplace mentorship program would make them more likely to stay at a company. ^[2]
86% of professionals claim that having access to mentoring is a factor in them staying with an organisation. ^[2]
43% of professionals claim that having access to mentoring is a significant factor for staying with an organisation. ^[2]
A massive 94% of employees stated they would stay at a company for longer if they were offered opportunities to develop and grow within the company and their careers. ^[2]
We recently surveyed our mentors and mentees at PushFar, unsurprisingly, 82% of those surveyed said that they thought mentoring was valuable to tackling diversity and inclusion hurdles head. ^[2]
63% of women have never had a formal mentor. ^[2]
On average mentoring programs boost the representation of underrepresented groups, by 9% to 24%. ^[2]
Promotion and retention rates for minorities and women also increased for one organisation from 15% to 38% in comparison to their non. ^[2]
Women are more likely to have a mentor (54%) compared to men in the workforce (48%). ^[2]
71% of Fortune 500 companies have a mentoring program in place. ^[2]
56% of organisations have a mentoring program in place. ^[2]
70% of small businesses that receive mentoring survive five years or more, twice the rate of those who don’t have mentoring relationships. ^[2]
93% of small and medium sized businesses recognise that mentoring can help them succeed. ^[2]
Only 25% of small and medium business owners have a mentor. ^[2]
92% of small business owners with a mentor agree that it has directly impacted the growth and survival of their business. ^[2]
61% of small business owners mentor others. ^[2]
58% of business owners will specifically mentor young entrepreneurs. ^[2]
A massive 89% of small business owners that don’t have a mentor wish they did. ^[2]
84% of CEOs stated that mentoring has helped them avoid mistakes within their businesses. ^[2]
For businesses, 67% reported an increase in productivity due to mentoring. ^[2]
55% of businesses state that mentoring had a positive impact on their profits. ^[2]
Studies predict that in just 5 years, millennials will amount to 75% of the global workforce. ^[2]
Millennials intending to stay with their organisation for more than five years are twice as likely to have a mentor (68%) than not (32%). ^[2]
79% of millennials view mentoring as a crucial aspect of having a successful career. ^[2]
After implementing a reverse mentoring program, a company experienced a 96% retention rate amongst millennial employees. ^[2]
63% of millennials feel their leadership skills aren’t being fully developed within the workplace. ^[2]
68% of millennials with a mentor intend to stay with their organisation for over 5 years compared to the 32% than peers who don’t. ^[2]
Only 29% of millennials feel engaged at work. ^[2]
78% of employees are concerned about the level of engagement from seniors within their company. ^[2]
61% of millennials in the workforce feel like mentoring is having a positive impact. ^[2]
There are various reasons for millennials wanting to leave their job, however, the main reasons are 35% of millennials feel as though there aren’t enough opportunities to advance and 28% feel their organisation lacks learning and development opportunities. ^[2]
Millennials crave feedback, however, only 19% say they are receiving feedback from their managers and 17% stating that the feedback they receive is meaningful. ^[2]
Students with a mentor are 52% less likely to skip a day of school. ^[2]
37% of students with a mentor are less likely to skip a class. ^[2]
55% of young adults who have a mentor but face an opportunity gap are more likely to get a higher education than peers who did not possess a mentor. ^[2]
78% of young adults with a mentor are more likely to volunteer regularly. ^[2]
90% of young adults with a mentor are interested in becoming one in the future. ^[2]
59% of teens with a mentor get better grades than their peers. ^[2]
27% of young adults with a mentor are less likely to use alcohol. ^[2]
Students who meet regularly with their mentors are 52% less likely than their peers to skip a day of school and 37% less likely to skip a class. ^[3]
Young adults who face an opportunity gap but have a mentor are 55% more likely to be enrolled in college than those who did not have a mentor. ^[3]
Youth who meet regularly with their mentors are 46% less likely than their peers to start using illegal drugs and 27% less likely to start drinking. ^[3]
Young adults who face an opportunity gap but have a mentor are 81% more likely to participate regularly in sports or extracurricular activities than those who do not. ^[3]
In 2009 companies started reporting that, “70% of Fortune 500 companies use mentoring programs”. ^[4]
84% of US Fortune 500 companies have mentoring programs 100% of US Fortune 50 companies have mentoring programs. ^[4]
65% of people were looking for a new job in 2021. ^[4]
That trend is likely to continue into 2024. ^[4]
The pandemic caused a 30% increase in mentoring initiatives at organizations Between 56% to 71% of organizations now use mentoring to some degree (DDI, ). ^[4]
In fact, over 66% of workers are willing to retrain and reskill for new jobs. ^[4]
In addition, 25% of mentees experienced an increase in their salary, compared to 5% of people not involved in mentoring. ^[4]
