{"id":9332,"date":"2026-08-19T17:54:20","date_gmt":"2026-08-19T13:54:20","guid":{"rendered":"https:\/\/matsh.co\/en\/?post_type=course&#038;p=9332"},"modified":"2026-09-14T12:09:43","modified_gmt":"2026-09-14T08:09:43","slug":"designing-a-womens-mentorship-programme","status":"publish","type":"course","link":"https:\/\/matsh.co\/en\/course\/designing-a-womens-mentorship-programme\/","title":{"rendered":"Designing a Women&#8217;s Mentorship Programme"},"content":{"rendered":"<style>\n.course-hook{background:#f8fafc;border:1.5px solid #d0dce8;border-radius:16px;padding:36px 40px;margin-bottom:32px}\n.course-hook .ch-lead{font-size:1rem;color:#2d3a4a;line-height:1.85;margin:0 0 24px}\n.course-hook .ch-stats{display:flex;flex-wrap:wrap;gap:14px}\n.ch-stat{background:#fff;border:1.5px solid #d0dce8;border-radius:12px;padding:16px 20px;flex:1;min-width:130px;text-align:center}\n.ch-stat strong{display:block;font-size:1.6rem;font-weight:800;color:var(--teal,#1B8F6E);line-height:1}\n.ch-stat span{font-size:.75rem;color:#5a6a7e;line-height:1.5;display:block;margin-top:5px}\n<\/style>\n<div class=\"course-hook\">\n  <h2 style=\"font-size:clamp(1.15rem,2.5vw,1.5rem);font-weight:800;color:#1a2535;line-height:1.25;margin:0 0 14px\">Most Women's Mentorship Programmes Fail Quietly. Pairs Get Matched, Then Nothing Structured Happens After.<\/h2>\n  <p class=\"ch-lead\">Launching a mentorship programme is easy, matching names on a spreadsheet takes an afternoon. Building one that actually changes retention and promotion outcomes requires structure most organisations skip entirely: clear objectives, real matching criteria, guided conversation frameworks, and a way to measure whether it's actually working.<\/p>\n  <div class=\"ch-stats\"><div class=\"ch-stat\"><strong>70%<\/strong><span>of informal mentorship programmes lose momentum within six months without structure<\/span><\/div><div class=\"ch-stat\"><strong>25%<\/strong><span>higher promotion rate for women with structured mentorship versus none<\/span><\/div><div class=\"ch-stat\"><strong>1 Programme<\/strong><span>designed properly outlasts and outperforms years of ad-hoc informal matching<\/span><\/div><\/div>\n<\/div>\n\n<style>\n.wm-hero{background:linear-gradient(135deg,#4a1030 0%,#a0336e 100%);border-radius:16px;padding:52px 44px;color:#fff;margin-bottom:44px}\n.wm-hero h1{font-size:clamp(1.65rem,4vw,2.2rem);font-weight:800;line-height:1.2;margin:16px 0 14px}\n.wm-hero p{font-size:1.05rem;opacity:.92;line-height:1.8;max-width:640px;margin:0 0 30px}\n.wm-tag{background:rgba(255,255,255,.18);border-radius:20px;padding:5px 16px;font-size:.75rem;font-weight:700;letter-spacing:.1em;text-transform:uppercase;display:inline-block}\n.wm-pain{background:#fdf3f8;border-left:5px solid #a0336e;border-radius:0 14px 14px 0;padding:30px 34px;margin-bottom:44px}\n.wm-pain ul{margin:12px 0 0;padding-left:20px;line-height:2.1;color:#4a1030}\n.wm-section-h{font-size:1.45rem;font-weight:800;color:#4a1030;border-bottom:3px solid #a0336e;padding-bottom:10px;margin:44px 0 24px}\n.wm-cards{display:grid;grid-template-columns:repeat(auto-fit,minmax(230px,1fr));gap:18px;margin-bottom:44px}\n.wm-card{border:1.5px solid #edc0da;border-radius:14px;padding:22px 20px}\n.wm-card h4{margin:8px 0;color:#4a1030;font-size:.95rem;font-weight:700}\n.wm-card p{margin:0;font-size:.84rem;color:#7a3a5a;line-height:1.65}\n.wm-gains{background:#fdf3f8;border-radius:16px;padding:36px;margin-bottom:44px}\n.wm-gain-grid{display:grid;grid-template-columns:repeat(auto-fit,minmax(240px,1fr));gap:14px}\n.wm-gain{background:#fff;border-radius:10px;padding:16px 20px;display:flex;gap:12px;align-items:flex-start}\n.wm-check{color:#a0336e;font-size:1.25rem;flex-shrink:0}\n.wm-gain