Project: Corporate Mentoring for Inclusive Leadership

Location: Kenya

Client: Safaricom PLC

Years: 2018–2019

Description

Safaricom PLC partnered with The Human Edge to deliver a 12-month corporate mentoring programme aimed at accelerating the development of women leaders and embedding inclusive leadership practices across the organisation. This initiative was directly aligned with Safaricom’s commitment to becoming a “100% Human” workplace and achieving gender parity in leadership.

Objectives

• Equip senior and mid-level women leaders with the skills and mindset to mentor and grow others
• Support emerging women leaders in building confidence, clarity and leadership capacity
• Embed mentoring as a sustainable talent development and inclusion strategy
• Create a ripple effect of leadership growth that supports Safaricom’s broader diversity and equity goals

Approach

The Human Edge designed and implemented a structured 12-month in-person programme. Key elements included:

• Training 14 women leaders as mentors, each supporting two mentees
• Two six-month mentoring cohorts focused on reflection, active listening and goal setting
• Ongoing support including regular check-ins, peer learning calls and refresher sessions
• Emphasis on self-awareness, inclusion and confidence-building in both mentor and mentee journeys

Impact

For Mentees

• 100% reported increased confidence in overcoming fear of failure
• 92% improved their decision-making, communication and public speaking
• 86% expressed interest in becoming mentors themselves
• 40% progressed into new leadership roles within Safaricom
• 89% reported improved work-life balance

For Mentors

• 100% rated their growth in empathy, self-awareness and problem-solving
• 100% would recommend the programme to others
• 30% reported advancing in their own leadership journeys
• Mentors extended their impact, supporting 28 additional individuals beyond their assigned mentees

For Safaricom

• The programme contributed to a stronger pipeline of women leaders
• Created lasting peer networks and momentum for inclusive leadership practices
• Reinforced Safaricom’s positioning as a people-first, equity-driven organisation

Key Takeaways

• Mentoring fuels inclusion: Structured relationships helped build confidence, purpose and visibility among women leaders.
• Ripple effect in action: The programme inspired future mentors, extended beyond assigned pairs and contributed to career progression.
• Culture shift is possible: Safaricom used mentoring to make measurable progress on inclusion—not just in policy, but in lived experience.