Mentoring for Women at DKV Seguros

Mentoring can change careers and entire company cultures along with them. The Women Mentoring Programme at DKV Seguros shows how targeted support for women has been rethinking leadership, making talent visible, and strengthening diversity in a sustainable way since 2019.

What does it take to step into a leadership role?

Often, it starts with a conversation and with someone who truly listens. This is exactly where the Women Mentoring Programme at DKV Seguros in Spain comes in – with structure, trust, and personal guidance.

Since 2019, the programme has been helping female talents identify their strengths, make them visible, and take the next step in their careers. It is a prime example of how a modern leadership culture is lived within the ERGO Group – close to people and with measurable impact.

Creating spaces where growth becomes possible

To date, more than 100 employees have participated in three programme cycles of the Women Mentoring Programme. The focus lies on topics such as female leadership, personal positioning, and strategic career development. Mentees are accompanied by experienced leaders – both women and men.

For Beatriz Aguado, Director of Culture at DKV Seguros, mentoring is much more than a development tool:

This attitude has shaped the programme from the very beginning and continues to create impact far beyond individual careers.

Visible impact for careers and the company

The results speak for themselves: Since its launch, 28 participants have taken their first or next step into leadership positions. For many, mentoring provided the decisive inspiration to take on greater responsibility and redefine their roles. The experiences of participants clearly show that targeted career mentoring goes far beyond professional development. It strengthens confidence, clarity, and personal growth while also having a tangible effect on company culture. The programme promotes exchange and mutual learning, strengthens motivation and collaboration, improves the working atmosphere, and helps us retain talented employees in the long term.

The mentees’ perspective: learning, growing, becoming visible

The core of the programme lies in regular mentoring sessions. In confidential conversations, mentees reflect on their roles, goals, and next steps. Together with their mentors, they develop an individual development plan – realistic, structured, and tailored to their personal strengths.

Another key success factor is the strong network that builds up through the programme. Mentors open doors, share connections, and make talent visible across departments and hierarchies. Many of these connections continue long after the programme ends.

At the end of each programme cycle, mentors and mentees are formally recognised in a celebration with the executive team. A visible sign of appreciation for their commitment.

Systematic mentor qualification as a success factor

It’s not only the mentees who learn. The mentors grow too. Every participant receives dedicated training at the start of the programme, focusing on mentoring techniques, communication, empowerment, and leadership. A comprehensive Mentoring Toolkit supports them in everyday practice.

Midway through each cycle, a follow-up training session deepens key leadership skills. Many mentors report that they themselves benefit greatly from the perspectives of their mentees. Mentoring thus becomes a mutual learning process that promotes openness and continuous development.

Diversity as a driver of success

The Women Mentoring Programme in Spain exemplifies the ERGO Group’s commitment to actively fostering female careers, embracing diversity, and rethinking leadership. It shows how equal opportunities are created: when people support each other, recognise potential, and grow together.

And this investment pays off. Not only internal results prove its value. Studies such as a McKinsey analysis show that companies with diverse leadership teams are significantly more successful.