The following case studies demonstrate the scope and range of Orijen's mentoring for women programs. 

Each client presented us with a problem requiring both lateral thinking and practical, sustainable solutions. In each case Orijen designed the methodology to identify, then successfully address the issues and achieve the desired results.

Hewlett Packard

In the male-dominated IT industry where there are few women in senior management, Orijen was approached by Hewlett Packard to initiate a program for their high potential women. Hewlett Packard had two main objectives: to develop high potential women within HP and to attract more women into their workforce.

To achieve these objectives Orijen developed a 12 month program using external Orijen accredited mentors. The program is in its 6th year with 2 former mentees being promoted to Directorship on the HP executive. The program was extended to HP regional offices in New Zealand, Japan, China, Hong Kong, Taiwan, Korea and Singapore.

HP Mentoring For Growth
Following the success of the womens’ program, Hewlett Packard employed Orijen to developed the Mentoring for Growth program - a mentoring program which provides training for senior Hewlett Packard employees as internal mentors, many of whom have been mentees in the women's program, to support high potential employees within the organisation. The program uses the Orijen structure and methodology.

For more information about Orijen's work with Hewlett Packard, please click here

Qantas Airlines

Qantas approached Orijen to create and implement a strategy to retain and develop their high
potential women.  Orijen developed the strategy, structure and methodology which:

• Provided external mentors for the women in the talent pool
• Provided the training of mentees to become mentors in an internal mentoring program for women
• Extended the program into a two year development program for talented women.

The Women@Qantas program was so successful that a parallel internal program was introduced, using the Orijen methodology.
 
For more information about Orijen's programs for Qantas Airlines, please click here

Women in IT Executive Mentoring (WITEM)

WITEM was designed to the low participation of women in the IT industry and centres on creating corporate environments that attract and retain women.

WITEM is set apart from other mentoring programs through its cross-organisational and collaborative learning structure. Mentors include CEOs, CIOs and CFOs from amongst Australia's leading commercial companies, educational institutions, and state and federal government departments. Organisations committed to the program include industries such as finance, distribution, professional services, education, manufacturing and ICT.

In November 2008, WITEM was awarded the Equal Opportunity for Women in the Workplace Agency (EOWA) Business Achievement Award for the 'outstanding initiative and result' for the advancement of women.

Anna McPhee, EOWA Director, said “offering specialised mentoring in the ICT field was an excellent way to help women progress in the technology industry.”The mentees in Dell Australia's Women in IT Executive Mentoring program are regularly surveyed and continue to report increased self confidence and self esteem; increased access and visibility to senior executives; accelerated career development with numerous mentees in each program receiving promotions".

2009 marks the fifth round of this highly successful program, and also sees the introduction of an exciting new program, WITEM EXTEND. Women mentees from the APS WITEM program will now provide mentoring to a new group of emerging women talent in a 12 month program.


For more information about the WITEM programs, please click here

Constructive Mentoring Program  - for women in the building, design & construction industry

Three peak industry groups (Master Builders Association, Australian Institute of Architects & National Association of Women in Construction) approached Orijen to develop and implement a mentoring program to attract and retain women in their industry. It was intended to bring about a cultural shift and increased the confidence levels for women in small business to move to greater sustainability.

Orijen developed Constructive Mentoring - a comprehensive mentoring program which included Briefing Sessions, 1-on-1 mentoring, Mentor Circles, two state forums and regular structured networking sessions. The program was introduced into all states and territories of Australia with a total of 150 pairs matched nationwide.

In addition, Orijen:

• Managed the 18 month project, including the financial obligations and reporting for the Federal Government grant
• Facilitated the steering committee meetings and all communication
• Managed all stakeholders
• Developed Web-based materials and processes for registration for mentors and mentees, matching tool, reporting and evaluation process, newsletters and briefing sessions
• Developed the marketing materials, handouts and flyers.

For more information about the Constructive Mentoring program, please click here

   

  

NonProfit Australia

Nonprofit Australia and Orijen have combined to make mentoring available to leaders and executives in the not-for-profit sector. The NPA Executive Mentoring Program is now running in Sydney, Melbourne and Canberra.

For more information about the NonProfit Australia program, please click here

Smaller Agency Mentoring

The SAM Program is a Canberra-based mentoring scheme for public sector employees in the ICT industry, that launched in 2007.

The objective of the Australian Public Service in the 12-month SAM Program is to provide professional development guidance to Chief Information Officers of smaller agencies in the APS, and to assist them to progress their APS ICT careers. For smaller agency CIOs, the Program is a personal development opportunity and an avenue for knowledge management, building leadership capability and confidence building.

For more information about the Smaller Agency Mentoring program, please click here