Abstract: This research investigated the phenomena of females encountering difficulties in finding mentors in the U.S. Army, resulting in disparities in promotions, pay, and other areas. Specifically, the study focused on the lack of mentorship experienced by retiring female NCOs as they pursue senior leadership roles in the U.S. Department of Defense. Through personal interviews, former female U.S. Army NCOs’ perspectives on mentorship, advancement, and leadership evaluation were explored. Findings revealed genuine concerns among female NCOs regarding mentorship availability and its impact on promotions and leadership opportunities. Despite recognizing its importance, participants reported a lack of support for promotions and leadership positions, alongside instances of gender discrimination and biased evaluations, particularly affecting female soldiers returning from maternity leave. Recommendations include training participants to seek diverse mentorship opportunities, implementing changes in societal norms to mitigate gender conflicts and promoting objectivity among leaders. Future research should explore leadership strategies’ impact on both genders, should examine the experiences of women of color and should analyze the U.S. Army’s response to complaints about unfair treatment. Additionally, investigating soldiers’ approaches to fighting racial inequality in mentoring and including participants from diverse backgrounds would provide comprehensive insights. This study highlights the critical role of mentorship in female NCOs’ professional development in the U.S. Army. By addressing gender biases, promoting diversity, and ensuring equitable treatment, the military can create a more inclusive environment conducive to career advancement for all soldiers.