Gender difference can constitute a significant obstacle to a successful mentoring relationship. One of the reasons for this is that, historically, males have dominated most positions of significant authority and power. The classic portrait of the mentor as a seasoned and expert traveler on the workplace road therefore featured a male rather than a female as the representative role model and career advocate.

Males often avoid situations that might involve younger females as protégées because of inherent sexual implications. Also, females may be reluctant to approach males as potential mentors because such requests may be misinterpreted, as well as viewed as suspicious, generate gossip, and stigmatize both mentor and protégée. You may discover that you are able to avoid much of these dynamics by working through a company- or university-sponsored mentoring program, where there are clearly defined objectives and guidelines, and established mechanisms in place for immediate and effective intervention into issues if they arise.

In math, physics, computer science, and engineering, females tend to be underrepresented at all levels. If you have a protégée from these fields, be aware that they could need extra support. Wait for cues from your protégée, however, to avoid appearing to single her out for special treatment.

Sexual Harrassment

If you mentor someone of the opposite sex, extra sensitivity is required to avoid the appearance of sexual harassment. Inappropriate closeness between mentors and proteges will produce personal, ethical, and legal consequences not only for the persons involved but for the organizations and institutions of which they are a part. Be guided by common sense and knowledge of your own circumstances:

1. Is it inappropriate to invite your protégé to your home?

2. During meetings, should you keep the office door closed (for privacy) or open (to avoid the appearance of intimacy)?

3. Make an effort to forestall misunderstanding by practicing clear communication.