This article deals with a subject that is almost any company in Canada, and several other countries. It is obvious that among the recent years, the view of managers on women and men as leaders of business improved significantly. Women are increasingly treated equal to men in promotions and job offers.

One way that women are becoming more active in pursuit of a better name for themselves in a given enterprise, it is with the help of "Mentors". These are people who can guide them better by giving them important advice and teaching them stuff they can be used for better view. "In a 2010 World Economics Forum Report on corporate practices for gender diversity in 20 Countries, 59% Of The Companies Surveyed Say THEY LED Internally offer mentoring and Networking Program, and 28% say THEY Have Women-specific programs."

There is also another term, the "sponsorship". This is when the mentor uses his influence senior leaders to promote his "mentee". A survey was created to know why men who receive the "mentoring" are better than women who have the same benefits as them. The results showed that women are over-"mentored" compared to men then they do not get the time of sponsorship in return. They are often suspected it on their abilities as a leader or future director, making the leap to a higher level of mentoring more difficult. The data show that both sexes receive the same average amount of trading post, but men are still receiving more promotions in the field, up to 15% more.

At Deutsche Bank, women left their positions in the company often simply because they were offered a job that gave him a title they never thought to get this bank. The bank's response was to create "sponsorships" that salaries of women in areas more critical than those that were traditionally delivered. This is an example of a company that has taken initiative to get better view then to have