CIPD Trust’s HR mentoring programme sees half of participants promoted to senior roles, opening doors to more diverse leadership

Over 60 participants in the CIPD Trust Aspiring HR Directors’ (HRD) Programme, designed to support aspiring HR leaders from underrepresented backgrounds, have been promoted to senior roles since the programme began, according to its latest report.

The programme was established in 2019 to give up-and-coming people professionals the chance to learn from senior HR leaders through 9-12 months of mentoring. Since then, it has supported 124 mentees via 10 cohorts, and at least half have been promoted including to HR Director or Chief People Officer roles so far, demonstrating its success.

The new report, Leading with purpose: opening doors to senior HR roles, also shows that in the 2023-2024 cohort*:

• 78% of mentees experienced improved self-confidence.
• 81% reported a positive change in their employment status within the first six months of the programme.
• 94% felt better equipped to advance in their careers.
• 100% said that they felt better equipped with the skills to progress as an HR professional.

Sally Eley, Head of the CIPD Trust, said:

“We’re very proud of our Aspiring HRD Programme, which has been invaluable in driving diversity within senior leadership in the people profession. The results speak for themselves, and the positive impact extends beyond these individuals. Mentors have described how the programme has helped them to expand their leadership capabilities and broaden their perspectives, while employers have benefitted from more inclusive practices. Through initiatives like these we’ll continue to champion the growth of the next generation of HR leaders and help to positively shape organisations.”

Krystle Siaw, a dynamic HR professional who was working at a logistics company, was paired with Emma Jayne, Group People & Culture Director at KYN, as part of the programme. Krystle went on to secure an HR leadership role at the LEGO Group and credits much of her journey to the mentoring and being matched with Emma.

Reflecting on her experience, Krystle said:

“Emma saw the big picture, and she never judged. It wasn’t just career advice - it was about how I show up at work and stay true to who I am. She helped me understand what I needed to thrive and how to communicate that with confidence. I’ll be forever grateful that I was matched with her.”

Emma added:

“Working with Krystle reminded me that mentoring isn’t about having all the answers. It’s about being open, curious and willing to learn. She gave me permission to ask the uncomfortable questions and to better understand what inclusion really means from someone living her experience.” 

The Leading with purpose: opening doors to senior HR roles report also sets out recommendations for organisations to diversify their senior people teams. 

These recommendations, based on insights from participants in the programme, include:

• Making leadership accessible and visible, encouraging senior leaders to share their own career journeys and setbacks.
• Adopting external and internal mentoring as part of L&D strategies across the organisation.
• Supporting HR professionals at managerial levels to work in different parts of the organisation to improve their skillset.
• Implementing policies and approaches that reduce barriers to entry at the senior levels of HR, for example supporting flexible working and hiring for skills, rather than a prescriptive set of experiences.

To register interest in mentoring a future people director, get in touch with the CIPD Trust: Mentoring aspiring people professionals - CIPD Trust

Read the report