span{font-size:.88rem;line-height:1.65;color:#2d3a4a}\n.wm-day{border:1.5px solid #edc0da;border-radius:14px;overflow:hidden;margin-bottom:16px}\n.wm-day-head{background:#4a1030;color:#fff;padding:16px 24px;display:flex;align-items:center;gap:16px}\n.wm-day-num{background:#a0336e;width:38px;height:38px;border-radius:50%;display:flex;align-items:center;justify-content:center;font-weight:800;font-size:.95rem;flex-shrink:0}\n.wm-day-body{padding:22px 26px}\n.wm-day-body p{margin:0 0 14px;color:#444f5e;line-height:1.8;font-size:.93rem}\n.wm-day-body ul{margin:0;padding-left:20px;color:#444f5e;line-height:2;font-size:.9rem}\n.wm-stat{background:#4a1030;color:#fff;border-radius:16px;padding:36px 40px;margin:44px 0;text-align:center}\n.wm-stat-row{display:flex;flex-wrap:wrap;justify-content:center;gap:36px;margin:20px 0 28px}\n.wm-stat-item strong{display:block;font-size:2rem;font-weight:800;color:#e895c0}\n.wm-stat-item span{font-size:.8rem;opacity:.82;line-height:1.6;display:block;margin-top:4px;color:#fff}\n.wm-quote{background:rgba(255,255,255,.08);border-left:3px solid #e895c0;border-radius:0 12px 12px 0;padding:20px 24px;max-width:600px;margin:4px auto 0;font-style:italic;color:#f0c0dc}\n.wm-org{background:#fdf3f8;border-radius:16px;padding:36px;margin-bottom:44px}\n.wm-org-list{display:grid;grid-template-columns:repeat(auto-fit,minmax(240px,1fr));gap:12px;margin-top:16px}\n.wm-org-item{display:flex;gap:10px;font-size:.88rem;color:#4a1030;line-height:1.65}\n.wm-org-item::before{content:\"\u2192\";color:#a0336e;font-weight:700;flex-shrink:0}\n.wm-faq{border-bottom:1px solid #edc0da;padding:18px 0}\n.wm-faq:last-child{border-bottom:none}\n.wm-faq-q{font-weight:700;color:#4a1030;margin:0 0 8px;font-size:.95rem}\n.wm-faq-a{color:#7a3a5a;font-size:.88rem;line-height:1.75;margin:0}\n.wm-related{display:grid;grid-template-columns:repeat(auto-fit,minmax(220px,1fr));gap:14px;margin-bottom:44px}\n.wm-rel{border:1.5px solid #edc0da;border-radius:10px;padding:16px 18px;text-decoration:none;color:#4a1030;font-weight:600;font-size:.88rem;display:flex;align-items:center;gap:8px}\n.wm-cta{background:linear-gradient(135deg,#a0336e,#4a1030);border-radius:16px;padding:44px;text-align:center;color:#fff;margin-top:44px}\n.wm-cta h3{font-size:1.5rem;font-weight:800;margin:0 0 12px;color:#fff}\n.wm-cta p{opacity:.9;margin:0 0 28px;font-size:.97rem;line-height:1.7;color:#fff}\n<\/style>\n\n<div class=\"wm-pain\">\n  <p style=\"font-weight:700;font-size:1.05rem;margin:0;color:#4a1030\">Organisations running unstructured mentorship programmes typically see:<\/p>\n  <ul>\n    <li>Pairs matched once and never checked in on again, with no idea whether the relationship is actually working<\/li>\n    <li>Mentees unsure what to actually ask for or how to structure conversations, so sessions drift without purpose<\/li>\n    <li>Senior women mentors overloaded because they're the only ones asked, leading to burnout and eventual withdrawal<\/li>\n    <li>No clear link between the programme and actual promotion or retention outcomes, making it hard to justify continued investment<\/li>\n    <li>Matching based on availability rather than genuine developmental fit, producing lukewarm pairs that fizzle out<\/li>\n    <li>A programme that exists on paper for diversity reporting but delivers little real developmental value<\/li>\n  <\/ul>\n  <p style=\"margin:16px 0 0;font-weight:700;color:#a0336e;font-size:.97rem\">This course builds the actual programme architecture, matching criteria, conversation frameworks, and measurement, that turns mentorship into a genuine retention and advancement tool.