Those who serve as a mentor are 6X more likely to be promoted to a higher position. ^[4]
Around 60% of both men and women who serve as sponsors are satisfied with their career advancement. ^[4]
66% of employees who sponsor, coach, or mentor others are satisfied with their ability to deliver on difficult projects. ^[4]
In fact, a CNBC/SurveyMonkey survey discovered that 80% of workers want to work for companies that prioritize DEI. ^[4]
69% of women who have a mentor choose one of their same gender, compared to 82% of men. ^[4]
78% of women in senior roles have served as a formal mentor at least once in their career. ^[4]
63% of women report that they’ve never had a formal mentor. ^[4]
Only 54% of women report that they’ve ever been asked to be a mentor in their career. ^[4]
70% of women who mentor other women report that they choose to mentor in order to be supportive of other women. ^[4]
The biggest considerations for women considering becoming mentors include time commitment (75%), subject matter expertise (54%), and their relationship to the mentee (54%). ^[4]
Most other factors, such as the gender of the mentee (2%) and the age of the mentee (4%). ^[4]
53% of women mentees felt that they didn’t have adequate training to be mentors in a formal mentoring relationship. ^[4]
Women are 10% more likely to accept a request to be a mentor if their organization has a formal mentoring program. ^[4]
Alight predicts that by 2025, 42.5% of the workforce will be Millennials and that 28.2% will be Gen Z. ^[4]
49% of Millennials are looking at quitting their jobs within the next two years. ^[4]
Millennials are more likely to quit because of a lack of career advancement opportunities (35%) and a lack of learning and development opportunities (28%). ^[4]
Gen Z strongly believes in learning, as 76% see learning as critical to their career advancement. ^[4]
71% of Fortune 500 companies havementoring programs. ^[5]
In a five year study of 1000 employees 25% of employees who enrolled in a mentoring program had a salary grade change, compared to only 5% of workers who did not participate. ^[5]
Retention rates were higher for both mentees (22% more) and mentors (20% more). ^[5]
84% said mentors had helped them avoid costly mistakes. ^[5]
84% become proficient in their roles faster. ^[5]
Research also shows Millennials intending to stay with their organisation for more than five years are twice as likely to have a mentor (68%) than not (32%). ^[5]
Participants are 40% more likely to achieve their goals if they write them down. ^[5]
This increases to 70% if the goals are shared with someone to keep them accountable, such as a mentor. ^[5]
89% of those mentored, go on to mentor themselves contributing to a culture of learning and mentoring. ^[5]
At Stanford, Barack Obama Blasts Disinformation Caused By Unfettered Tech Edit Story Leadership Strategy 76% Of People Think Mentors Are Important, But Only 37% Have One Many successful people attribute part of their professional success to having a mentor. ^[6]
So why do only 37% of professionals have one?. ^[6]
Here’s what they found 76% of people think mentors are important, however, only 37% of people currently have one. ^[6]
Most people opt for same sex mentors (69% women, 82% men). ^[6]
Only 14% of mentor relationships started by asking someone to be their mentor. ^[6]
61% of those relationships developed naturally. ^[6]
Percentage of those from birth to age of 18 is amongst highest in the United States. ^[7]
Over 50% drop out of school. ^[7]
Only 2.9% make it to college. ^[7]
Never married women (45.3%) and never married men (44.7%). ^[7]
For African American and Hispanic students, the challenge is more severe with the likelihood of graduating on time from high school only 65%. ^[7]
Students who meet regularly with their mentors are 52% less likely than their peers to skip a day of school and 37% less likely to skip a class. ^[7]
Youth who meet regularly with their mentors are 46% less likely than their peers to start using illegal drugs and 27% less likely to start drinking. ^[7]
Of the surveyed faculty who have not mentored undergraduate research, over 80% expressed a higher likelihood of involvement if barriers were removed. ^[8]
[Google Scholar]) found that students really appreciate working with their peers and that 37% cited it as “one of the best parts” of the URE. ^[8]
The remaining three incentives shown in Figure 2 also had at least slightly higher rates among those surveyed when the incentive was available, suggesting that indirect compensation may help but may not be as likely to motivate as many faculty to participate. ^[8]
Sample descriptionCount (%). ^[8]
Barrier# of responses (%)Faculty who have mentored UR (%)Faculty who have not mentored UR (%)Faculty at four year institutions Faculty at four year institutions Perceived lack of interest17 . ^[8]
Barrier# of responses (%)Faculty who have mentored UR (%)Faculty who have not mentored UR (%)Faculty at four year institutions Faculty at four year institutions Time54 . ^[8]
NOTE Percentages computed from the total number of responses that mentioned a faculty barrier. ^[8]
NOTE Percentages computed from the total number of responses that mentioned an institutional barrier. ^[8]
No chang in liklihoo of involvmnt, Somwhat likly to b lss involv, Extrmly likly to b lss involv.11. ^[8]
