The Role of female mentorship in advancing women’s careers in Tier 1 banks in Nairobi

Abstract

A significant disparity in career progression persists between men and women globally, including in Kenya, as evidenced by the low representation of women in senior leadership positions within the banking sector. This study examined the influence of mentorship on the career development of women in Tier 1 banks in Nairobi. Specifically, the study sought to determine the effect of mentorship psychosocial support, overcoming gender-specific barriers, and mentorship attributes on women’s career development. The study was anchored on Social Cognitive Career Theory (SCCT) and Social Role Theory, which provide insights into both individual and structural dimensions of career advancement. The study adopted a positivist research philosophy and employed a descriptive cross-sectional research design. The target population comprised 364 women working in Tier 1 banks in Nairobi, from which a final sample of 341 respondents was obtained using purposive sampling. Primary data was collected using structured questionnaires. Data analysis involved both descriptive and inferential statistics, including correlation and multiple linear regression analysis, to examine relationships between the study variables. The findings revealed that mentorship psychosocial support, overcoming gender-specific barriers, and mentorship attributes all have a positive and statistically significant influence on women’s career development. Among these variables, mentorship psychosocial support emerged as the strongest predictor, followed by overcoming gender-specific barriers and mentorship attributes. The results further indicated that mentorship factors collectively explain a substantial proportion of the variation in career development outcomes, highlighting the critical role of mentorship in advancing women’s careers within the banking sector. The study concludes that effective mentorship is a key driver of women’s career progression in Tier 1 banks. Based on the findings, it is recommended that organizations institutionalize structured mentorship programs with a strong emphasis on psychosocial support, implement policies that address gender-specific barriers such as limited access to networks and leadership opportunities, and enhance mentorship quality by ensuring mentor accessibility, relatability, and role modelling. The study contributes to theory by reinforcing the relevance of SCCT and Social Role Theory in explaining career development outcomes and provides practical insights for organizations seeking to promote gender equity in leadership within the banking sector.