<\/p>\n<\/div>\n\n<h2 class=\"wm-section-h\">Who This Course Is For<\/h2>\n<div class=\"wm-cards\">\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83e\uddd1\u200d\ud83d\udcbc<\/div><h4>HR and L&D Programme Designers<\/h4><p>Tasked with building or relaunching a women's mentorship or sponsorship programme from the ground up.<\/p><\/div>\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83d\udcca<\/div><h4>DEI and Talent Development Leads<\/h4><p>Needing a mentorship programme that produces measurable retention and advancement outcomes, not just goodwill.<\/p><\/div>\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83c\udfe2<\/div><h4>Women's Network and ERG Leaders<\/h4><p>Running internal women's networks or employee resource groups looking to formalise mentorship offerings.<\/p><\/div>\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83c\udfaf<\/div><h4>Programme Managers<\/h4><p>Responsible for an existing mentorship programme that has lost momentum and needs a genuine relaunch.<\/p><\/div>\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83c\udf0d<\/div><h4>NGO and Development Sector Staff<\/h4><p>Designing mentorship components within broader women's economic empowerment or leadership programmes.<\/p><\/div>\n  <div class=\"wm-card\"><div style=\"font-size:1.8rem\">\ud83d\udc65<\/div><h4>Senior Leaders Sponsoring the Initiative<\/h4><p>Championing a mentorship programme at the organisational level and needing to understand what actually makes one work.<\/p><\/div>\n<\/div>\n\n<div class=\"wm-gains\">\n  <h2 style=\"font-size:1.45rem;font-weight:800;color:#4a1030;margin:0 0 6px\">What You Will Leave With<\/h2>\n  <p style=\"color:#7a3a5a;margin:0 0 24px;font-size:.95rem\">A complete, ready-to-launch programme architecture, not just inspiration.<\/p>\n  <div class=\"wm-gain-grid\">\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Programme objective framework<\/strong>, defining what your specific programme is actually trying to achieve, retention, advancement, skill-building, or a mix<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Matching methodology<\/strong>, criteria and process for pairing mentors and mentees for genuine developmental fit, not just availability<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Conversation guides<\/strong>, structured discussion frameworks for the first meeting through to the final session<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Mentor training toolkit<\/strong>, a short training module for mentors to ensure quality and consistency across pairs<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Sponsorship versus mentorship model<\/strong>, understanding the distinction and building a sponsorship layer for high-potential women<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Measurement framework<\/strong>, specific metrics to track programme impact on retention, promotion, and satisfaction<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Mentor load-balancing strategy<\/strong>, avoiding burnout among the small group of senior women typically asked to mentor<\/span><\/div>\n    <div class=\"wm-gain\"><span class=\"wm-check\">\u2713<\/span><span><strong>Complete launch plan<\/strong>, a ready-to-execute rollout timeline for your own organisation<\/span><\/div>\n  <\/div>\n<\/div>\n\n<h2 class=\"wm-section-h\">Programme Curriculum<\/h2>\n\n<div class=\"wm-day\">\n  <div class=\"wm-day-head\"><div class=\"wm-day-num\">1<\/div><strong>Programme Foundations, Objectives, and Matching Design<\/strong><\/div>\n  <div class=\"wm-day-body\">\n    <p><strong>Why this module matters:<\/strong> Most mentorship programmes fail because they're launched before anyone has clearly defined what success looks like. This module forces this clarity first, then builds the matching methodology that determines whether pairs actually develop genuine, useful relationships or simply go through the motions.