#PeopleWithPurpose- How Sponsorships at W. L. Gore & Associates Promote Inclusion

Candidates today are looking for much more than just a paycheck. “People don’t want to just come in and do a job, they want to find a purpose” says Steve Amsden, Orion Talent Vice President of Diversity Initiatives and Military Outreach and host of the #PeoplewithPurpose podcast. In Episode 2 of #PeoplewithPurpose, Amsden interviews Natalie Crawford, Global Leader, Diversity, Equity, and Inclusion, and Kristen Bruner, Chief Human Resources and Communications Officer, at W. L. Gore & Associates about Gore’s innovative sponsorship program, the power of connection, and strategies for attracting and retaining diverse talent.

Gore’s Culture of Connection

Company founders Bill and Vieve Gore built W. L. Gore & Associates, a materials science company focused on discovery, product innovation, and rewarding careers for their Associates, around a core set of beliefs and principles. They fostered a community of small teams based on talent, mutual respect, trust, and a sense of belonging. Gore’s fundamental belief in each individual and their long-term success is alive and well in their sponsorship program.

Sponsorship / Mentorship Attracts and Retains Diverse Talent

Gore relies on the power of sponsors– voluntary yet formal relationships where associates serve as coaches, mentors, promoters, and counselors who guide each other’s success. Associates are assigned a sponsor as soon as they’re hired and can change sponsors at any time, seeking sponsors based on their personal development goals and career aspirations. Sponsorship continues throughout one’s entire career. Some sponsorships are short, others can last years.

“Each Associate has a person that is in their corner advocating for them, supporting them, coaching them, mentoring them– whatever that person might need,” Natalie says. She maintained the same sponsor for many years and talks about how much she values this powerful, supportive relationship in the podcast.

“To me, what’s most amazing is that this is a formal commitment to help someone succeed,” adds Kristen, “What I appreciate is that it’s a private relationship. You can really say or ask anything. That’s the nature of it. It is outside of a leadership accountability chain. It is designed to help you decode, understand, express frustration, ask for clarification, in such an authentic and real way that is unlike any other opportunity I’ve really ever seen.”

Investing in Future Success

By investing in Associates and showing that they are an important part of the company, employees are more likely to stay committed to the company’s long-term success. Steve, Natalie, and Kristen discuss the importance of investing in not only what employees are doing now, but where they see themselves in the future. Associates empower each other to grow in their knowledge, skill, and scope of responsibility. Fairness, inclusivity, personal responsibility, and teamwork create a great working environment.

“We know that people stay at companies where they feel valued and where they feel like they have a chance to develop,” says Natalie. Employees who feel connected, valued, and included are more likely to stay, “I think the part that’s super important is understanding and listening to what it is that your Associates or employees need. I think everyone wants to feel valued and I think, to me, that’s where the sponsoring piece comes in. It’s making people feel like they have the support that’s needed to get done what’s needed.”

Advice for Graduates

Finding a company whose mission and values you believe in makes a big difference. Natalie found a sense of belonging at Gore and talks about the impact this made throughout her career. “Try to find what connects with you from that organization,” she tells new grads. “Do your research. Once you’re hired, hold them to their promises. Maintain an open dialogue about how you can use your passion and purpose to advance the organization.”

Kristen discusses the importance of being open to trying new things, especially early in your career. “You’ve got to find a place you feel good about, but also one that’s going to stretch you and make you grow and create opportunities for you. But be willing to try something and do something that maybe isn’t what you thought it would be.” For example, working on a variety of projects allows you to learn a lot and see different facets of the company you’re working for.

Listen to #PeoplewithPurpose

Listen to “The Business of Connection- How Sponsorships at W. L. Gore & Associates Promote Inclusion” for a deep dive into what sponsorship is, best practices, lessons learned, and the true KPI of sponsorship– connection. Be sure to look for future episodes of #PeoplewithPurpose, where we will explore how industry learners, recruiting experts, and talent acquisitions trailblazers are building a people-first culture.

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