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You've heard the advice: If you're a woman or a minority and want to get ahead in a highly competitive field, look for a mentor to champion you. But the downside to that strategy happens when others like you want the same mentor. You all may identify with this mentor, but the clustering of employees creates its own problems. Putting too many women or minorities together in a group can lead to "ghettoes" of low-power minority groups, says Katherine L. Milkman, assistant professor of operations and information management professor at the University of Pennsylvania's Wharton School of Business. These under-represented groups may think they aren't special enough, that it's better to leave and try to succeed elsewhere. STORY: Women mentors remain scarce MORE: Anita Bruzzese column index "Clustering minorities brings social cohesion, but it may make them (minority employees) think their chances for promotion are diminished," she says. "They sort of feel like, 'Well, maybe they don't...