This is National Mentoring Month. The concept began in 1997 by Harvard University and in 2002 was formally put in place by the U.S. and adopted by other countries including Canada. January was chosen because people make all kinds of resolutions and the organizers thought, “Why not resolve to mentor?”

In celebration of National Mentoring Month, Catalyst hosted a webinar last week on the topic. Here is some of what I learned during that conversation.

A well-managed corporate sponsored mentoring program provides great benefits to both organizations and individuals. Organizations find increased commitment from staff, reduced turn-over, improved company performance and greater knowledge sharing. Individuals experience decreased stress at work, increased job satisfaction, improved work performance and skills development, along with opportunities to be more visible to senior management.

We all know that the high majority of CEOs and board members leading companies in North America are men. Research shows that women lag behind men right from their first post-MBA job by earning up to $4,600 less than their male counterparts. High potential men who benefit from mentoring earn $9,600 more than high-potential females, have greater access to senior leaders and are placed in higher positions with the company, simply because they have more mentors in clout positions. Catalyst research also shows that women who have active mentors receive 27% higher salary benefits than women without mentors.  These numbers alone speak to the importance of mentors.

Mentors may be colleagues who offer career advice with the intention of developing an individual positively in their career. Mentors of influence or sponsors are usually people at a high level in the organization who can act as your advocate and assist with your visibility to upper management. Sponsors are ambitious for you and are there to speak on your behalf when you are not present.

So, what can we do as women to help break through the gender stereotypes and tap into the benefit of a mentor, or preferably a sponsor? Find a male sponsor. Men who better understand the barriers to women’s advancement in the workplace quickly become champions of gender equality. Once they are aware that inequality exists they see the importance of inclusion and creating a level playing field for everyone. Also, men are often in the senior influential ranks of the company and in a better position to become your advocate.

Once you have a male sponsor make sure you ask for what you want. Be ready to talk about your accomplishments and achievements and the work that you do. Be willing to take risks by taking stretch assignments and opportunities. Ask for feedback. Build relationships. Be a good role model by sponsoring someone behind you. Mentor a man. Cross-gender mentorship increases awareness and leads to men become gender equality champions whether you are the sponsor or protégé in a cross-gender mentorship.

There is your checklist. Now go out there and find a male mentor or sponsor who can help you achieve those goals you’ve written for the New Year.