The University of New Mexico School of Medicine started a mentoring program in 1999 after receiving feedback from faculty that mentoring was one of the top responses to the question “What would you have wanted us to provide you when you started your faculty position to assure your success?” As the process continued, a “First mentor” was added to letters of offer for junior faculty hires. Mentoring of faculty was added to the guidelines for promotion to full professor. Although promotion as an outcomes is difficult to delineate as specifically due to mentoring, we have identified correlations between an extension of assigned mentors to new hires at the senior ranks and a tripling of the number of women and minority faculty members who attained the rank of full Professor resulting in an increase from 3 to 14 total minority faculty members and from 14 to 30% of full Professors who are women.