Women Supporting Women: Leading Through Mentorship and Advocacy

“There’s enough space for us all to be celebrated every day,” says Sarah Cush, regional director of management resources at Robert Half. Cush started as a talent manager in Robert Half’s administrative and customer service practice group and has held leadership roles for the past 15 years. Throughout her journey at Robert Half, she’s benefited from the support of several female leaders and received various accolades, including Rookie of the Year and an invitation to Reach for the Stars, Robert Half’s annual top-performer recognition trip.

Following in the footsteps of her top-notch mentors, Cush suggests highlighting and promoting other women’s success and accolades. “Invite others to join you on your growth journey.” 

Cush uplifts other women through Robert Half’s Global Women’s Employee Network (GWEN), where she was instrumental in developing and launching the network’s first-ever Lean In Circle program. “I have an opportunity to give back and impart my wisdom and learnings just as the women before me did,” she says.

Here, we catch up with Cush to explore her career growth at Robert Half, the role mentorship has had on her career advancement, and her top tips on how women can help support one another in the workplace. 

Tell us about your career journey. How have you grown your career? How have other women at Robert Half aided in your career growth?

I began my career journey with Robert Half in my mid-20s as a talent manager in our administrative and customer service practice group. After two years with Robert Half, I was promoted to my first leadership role, and after five years, I was selected for an instrumental leadership role in San Francisco. Within just three years, we had a high-performing team, including several managers I was able to mentor in the early stages of their career development. 

I received mentorship and support early on, which allowed me to push myself to new heights. Several female executive leaders advocated for me and positioned me for growth opportunities, such as promotions and participating in task forces. My leadership team allowed me to think creatively and offer “out of the box” solutions to our clients and candidates.

Can you tell us more about the role of mentorship in your career?

I’ve been a mentee and mentor within Robert Half’s formal mentorship program and informally with folks on my team, peers, and leaders.

Some of my most noteworthy female mentors are my mother, a single mom of three kids; Stephanie Naznitsky, my former manager; Sharon Black, former senior district president; and Kristina Marinovich, senior district president.

When I joined GWEN, I found an intimate community of female mentors and supporters. This has been one of my most impactful experiences during my 17-year journey. It’s a diverse community of strong women that focuses not only on professional development but also on mental health, personal growth, communication, authenticity, and allyship.

What career move are you most proud of?

I’m proud of joining GWEN’s Professional Development Committee and launching our Lean In Circle Program. The Circles are a space for women to come together to learn research-backed strategies to advance their careers while benefiting from peer mentorship, validation, and support.

I’m also proud of taking on the regional leadership role overseeing Honolulu operations. This allowed me to break away from my Bay Area foundation and status quo to see life at Robert Half through the eyes of a diverse group of individuals from different backgrounds and cultures. This experience propelled my growth as a more well-rounded leader — there’s so much more to our world and company than just one way of life.

How do you uplift other women with you as you grow your career?

As regional director, I’ll continue to develop and mentor women in all stages of their careers.

Through GWEN’s Lean In Circle Program, I’ll continue inviting other women to join our Lean In Committee and help train and develop them as GWEN leaders. As we launch annual Lean In Circle programs, I can directly impact hundreds of women who participate.

What are your top tips on how other women can help advance the careers of those around them?

Women can offer guidance, advice, and support to other women in their network, helping them navigate personal and professional challenges. This can be through formal mentoring programs or informally one-on-one. 

You can also share knowledge and skills in areas of proficiency to help other women upskill and move forward in their careers. This could be through workshops, online courses, or regular sessions.

Introducing women in your network to other influential people can open new doors for them, whether in a professional setting like a conference, a meeting, or a casual social gathering. 

Similarly, you can advocate for other women in professional settings, promoting their work and contributions to others and providing them opportunities for promotions or new roles.

Additionally, volunteering by offering time and skills to organizations dedicated to women’s empowerment, from pro-bono professional services to organizing events or campaigns, allows you to support other women. 

Finally, I recommend that women explore Lean In's website to learn more about how to support other women. 

How does Robert Half support women?

Robert Half provides women at the company with numerous professional growth opportunities through various career development programs and initiatives. Our workplace promotes equality, diversity, and inclusion, ensuring women have an equal chance to succeed. 

Flexible work arrangements enable women to better balance their professional and personal lives. Mentorship programs guide women toward career advancement and leadership roles. The company invests in training and development programs that help enhance women’s skills and abilities. 

Robert Half supports women’s wellness through various health and well-being programs. It encourages women to participate in community service activities to foster a sense of empowerment and leadership. Policies are in place to combat workplace harassment and ensure a safe and respectful working environment for women.

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