Mentoring has been known asan ancient way of educating and training young people by individual interaction, which is becoming more popular in modern day HRD. Nowadays more women are working in actual and virtual work places in the competitive globalized economy. Every part of labor market is concerned with restructuring and downsizing, threatening women's places at work. Women are becoming more conscious of having mentors to seek guidance and advice, to improve job skills, to be more focused, to gain access to networks, and to be empowered. Mentoring program for women in organizations is considered as an effective means of supporting career development and enhancing work life of women. However, women face considerable gender-related barriers when they try to initiate mentoring relationships in organizations with male mentors due to the lack of female mentors. This paper was undertaken to describe the barriers to women mentoring in organizations and to suggest strategies foradopting a mentoring system for women as a means of gaining access to opportunities to advance in their organizations. In this paper, basic issues concerning women mentoring in organizations were examined and strategies to overcome the barriers were discussed. Some successful cases of formal mentoring systems for women in foreign corporations were presented to find implications for establishment of women mentoring systems in Korean organizations.