Faculty who have mentored UR (%)Faculty who have not mentored UR (%)Faculty at four year institutions Faculty at four year institutions Perceived lack of interest17 . ^[8]
Faculty who have mentored UR (%)Faculty who have not mentored UR (%)Faculty at four year institutions Faculty at four year institutions Time54 . ^[8]
Faculty who have mentored UR (%)Faculty who have not mentored UR (%). ^[8]
More than 9 in 10 workers (91%) who have a mentor are satisfied with their jobs, including more than half (57%). ^[9]
Workers with a mentor are more likely than those without to say they’re well paid (79% vs. 69%) and to believe that their contributions are valued by their colleagues (89% vs. 75%). ^[9]
The CNBC/SurveyMonkey Workplace Happiness Survey was conducted by SurveyMonkey from June 21–30, 2019, among a national sample of 7,940 workers in the U.S., with a margin of error +/. ^[9]
Seventy one percent of employees with a mentor say their company provides them with excellent or good opportunities to advance their career, while just 47% of those without a mentor say the same. ^[9]
More than 4 in 10 workers who don’t have a mentor say they’ve considered quitting their job in the past three months, compared with just 25% of those who do have a mentor. ^[9]
18to 24yearolds vs. 38% of 55to 64year. ^[9]
For example, 88% of white men ages 18 to 34 who have a mentor. ^[9]
say they’re satisfied with their job, compared with 66% who don’t have a mentor. ^[9]
Similarly, 95% of non white women ages 45 to 54 who have a mentor say they’re satisfied with their job, compared with 82% who don’t have a mentor. ^[9]
Workers under age 45 who have a mentor report being satisfied with their job by margins of up to 20 percentage points higher than workers of the same age who do not have mentors. ^[9]
Just 31% of workers in the highest echelon — the owners, presidents and C suite executives who are making the biggest business decisions — say they have a mentor at work. ^[9]
Similarly, in a study of 1,300 U.S. Army officers, being part of a mentoring relationship was found to decrease odds of turnover by 38%[8].. ^[10]
Agile mentorship programs canboost team productivity by 60% Companies with. ^[0]
canincrease ability to finish on time and within budget by 61 percent to 67 percent. ^[0]
Thought leadereship and agility mentoring programsgrow revenue 37 percent faster and generate 30 percent higher profits. ^[0]
Mentorship programs canboost the representation of black, Hispanic, and AsianAmerican women, and Hispanic and AsianAmerican men at manager levels by 9% to 24%, as compared to the other initiatives which have lower results ranging from. ^[0]
Mentoring programsboosted minority representation at the management levelfrom 9% to 24%. ^[0]
Increased promotion and retention rates for minorities and womenfrom 15% to 38% as compared to non. ^[0]
32 percent of minorities indicated amentoring relationship was “extremely important”as opposed to just 27 percent of the overall respondents. ^[0]
79% of millennials see mentoring ascrucial to their career success Top reasons for millennialswanting to quit are ‘Not enough opportunities to advance’ at 35% and ‘Lack of learning and development opportunities’ at 28%. ^[0]
63% of millennials say theirleadership skillsare not being fully developed. ^[0]
Millennials intending to stay with their organisationfor more than 5 years are twice as likely to have a mentor than not (68% vs 32%). ^[0]
Where it exists,mentoring is having a positive impacton 61 percent of the millennial workforce. ^[0]
55% of businesses felt thatmentoring had a positive impact on their profits. ^[0]
More than 4 in 10 workerswho don’t have a mentorsay they’ve considered quitting their job in the past three months 71% of Fortune 500 companies. ^[0]
have mentoring programs according to an American Society for Training and Development study Of those with a mentor, 97% say they are valuable. ^[0]
89% of those who have been mentoredwill also go on to mentor others. ^[0]
75% of executives credit their mentorswith helping them reach their current positions. ^[0]
25% of employees whoenrolled in a mentoring program had a salary grade change, compared to only 5% of workers who did not participate. ^[0]
Andmentors themselves are 6 times more likely to be promoted. ^[0]
87% of mentors and menteesfeel empowered by their mentoring relationshipsand have developed greater confidence. ^[0]
71% of people with a mentor say their company provides them withgood opportunitiesto advance in their career, compared with 47% of those without a mentor. ^[0]
94% of employees said they wouldstay at a company longerif they were offered opportunities to learn and grow Of those with a mentor. ^[0]
97% say they are valuable, 55% believe mentoring can help them succeed, 60% look for experience in a mentor above anything else, but 85% currently do not have a mentor. ^[0]
For example 59 percent of mentored teenagers earn better grades. ^[11]
27 percent of mentored youth are less likely to begin using alcohol. ^[11]
52 percent of mentored youth are less likely to skip school. ^[11]
Based on 55 studies of mentoring programs, there is a benefit of program participation for youth, with at risk youth being most likely to benefit. ^[11]
Parents and guardians are youth’s No. 1 influence against poor choices, with 91 percent of teenagers in one study citing parents as good role models. ^[11]

