Many companies employ mentoring as a tool for investing in employee development and for retention and promotion. However, women and marginalized groups often experience barriers to accessing mentors and to experiencing the benefits of mentoring. Companies can take measures to mitigate these barriers and help women or people from marginalized groups benefit from mentoring. Mentoring can become a tool for investing in diverse talent if companies are willing to consider alternatives to traditional mentoring approaches, provide the necessary training, and develop a supportive culture. This project draws on best practices from feminist perspective and critical race theory scholarship to evaluate the mentoring resources and practices at a design corporation. The researcher summarizes the current state of mentoring at the corporation, makes tangible recommendations for improvement, and develops training for mentors and mentees that can be implemented at the corporatio
