Mentoring programs are gaining traction as human resource development initiatives that can support women to advance in their careers in organizations. However, some of these programs are falling short of delivering on this promise due to particular inherent flaws. This case study considers the following three potential flaws of formal mentoring programs: (a) formal mentoring programs reinforcing hierarchy over partnership when it comes to female mentees; (b) formal mentoring programs acculturating to normative practices that perpetuate gender bias; and (c) formal mentoring programs only counting as remedial solutions for women. For each of these flaws, questions are presented to initiate dialogue on how mentoring programs can better support women's careers.