Aspiring HR Director programme drives diversity at the top of the people profession
New research highlights how the CIPD Trust’s mentoring programme is opening doors to senior leadership for professionals from underrepresented backgrounds
New research highlights how the CIPD Trust’s mentoring programme is opening doors to senior leadership for professionals from underrepresented backgrounds
New data has revealed that the CIPD Trust’s Aspiring HR Director (AHRD) programme has had a transformative impact on diversity in senior leadership across the people profession.
Launched in 2019, the AHRD programme was designed to support a more representative profession, particularly at senior levels, by helping participants move towards leadership roles. Of the 124 participants to date, 46% have come from ethnic minority backgrounds, and 87% are female.
The latest CIPD research shows that 81% of participants reported a positive change in their employment status within the first six months of participating in the programme. And 94% reported feeling better equipped to advance in their careers.
By matching up aspiring leaders with existing HR directors and CPOs, the programme has highlighted the importance of mentoring in the profession.
“Our AHRD programme is about more than personal development. It’s about mentoring future leaders and creating lasting change. By supporting diverse talent, we’re helping to shape a more inclusive and dynamic future for HR leadership.”
The AHRD programme runs for 9 to 12 months and provides a structured learning experience through webinars delivered by leadership expert Professor David Clutterbuck and one-to-one mentoring with experienced leaders. Run in groups of no more than 15, participants have also benefited from a supportive learning community where they can share experiences and insights with their peers.
Participants have reported that the programme has helped them build confidence, expand their networks and overcome barriers to progression. Through support with imposter syndrome, building confidence to step into a new role and understanding other environments and industries, the mentoring programme has been an essential factor in their success.
It’s also been a positive two-way learning process, with mentors taking valuable insights back to their organisations to drive change and develop a more inclusive culture. They have also praised the ‘feel-good’ factor of the programme, enjoying the opportunity to give back to the profession and support people from underrepresented groups in forging their own career paths.
“It wasn’t work – it was a privilege. Sometimes you just need to be the person who supports someone and ask the right questions in the right way. That’s what mentoring is really about.”
