Getting a foot in the door is only the beginning of a career in technology.
For people to stay, develop and progress, they also need access to trusted advice, professional networks and senior advocates who can help open doors.
That challenge was the focus of a gathering at CommBank's Sydney headquarters today, where representatives from government, industry, education and community organisations came together to launch the Guide to Mentoring and Networking for Digital Talent. The resource aims to help organisations create stronger mentoring, networking and sponsorship programs that support people to enter, stay and thrive in digital careers.
The guide was launched by NSW Minister for Skills, TAFE and Tertiary Education Steve Whan and developed through the NSW Digital Skills and Workforce Compact, a collaboration designed to help address the state's future digital workforce needs. CommBank played a key role in its development through the bank's Innovation Ecosystems team, which co-chaired the Compact's mentoring and networking workstream.
The launch comes as NSW faces a projected shortfall of 85,000 digital workers by 20301. While attracting more people into technology will be important, creating workplaces where they can build long-term careers will be just as critical.
Research by the Tech Council of Australia, developed in partnership with CommBank, found 36 per cent of women leave highly technical occupations after age 40, compared with 21 per cent of men2. The findings highlight why addressing retention and career progression has become a growing focus across the technology sector.
The role of workplace relationships
Access to career guidance, professional networks and advocates within organisations can have a significant impact on career outcomes.
These connections often influence who learns about opportunities, receives support to navigate career challenges and gains visibility for more senior or specialised roles. Yet access to those relationships is not always evenly distributed.
The new guide aims to help organisations take a more structured approach to mentoring, networking and sponsorship, providing practical tools that can be tailored to different workplaces and workforce needs.
Sabina Streatfeild, Executive Manager Innovation Ecosystems at CommBank and Co-Chair of the NSW Digital Skills Compact mentoring and networking workstream, said building a stronger and more diverse digital workforce requires organisations to think beyond recruitment.
"Building a stronger and more diverse digital workforce requires action across the full career pathway."
"Creating opportunities is important, but so is ensuring people have access to the networks, guidance and sponsorship that help them grow and succeed."
"What makes this guide particularly valuable is that it brings together practical insights from organisations across industry, education, government and the community sector and translates them into actions employers can take."
From informal support to deliberate sponsorship
At CommBank, these themes have informed initiatives including EmpowerHer, a sponsorship program supporting women across technology, data, cyber security and engineering teams.
The program connects participants with senior leaders outside their direct reporting lines, helping them build networks, increase visibility and identify new career opportunities.
The guide explores the distinct role of sponsorship alongside mentoring and networking. While mentors can provide advice and guidance, sponsors actively advocate for individuals and connect them with career opportunities. Networks, meanwhile, help broaden access to relationships and professional experiences.
Turning collaboration into practical action
Delivered through the Future Skills Organisation’s Digital Knowledge Exchange program, the guide brings together practical tools, evidence and case studies from organisations working across the digital workforce ecosystem.
Rather than prescribing a single model, it encourages organisations to understand their workforce needs, start with a clear purpose and continuously improve their programs over time.
The resource includes a five-step roadmap covering everything from setting objectives and designing for inclusion through to preparing participants, establishing safeguards and measuring outcomes. It also includes diagnostic tools, templates and Australian case studies to help organisations put ideas into practice.
The guide was shaped by contributions from organisations across government, industry, education and the community sector, reflecting the collaborative approach at the heart of the NSW Digital Skills and Workforce Compact. Contributors included the Australian Disability Network, Corporate Culcha, Deadly Coders, Generation Australia, ANZ and the Tech Council of Australia, alongside members of the mentoring and networking working group.
Building pathways into digital careers
The guide complements broader initiatives aimed at expanding access to digital careers.
As a signatory to the Compact's 20% Alternative Pathways Pledge, CommBank has committed that 20 per cent of its digital entry-level hires will come from alternative educational pathways by 20303.
While initiatives such as the pledge focus on broadening pathways into technology careers, the new guide is focused on what happens next: helping organisations create environments where people can build meaningful and sustainable careers once they enter the workforce.
NSW Minister for Skills, TAFE and Tertiary Education Steve Whan said attracting and retaining digital talent will be critical to meeting future workforce needs.
“Building the digital workforce NSW needs is not only about attracting more people into the sector. It is also about creating workplaces where people from different backgrounds have the support, networks and opportunities to build lasting careers.”
“As demand for digital skills continues to grow, we need to make sure more people can enter the sector, progress in their careers and reach their full potential.”
"This guide gives organisations practical tools to turn that intent into action and build stronger, more inclusive digital workforces for the future."
