Mentoring programs are widely regarded as key tools for career development, particularly in academia and medicine. However, despite the widespread implementation of female mentoring programs, gender disparities in leadership positions persist. This chapter explores different mentoring models, the impact of informal versus formal mentoring, and the effectiveness of these programs in addressing gender inequality in academic radiology. While mentoring can provide essential career guidance and support, research suggests that mentorship alone is insufficient to close the gender gap. A critical distinction must be made between mentoring and sponsorship, with the latter involving active advocacy and career advancement opportunities. Additionally, structural barriers such as biased leadership expectations, gender stereotypes, and intra-gender conflicts, including pink-on-pink aggression, are examined. The role of male allies in mentoring programs is emphasized as a crucial factor for systemic change. The chapter argues for the inclusion of sponsorship within mentoring programs, implementation of female leadership quotas, and a shift in workplace culture to promote inclusive leadership styles. Without structural reform, mentoring risks becoming a superficial solution rather than a transformative force. A well-designed mentoring program, coupled with sponsorship and institutional change, is essential for fostering true gender equity in leadership.