Decision-makers often consciously or unconsciously bond with and champion those who remind them of themselves. Minorities in particular need in-house mentors who champion them because they usually don't have natural role models and networks at their company. Mentors will educate you about your company's office politics and cultural norms, teach you valuable job skills and pass on industry knowledge. You mentor does not need to share your minority status. In fact, a straight white male mentor can be a major asset in your rise up the corporate ladder. It takes time, patience and investment to develop a meaningful relationship with someone who seems to be very different from yourself -- but it is worth it.

Networking

Women and minorities should actively participate in professional associations, both general and ethnically-based, to get to know successful peers. Socialize actively with the minority associations so you can learn from the lessons of others who are in similar positions as you. But be careful to also make contacts and seek out opportunities to connect with people outside of your demographic; otherwise, you risk limiting yourself. People are quick to feel threatened by what they don't understand, and you don't want to be stereotyped as narrow-minded or militant.

Eric Keene, a former McKinsey consultant who is African-American, advises, "Minorities and women should make special effort to attend the formal and not-so-formal social functions of the company. A lot of business/politicking gets done at these events, and a no-show can have greater consequences beyond not making face time with the partners."