Mentoring Programs for Women and Minorites at the Work Place

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The assignment does not seem to hard, since there are tons of resources out there on it.

I'm going to try to include the nature of the organization, management and policy within my comments below.
I'll just put out a few ideas and sources, as always.

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This is the mother-load, since it summarizes the literature in this field. This is really all you need, since there are 80 works listed here, each with a brief description:
http://www.centerforcreativeleadership.com/leadership/pdf/research/FormalMentoringPrograms.pdf

Let's define the concept first. One of the more important definitions is found in this book:
Zey, Michael G. The Mentor Connection: Strategic Alliances in Corporate
Life. New Brunswick, NJ: Transaction Publishers, 1991

On page 7, Zey defines mentoring as a relationship where one person oversees the career development of someone else. The roles of the mentor are diverse, and include teaching, helping, coaching, protecting and promoting. It's all about building trust, creating networks and exposing different people to management.

Now, here is a list of a few papers that deal with mentoring and specifically, mentoring to women and minorities in the organization, that is, most of what I have described below deals with the managerial and policy elements of the program(s).

Antal, Ariane B. Odysseus' legacy to management development: Mentoring.
European Management Journal 11:4, 1993, pp. 448-454
This one is about several case studies in Sweden. The basic gist is that these mentoring programs (mostly for higher-level women) were very successful since they increased motivation, built relationships and trust. The author also claims that these mentoring programs work because high level management is involved. In other words, it has to come from the top and be as formal as possible - it ...