I know you want to use Mentoring Software, thus we made this list of best Mentoring Software. We also wrote about how to learn Mentoring Software and how to install Mentoring Software. Recently we wrote how to uninstall Mentoring Software for newbie users. Don’t forgot to check latest Mentoring statistics of 2024.

Reference

peer-mentoring – https://peer-mentoring.com/research-studies-and-statistics/.
guider-ai – https://www.guider-ai.com/blog/mentoring-statistics-the-research-you-need-to-know.
pushfar – https://www.pushfar.com/article/mentoring-statistics-everything-you-need-to-know/.
mentoring – https://www.mentoring.org/mentoring-impact/.
mentorcliq – https://www.mentorcliq.com/blog/mentoring-stats.
mccarthymentoring – https://mccarthymentoring.com/why-mentoring-what-the-stats-say/.
forbes – https://www.forbes.com/sites/christinecomaford/2019/07/03/new-study-76-of-people-think-mentors-are-important-but-only-37-have-one/.
youthmentor – https://www.youthmentor.org/thestats.
tandfonline – https://www.tandfonline.com/doi/full/10.1080/10691898.2020.1756542.
cnbc – https://www.cnbc.com/2019/07/16/nine-in-10-workers-who-have-a-mentor-say-they-are-happy-in-their-jobs.html.
sap – https://www.sap.com/insights/hr/why-mentors-matter.html.
socialworklicensemap – https://socialworklicensemap.com/blog/the-value-in-mentoring-our-youth-2/.

How Useful is Mentoring

In a world where the demands of work and life are constantly changing and evolving, having a mentor can provide invaluable insight and advice. A mentor can help navigate the challenges and obstacles that come our way, providing a sense of direction and support that can be hard to find on our own.

Mentoring is not just about the transfer of knowledge and skills, although that is certainly a significant part of it. A mentor also plays a crucial role in providing emotional support and encouragement, helping to build confidence and self-esteem in their mentees. In a world where mental health issues are on the rise, having a mentor to lean on can make a world of difference.

One of the most important aspects of mentoring is the relationship that is formed between mentor and mentee. This relationship is built on trust, respect, and mutual understanding. A mentor is someone who genuinely cares about the well-being and success of their mentee, and is willing to invest time and effort into helping them reach their goals.

Mentoring can take many forms and can occur in various settings. It can be formal, such as in a work or educational setting, where a designated mentor provides guidance and support to a mentee. It can also be informal, such as when a more experienced colleague takes a newer employee under their wing and provides advice and mentorship.

Furthermore, mentoring is a two-way street. While the mentee certainly benefits from the relationship, the mentor also gains from it. Mentoring provides mentors with an opportunity to pass on their knowledge and skills, and to make a difference in someone else’s life. It can also be a rewarding experience, seeing the growth and development of their mentee over time.

Mentoring is also a great way to foster diversity and inclusion in the workplace. By pairing individuals from different backgrounds and experiences, mentoring can help bridge the gap between different groups and create a more inclusive and supportive work environment.

In conclusion, mentoring is an incredibly valuable tool for personal and professional development. The guidance, support, and wisdom provided by a mentor can make a world of difference in navigating the challenges of life and work. Mentoring is not just a one-way street, but a reciprocal relationship that benefits both the mentor and the mentee. In a world where the demands are constantly changing and evolving, having a mentor by your side can help you navigate the complexities of life and reach your fullest potential.

In Conclusion

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Mentoring Statistics 2024 – Everything You Need to Know