Mentoring is an effective tool for retaining minorities who are in higher education and on the path to productive careers. Within business organizations, the link between mentoring and career advancement is widely acknowledged. The stages of mentoring functions include the following: (1) teaching techniques in a guided apprenticeship; (2) counseling, supporting, and introducing the protege to key people; (3) intervening with influence; and (4) recommending and sponsoring the protege for positions. Within higher education, current data seem to indicate a positive relationship between the numbers of black faculty at predominantly white institutions and recruitment, admissions, and graduation rates of black students. However, on many campuses, the gap between admission rates for minorities and graduation rates may be due to the lack of real support during the college experience. In addition, aspects of the minority experience in graduate education may have negative consequences for career development if students are not included in collaborative socialization with faculty. Such experience can be key to later career development. A survey of students on a campus integrated since 1960 found that minority faculty were involved with students and visible on campus only to a very low degree. It is concluded that mentoring may make a real difference to minority students. Included are one table and seven references. (JB)