An Examination of Homologous Reproduction in the Representation of Assistant Coaches of Women’s Teams

Abstract

Researchers (e.g., Stangl & Kane Sociology of Sport Journal, 8: 47-60, 1991) have been successful in using homologous reproduction theory to explain the decline of women in coaching roles. In this investigation, we aimed to extend previous research by exploring the practice in (a) employment patterns of assistant coaches, and (b) environments in which women are actually the dominant gender doing the hiring. Data from the 2002-2003 Equity in Athletics Disclosure Act (EADA) was used to determine if a head coach's gender impacted the gender composition of assistant coaches on a staff in four different women's teams sports in NCAA Division I, II, and III institutions (n=2,964). The results indicate that the gender of a head coach does impact the gender composition of the assistant coaches on a staff, irrespective of sport. This relationship was most notable when the head coach was female, as female head coaches were much more likely to hire female assistants than male head coaches were to hire male assistant coaches.

Similarity on Sports Sidelines: How Mentor–Protégé Sex Similarity Affects Mentoring

“…As mentioned at the onset of this article, Sagas et al (2006) recently found men did not engage in homosocial reproduction in sports by hiring more male than female assistants. Nonetheless, female assistants to male head coaches are apt to receive less mentoring (particularly psychosocial) than those who assist female head coaches.…”

“…Unfortunately, this could impact women adversely because at least some research suggests mentoring has a disproportionately larger effect on career success for women than for men (Lockwood 2006;Noe et al 2002;Tharenou 2005). Thus, despite appearing equally likely to hire assistants of either sex (Sagas et al 2006), male coaches may provide less mentoring to their female assistants who appear to need it more.…”

Racial Identity and Its Impact on Job Applicants

“…Within this network White males tend to associate, mentor, and eventually hire people with whom they most closely identify. This process is also known as "homologous reproduction" and may limit the opportunities for minorities as they are not welcomed into this network (Cunningham & Sagas, 2006;Sagas, Cunningham, & Teed, 2006;Greenhill, Auld, Cuskelly, & Hooper, 2009). Further, as males have historically held roles of power, the masculine traits are more highly valued (Connell & Messerschmidt, 2005).…”

“…As people generally have more positive attitudes toward and prefer to interact with people similar to the self (in-group members) relative to those who are different (out-group members), intergroup bias can result. Illustrative of these dynamics, exercise class participants (Cunningham, 2006) and track-and-field coaches (Cunningham, 2007) who differ from others in their groups are likely to experience less satisfaction with and attachment to those entities.…”

“…Cunningham, 2015. Journal of Sport Management, 29, 245-256, 2015 by Copyright 2015 by Human Kinetics. organizations, as the world of athletics has been referred to as a hyper-reflection of society, particularly in regard to race (Adair, 2011;Atkinson & Wilson, 2002;Sagas, Cunningham, & Teed, 2006;Wheaton, 2007Wheaton, , 2009). …”