<\/p>\n    <ul>\n      <li>Defining programme objectives: retention, advancement, skill development, or network-building, and why this choice shapes everything downstream<\/li>\n      <li>Mentorship versus sponsorship: the critical distinction and why organisations need both<\/li>\n      <li>Matching criteria: developmental fit, working style, career stage, and avoiding common matching mistakes<\/li>\n      <li>Voluntary versus assigned participation: trade-offs and what the evidence supports<\/li>\n      <li>Programme scope and cohort sizing: right-sizing your first cohort for a strong pilot<\/li>\n      <li>Building your specific programme objective statement, a working session with direct facilitator feedback<\/li>\n    <\/ul>\n  <\/div>\n<\/div>\n\n<div class=\"wm-day\">\n  <div class=\"wm-day-head\"><div class=\"wm-day-num\">2<\/div><strong>Structure, Mentor Training, and Sustaining Momentum<\/strong><\/div>\n  <div class=\"wm-day-body\">\n    <p><strong>Why this module matters:<\/strong> A well-matched pair with no structure still tends to drift after two or three meetings. This module builds the specific tools, conversation guides, mentor training, and check-in cadence, that keep pairs engaged and productive through a full programme cycle, then addresses the measurement piece that justifies continued investment.<\/p>\n    <ul>\n      <li>Conversation frameworks: structured guides for first meetings through goal-setting to closing sessions<\/li>\n      <li>Mentor training essentials: a short onboarding module to ensure mentor quality and consistency<\/li>\n      <li>Avoiding mentor burnout: load-balancing strategies so the same senior women aren't repeatedly over-tapped<\/li>\n      <li>Check-in cadence and programme coordinator role: what light-touch oversight actually looks like in practice<\/li>\n      <li>Measurement framework: specific metrics for retention, promotion rate, and participant satisfaction<\/li>\n      <li>Building your complete 90-day launch plan for your own organisation, with a realistic pilot cohort timeline<\/li>\n    <\/ul>\n  <\/div>\n<\/div>\n\n<div class=\"wm-org\">\n  <h3 style=\"font-size:1.15rem;font-weight:800;color:#4a1030;margin:0 0 10px\">\ud83d\udccb For HR Directors and Organisational Leaders<\/h3>\n  <p style=\"color:#4a1030;font-size:.92rem;line-height:1.75;margin:0 0 6px\">A well-designed mentorship programme delivers measurable organisational value:<\/p>\n  <div class=\"wm-org-list\">\n    <div class=\"wm-org-item\">Improved retention among women employees, who cite mentorship access as a top factor in staying<\/div>\n    <div class=\"wm-org-item\">Stronger internal promotion pipeline, with measurable advancement outcomes tied directly to programme participation<\/div>\n    <div class=\"wm-org-item\">Better succession planning visibility, senior leaders gain direct insight into emerging talent<\/div>\n    <div class=\"wm-org-item\">Credible DEI reporting, a structured programme with real metrics rather than a goodwill initiative<\/div>\n    <div class=\"wm-org-item\">Stronger employer brand, particularly valuable for attracting and retaining senior women candidates<\/div>\n    <div class=\"wm-org-item\">More sustainable senior mentor engagement, avoiding the burnout that kills most informal programmes<\/div>\n  <\/div>\n  <div style=\"margin-top:24px;padding-top:20px;border-top:1px solid #edc0da\">\n    <strong style=\"color:#4a1030\">In-House Delivery for Your Team<\/strong>\n    <p style=\"margin:8px 0 16px;font-size:.9rem;color:#4a1030\">We deliver this as an in-house working session for your programme design team, building your actual programme architecture during the session itself. Contact us to discuss.