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Give your team meaningful ways to lead. See the programs employers love—and the results they deliver.
Employee mentoring programs—especially volunteering-as-mentoring—drive measurable engagement, strengthen retention, accelerate leadership skill-building, enhance employer brand, and create lasting community impact. When your team mentors Orange County youth, everyone wins: employees grow, your company stands out, and local students gain the support they need to thrive.
Research shows a strong correlation between employee volunteering and workplace engagement. Engaged teams deliver 23% higher profitability, 18% greater productivity, and significantly lower turnover and absenteeism. They also produce better customer outcomes.[1][3]
Skills-based and pro bono volunteering cultivates inclusive leadership traits: commitment, courage, cognizance of bias, curiosity, cultural intelligence, and collaboration. Employees who mentor develop these capabilities faster than through traditional training alone.[4][5]
Volunteer programs and paid volunteer time are now mainstream expectations for top talent. Many firms offer volunteer time off (VTO), with a median of about 16 hours per year. A visible, well-supported mentoring program signals your commitment to community impact and diversity, equity, and inclusion.[1]
In Orange County, e-mentoring programs achieved 100% on-time graduation for 285 students and 90% college-confidence in 2021. Nationally, Big Brothers Big Sisters research with Harvard and the U.S. Treasury found mentored youth have higher college attendance (10–20%) and increased early-career earnings (15–20%). Public returns recoup program costs in about 7 years.[6][7][8]
Virtual workshops plus local professional mentors helping OC seniors stay on track to graduate and plan college/career paths.[6]
Learn moreMonthly, staff-facilitated sessions at company sites matching employees with local students for career exposure and soft-skills growth.[9]
Learn moreTrack pulse survey deltas and tie results to mentor cohorts to measure engagement improvements.
Compare 12-month retention rates between participants and non-participants; translate via engagement benchmarks.
Use CECP baselines: 23% median participation, 1.8 hours/employee, 75% hours growth since 2021.