“You Know You Work in Tech When the Toilet Seat is Up” : An Investigation of Female Protégés Working in Swedish IT Organizations and How They Use Mentorship to Advance in Their Careers

Abstract: Background and Research Purpose: Women working in male-dominated environments face experiences that are unique. In Sweden the number of women working in the IT field grows, and so should the representation of female managers and female seniors. But does it? The extensive underrepresentation of females in IT continues to add to the inequality between genders and the marginalization of female managers and seniors in Swedish society. For many individuals, being successful and developing in their careers is a common goal (Fagenson, 1989) and one method in particular is through mentorship (Kram, 1983).  Studies of protégés' experiences for career advancement especially in the field of mentoring in IT in Swedish organizations are limited, especially observing it from the female perspective. Women face gender-related interpersonal and organizational barriers which prevent them from attaining mentors as well as opportunities for learning. The aim of this study was to investigate women's careers, mentoring, and the barriers to their career progression from the mentee's perspective. Research Question: How are females working in the IT industry using mentorship as a tool for their career advancement? We used two supplementary research questions to assist in identifying additional information, thereby we wanted to further explore the interdependence between female and male mentors, and junior and senior mentors.   Method: The following study is of exploratory nature, thus, we used the qualitative research design to  collect data through semi-structured interviews. 15  participants helped us explore the experiences of female employees in the IT environment and contributed to a better understanding of a mentor's involvement, their proactive responses, and strategies that aided their mentee's careers. These interviews were performed with employees from 10 different Swedish IT companies.   Conclusion: We developed a model called the mentor relationship matrix, as we found mentoring traits that can be linked to male and female mentors as well as to seniority and juniority. We additionally discovered that mentorship can have a dark side. Our analysis shows that mentors can enable career advancement, though strategies which differ depending on the mentoring liaison and the mentor's personality. In conclusion, we discovered that despite gender, the personality of the mentor is most important for a successful mentoring relationship. Practical Implications: Emerging from our findings, women pursuing careers in IT can utilize our matrix to categorize their mentors and adapt to their surroundings. We want to encourage mentees to become lifelong learners, master speaking up and making their voices heard as well as cultivate a support system in the workplace.