<\/p>\n    <a href=\"\/en\/contact-us\/?type=inhouse&course=Designing+a+Women%27s+Mentorship+Programme\" style=\"background:#4a1030;color:#fff;padding:12px 26px;border-radius:8px;text-decoration:none;font-weight:700;font-size:.9rem;display:inline-block\">Request In-House Delivery \u2192<\/a>\n  <\/div>\n<\/div>\n\n<div style=\"border:1.5px solid #edc0da;border-radius:14px;overflow:hidden;margin-bottom:44px\">\n  <div style=\"background:#fdf3f8;padding:18px 24px;border-bottom:1px solid #edc0da\"><strong style=\"color:#4a1030\">Course At a Glance<\/strong><\/div>\n  <table style=\"width:100%;border-collapse:collapse;font-size:.9rem\">\n    <tr style=\"border-bottom:1px solid #f5d8ea\"><td style=\"padding:14px 24px;font-weight:600;color:#4a1030;width:35%\">Format<\/td><td style=\"padding:14px 24px;color:#7a3a5a\">Comprehensive modular curriculum, delivered flexibly to match your programme length<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #f5d8ea;background:#fef9fc\"><td style=\"padding:14px 24px;font-weight:600;color:#4a1030\">Locations<\/td><td style=\"padding:14px 24px;color:#3a4a5e\">Multiple locations \u00b7 Online available<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #f5d8ea\"><td style=\"padding:14px 24px;font-weight:600;color:#4a1030\">Investment<\/td><td style=\"padding:14px 24px;color:#7a3a5a\"><strong style=\"color:#4a1030\"><\/strong> \u00b7 Group rates available<\/td><\/tr>\n    <tr style=\"border-bottom:1px solid #f5d8ea;background:#fef9fc\"><td style=\"padding:14px 24px;font-weight:600;color:#4a1030\">Methodology<\/td><td style=\"padding:14px 24px;color:#7a3a5a\">Hands-on programme design workshop, building your actual programme materials during the course<\/td><\/tr>\n    <tr><td style=\"padding:14px 24px;font-weight:600;color:#4a1030\">What's Included<\/td><td style=\"padding:14px 24px;color:#7a3a5a\">Programme design toolkit, conversation guide templates, mentor training module, measurement dashboard template, certificate<\/td><\/tr>\n  <\/table>\n<\/div>\n\n<h2 class=\"wm-section-h\">Common Questions<\/h2>\n<div style=\"margin-bottom:44px\">\n  <div class=\"wm-faq\"><p class=\"wm-faq-q\">Do we need to already have a mentorship programme in place to benefit from this course?<\/p><p class=\"wm-faq-a\">No, the course is built for both fresh launches and relaunches of a stalled existing programme. Participants without an existing programme leave with a complete design ready to launch; those with an existing one leave with a specific diagnosis of what to fix.<\/p><\/div>\n  <div class=\"wm-faq\"><p class=\"wm-faq-q\">Is this course only relevant for large organisations with significant HR resources?<\/p><p class=\"wm-faq-a\">No, the frameworks scale down effectively for smaller organisations. A lightweight version of the matching methodology and conversation guides works well even for a programme with a handful of pairs.<\/p><\/div>\n  <div class=\"wm-faq\"><p class=\"wm-faq-q\">Does the course address sponsorship as well as mentorship, or only the latter?<\/p><p class=\"wm-faq-a\">Both. The second module covers the distinction directly, since sponsorship, where a senior leader actively advocates for someone's advancement, is a different and often more powerful mechanism than mentorship alone, and effective programmes usually need both.<\/p><\/div>\n  <div class=\"wm-faq\"><p class=\"wm-faq-q\">Can men participate as mentors in a women's mentorship programme built using this framework?