A “leaky pipeline”?: Factors affecting the career development of senior-level female administrators in NCAA Division I athletic departments

Hancock, Meg G.; Hums, Mary A.

doi:10.1016/j.smr.2015.04.004

Cited by 66 publications

(53 citation statements)

References 51 publications

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“…Specifically, male-dominated organizational structures are perceived to contribute to gender and gender stereotyping, discriminatory hiring practices, and limited opportunities for skill development; thus, limiting the career advancement of women in athletic departments (Aicher & Sagas, 2009;Burton et al, 2009;Burton et al, 2011;Hoffman, 2011;Hancock & Hums, 2015). Conversely, collegial support, networking, and mentoring foster career tenure in sport organizations (Bower, 2009;Hancock & Hums, 2016;Shaw, 2006). As such, participation in mentoring relationships has been suggested by these studies as integral for women's advancement in intercollegiate athletic administration.…”

mentioning

confidence: 99%

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Hancock

Grappendorf

Wells

et al. 2017

Journal of Intercollegiate Sport

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Participation in mentoring is integral for advancement within sport organizations, particularly for women (Bower, 2009;Shaw, 2006). However, it is unclear how mentoring contributes to opportunities for career advancement or breakthroughs (e.g., opportunities for new functional roles, project oversight) (Mainiero, 1994). Therefore, the purpose of this study was to understand the role of mentoring as it pertains to career breakthroughs for women in intercollegiate athletic administration. This qualitative study included 51 focus group participants in athletic administration at NCAA-member institutions (divisions, I, II, and III). Results suggested mentoring as a critical factor in career advancement. Participants indicated having a mentor was highly desired. Mentoring relationships with someone internal and external to their respective athletic departments was important. However, there was little consensus on the benefits or drawbacks of having a mentor of the same or opposite sex. Implications and strategies for developing mentoring relationships are also discussed.

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confidence: 99%

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Hancock

Grappendorf

Wells

et al. 2017

Journal of Intercollegiate Sport

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“…Most athletic directors are White and male (Lapchick, 2019), and research indicates they may be less likely to hire women and people of color as subordinates than AD' s who identify otherwise (Cunningham & Sagas, 2005). A related issue is that women and underrepresented minorities have fewer opportunities to be mentored and access professional networks that are critical to college sports career advancement (Hancock & Hums, 2016). Finally, racism, sexism, and stereotyping remain serious barriers for minorities and women trying to advance in athletics (Burton, Barr, Fink, & Bruening, 2009).…”

Section: Diversity Of Mid-level Administratorsmentioning

confidence: 99%

Defining and Describing Mid‐Level Administrators in Intercollegiate Athletics

Ott

Beaumont

2020

New Drctns Hghr Edu

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“…There has been little work on professional staff careers in general although there have been some empirical studies on gender issues such as attrition and development needs (Bower & Hums, 2003;Hancock & Hums, 2016;Harris & Leberman, 2012;Jo, 2008;Ricketts & Pringle, 2014;Sagas & Cunningham, 2004). Statistics bear out, however, the continuing lack of women at the most senior levels.…”

Section: Literature Reviewmentioning

confidence: 99%

Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management

Gander

2018

Gender Work & Organization

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This article examines the lack of gender diversity in senior management positions in professional staff in universities. These results are analysed via a Bourdieusian analysis of economic, social, cultural and symbolic capital. Through a purposeful sample of senior professional staff working in universities in three countries: Australia, Canada and the UK, six career‐enhancing strategies needed for career success were determined. The article critiques the resource‐based view of career capital and argues that capitals accumulation for career success can be understood by considering the concepts of symbolic violence and habitus as a way of understanding intra‐cohort differences. It proposes that by considering both the subjective and objective cultural constructs via habitus, and by acknowledging the importance of symbolic capital and symbolic violence towards women, this may be one way of increasing female representation in senior management.

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A “leaky pipeline”?: Factors affecting the career development of senior-level female administrators in NCAA Division I athletic departments

Cited by 66 publications

References 51 publications

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Career Breakthroughs of Women in Intercollegiate Athletic Administration: What is the Role of Mentoring?

Defining and Describing Mid‐Level Administrators in Intercollegiate Athletics

Let the right one in: A Bourdieusian analysis of gender inequality in universities’ senior management

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