Intentions to Be an Athletic Director

Wells, Janelle E.; Kerwin, Shannon

doi:10.1177/0894845316635821

Cited by 12 publications

(13 citation statements)

References 27 publications

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“…Therefore, White men continue to dominate in the space of college athletic departments. Wells and Kerwin (2017) found that women and racial minority senior athletic administrators had similar self-efficacy compared with White men, but they encountered more barriers, unfavorable outcome expectations, and lower choice goals associated with becoming an AD. To change the perceptions of women and minority men in sport leadership, there needs to be a change in discourse around perceptions of successful leaders (Knoppers & Anthonissen, 2001).…”

Section: Collegiate Sport Administrationmentioning

confidence: 93%

“…Scholarship has examined intersectionality as it relates to a variety of leadership positions within college athletic departments. Wells and Kerwin (2017) identified that women and racial minority athletic administrators face more barriers than their White male counterparts in college athletics. In addition, LaVoi's (2016) Ecological-Intersectional model, which situates intersectionality at the heart model, has been used extensively to describe the experiences of female coaches.…”

Section: Theoretical Frameworkmentioning

confidence: 99%

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Double Punch to the Glass Ceiling: Career Experiences and Challenges of Ethnic Minority Female Athletic Directors

Welch¹,

Siegele

Hardin

2021

Women in Sport and Physical Activity Journal

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Women continue to struggle to reach senior-level leadership positions in collegiate sports, and ethnic minorities face the challenges due to their ethnicity as well. This research examined the experiences and challenges of ethnic minority women who are collegiate athletic directors at predominantly White institutions (PWIs). Semistructured interviews were conducted with eight participants using intersectionality as a theoretical framework. Three themes emerged from the data analysis: (a) intersectional challenges, (b) questions of competence, and (c) professional support. The women were continually battling the idea of having to prove themselves and negotiating the challenges of being an ethnic minority woman working in collegiate athletics. They credit their professional networks as a valuable resource during their career progression. The women noted that sexism was more prevalent in their experiences than issues related to their ethnicity. The masculine athletic director stereotype persists in collegiate sports, but the findings of this study can contest the notion of a standard leadership identity that has long been perceived as a White man.

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Section: Collegiate Sport Administrationmentioning

confidence: 93%

Section: Theoretical Frameworkmentioning

confidence: 99%

Double Punch to the Glass Ceiling: Career Experiences and Challenges of Ethnic Minority Female Athletic Directors

Welch¹,

Siegele

Hardin

2021

Women in Sport and Physical Activity Journal

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“…Our social identities not only impact how individuals navigate our unique social world, but how they navigate the workplace and professional domains (Cunningham, 2019). Thus, disparate organizational treatment based on race and gender are often reflective of pathological biases embedded in society (Wells and Kerwin, 2017). In order to grapple with why issues of racism and sexism remain in college sport organizations, we must understand its history, which is rooted in Whiteness and maleness (Fink et al, 2001;Hextrum, 2020).…”

Section: Research On Barriers and Reasons For Racial And Gender Inequmentioning

confidence: 99%

“…This level of sexism is a vivid depiction of organizational biases fueling sport scholars to claim that sexism and gender inequity in sport is not a coincidence, but rather institutionalized (Cunningham, 2008;Walker and Sartore-Baldwin, 2013;Fink, 2016). Prominent barriers impacting women in college sport leadership are issues of gender stereotyping particularly the assumption of being detrimentally motherly and emotional (Bower et al, 2015), lacking experienceoverseeing football and men's basketball programs and operations (Yiamouyiannis and Osborne, 2012;Taylor and Hardin, 2016), and a dearth of female mentorship (Taylor and Hardin, 2016;Wells and Kerwin, 2017).…”

Section: Barriers Facing Womenmentioning

confidence: 99%

A Call for Culturally Responsive Transformational Leadership in College Sport: An Anti-ism Approach for Achieving Equity and Inclusion

et al. 2020

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A longstanding fact in college sports in the United States (U.S.) is the reality that inequities, inequalities, and discrimination have been major issues preventing institutions from fostering harmonious diversity and inclusion. Several reasons for these persistent outcomes include the prevalence of implicit bias, homologous reproduction, hegemonic, and toxic masculinity/patriarchy, colorblind racism, and abstract liberalism to name a few. In addition, multi-level factors (macro-, meso-, and micro-) also influence the existence and salience of negative organizational cultures and climates particularly for groups that are underrepresented and marginalized in society. Despite the fact several leadership styles have been enacted and numerous policy reforms have been adopted over the years, inequities in representation, occupational mobility, position retention, and quality of experiences persist along racial and gender lines. As a result, the purpose of this manuscript is to offer innovative transformational leadership approaches that incorporate anti-racism, anti-sexism, and culturally responsive stances toward achieving true equity and inclusiveness in sport. Using interdisciplinary theories such as the anti-racism framework and culturally responsive leadership, this manuscript presents a paradigm shift for college sport leadership with the intent of cultivating paramount experiences for people across diverse backgrounds.

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“…Numerous researchers (Inglis et al, 2000 ; Hoeber and Frisby, 2001 ; Shaw and Hoeber, 2003 ; Shaw and Frisby, 2006 ; Hums and Yiamouyiannis, 2007 ; Moore et al, 2010 ; Burton et al, 2011 ; Masteralexis et al, 2011 ; Burton, 2015 ; Hancock and Hums, 2016 ; Wells and Kerwin, 2016 ; Burton and Leberman, 2017 ; Hartzell and Dixon, 2018 ; Darvin et al, 2019 ) have investigated the experience of female leaders at the coaching and administrative levels of sport, and have consistently found female representation to be low. With the notable exception of a few scholars (see Leberman and Palmer, 2009 ; Shaw and Leberman, 2015 ; Aman et al, 2018 ), limited to no researchers have explored the issue within Canada where many professional teams and leagues do not have a single woman in a senior leadership role.…”

Section: Introductionmentioning

confidence: 99%

Strategies to Advance Women: Career Insights From Senior Leadership Women in Professional Sport in Canada

Cosentino¹,

Weese²,

Wells³

2021

Front. Sports Act. Living

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Women remain minimally represented in senior leadership roles in sport, despite increased female participation in both sport, sport management education programs, and in entry levels positions in the industry. Many women prematurely exit mid-level leadership positions in sport, or are often overlooked for senior leadership positions. To uncover the experiences and strategies of women who made it through the process, we interviewed all the women (N = 7) who now hold senior leadership positions with professional sport properties in Canada. Participants revealed they overcame real and perceived barriers, and they suggested women seeking senior leadership roles in the industry: (a) find, and later become role models, mentors, and sponsors; (b) create access to networks and opportunities; (c) strategically self-promote, and; (d) purposefully build a varied career portfolio. Recommendations for the industry and all those who work in the industry are presented with a goal to break the cycle and help ensure more equitable and inclusive leaders in the senior leadership ranks.

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Intentions to Be an Athletic Director

Cited by 12 publications

References 27 publications

Double Punch to the Glass Ceiling: Career Experiences and Challenges of Ethnic Minority Female Athletic Directors

Double Punch to the Glass Ceiling: Career Experiences and Challenges of Ethnic Minority Female Athletic Directors

A Call for Culturally Responsive Transformational Leadership in College Sport: An Anti-ism Approach for Achieving Equity and Inclusion

Strategies to Advance Women: Career Insights From Senior Leadership Women in Professional Sport in Canada

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