<\/p><p class=\"wm-faq-a\">Yes, and this is directly addressed in the matching module. Restricting mentor pools to women only often limits access to senior sponsors in male-dominated leadership structures, and the course covers how to build a genuinely effective mixed-gender mentor pool.<\/p><\/div>\n<\/div>\n\n<h2 class=\"wm-section-h\">Related Courses<\/h2>\n<div class=\"wm-related\">\n  <a class=\"wm-rel\" href=\"\/en\/course\/women-in-leadership-course\/\">\u2192 Women in Leadership<\/a>\n  <a class=\"wm-rel\" href=\"\/en\/course\/unconscious-bias-and-gender-bias-in-the-workplace\/\">\u2192 Unconscious Bias and Gender Bias<\/a>\n  <a class=\"wm-rel\" href=\"\/en\/course\/employee-engagement-training-program\/\">\u2192 Employee Engagement Training Program<\/a>\n  <a class=\"wm-rel\" href=\"\/en\/course\/career-counselling-skills-for-hr-and-ld-professionals\/\">\u2192 Career Counselling Skills for HR and L&amp;D<\/a>\n<\/div>\n\n<div class=\"wm-cta\">\n  <h3>A Mentorship Programme Without Structure Is Just a Spreadsheet of Names.<\/h3>\n  <p>Join HR and talent leaders from across the GCC and Africa who've built mentorship programmes with real staying power, and real impact on retention and advancement.<\/p>\n  <div style=\"display:flex;flex-wrap:wrap;gap:14px;justify-content:center\">\n    <a href=\"\/en\/register\/?course=Designing+a+Women%27s+Mentorship+Programme\" style=\"background:#a0336e;color:#fff;padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">Register Now \u2192<\/a>\n    <a href=\"\/en\/upcoming-courses\/?course=designing-a-womens-mentorship-programme\" style=\"background:transparent;color:#fff;border:2px solid rgba(255,255,255,.6);padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">View All Dates<\/a>\n    <a href=\"\/en\/contact-us\/?type=inhouse&course=Designing+a+Women%27s+Mentorship+Programme\" style=\"background:transparent;color:#fff;border:2px solid rgba(255,255,255,.6);padding:14px 32px;border-radius:8px;font-weight:700;text-decoration:none;font-size:1rem\">In-House for My Team<\/a>\n  <\/div>\n<\/div>\n\n","protected":false},"excerpt":{"rendered":"<p>Most Women&#8217;s Mentorship Programmes Fail Quietly. Pairs Get Matched, Then Nothing Structured Happens After. Launching a mentorship programme is easy, matching names on a spreadsheet takes an afternoon. Building one that actually changes retention and promotion outcomes requires structure most organisations skip entirely: clear objectives, real matching criteria, guided conversation frameworks, and a way to&#8230;<\/p>\n","protected":false},"featured_media":0,"template":"","meta":{"_kad_post_transparent":"","_kad_post_title":"","_kad_post_layout":"","_kad_post_sidebar_id":"","_kad_post_content_style":"","_kad_post_vertical_padding":"","_kad_post_feature":"","_kad_post_feature_position":"","_kad_post_header":false,"_kad_post_footer":false,"_kad_post_classname":""},"course_pillar":[393],"course-category":[297],"venue":[],"class_list":["post-9332","course","type-course","status-publish","hentry","course_pillar-women","course-category-women-empowerment"],"_links":{"self":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course\/9332","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course"}],"about":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/types\/course"}],"wp:attachment":[{"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/media?parent=9332"}],"wp:term":[{"taxonomy":"course_pillar","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course_pillar?post=9332"},{"taxonomy":"course-category","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/course-category?post=9332"},{"taxonomy":"venue","embeddable":true,"href":"https:\/\/matsh.co\/en\/wp-json\/wp\/v2\/venue?post=9332"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}