Many organizations are making equity a key priority, but some are struggling to move beyond repeating buzzwords—particularly concerning gender gaps. Women are historically underrepresented in leadership roles right now—they only account for 23 percent of US senior business roles, but increasing parity has proven benefits. Organizations must increase the number of women and people from underrepresented communities in their board rooms and corner offices, but getting there is easier said than done. Until now, most organizations have focused on mentorship to help women rise to the top. However, these programs aren’t doing enough to retain top female talent in competitive marketplaces and industries. Mentorship programs are certainly valuable. They provide exposure, networking opportunities, and training for the skills women need to progress in their careers; however, mentorship opportunities without opportunities for advancement are hollow gestures. Mentors must move past simply offering advice and transition into career investors. Instead, they should recognize a person’s potential, find opportunities to highlight their skills, and put something of value—their reputation, a relationship with a client, or future business chances—on the line to secure an opportunity for that person.