Abstract
This developmental paper explores early-stage findings from a large survey of aspiring and emerging leaders across Wales, focusing specifically on mentoring experiences, needs and barriers. Although mentoring is widely promoted as a key mechanism for supporting women’s leadership progression, limited attention has been paid to how mentoring is actually experienced within gendered organisational contexts. Drawing on Kram’s mentor functions, Relational Cultural Theory, and Social Learning Theory, this paper examines how individuals seek mentoring for career development, psychosocial support and confidence-building, yet frequently encounter relational concerns, trust deficits and power imbalances that undermine engagement. The paper outlines preliminary thematic insights and identifies conceptual tensions around role modelling, relational safety and access to developmental networks. As a developmental contribution, the paper proposes an emerging conceptual model of gendered mentoring in Wales and outlines questions for feedback. The aim is to advance theorising on mentoring as a relational and structural gender-equality practice.