Group Mentoring as an Alternative Model for Women

2009 ◽  
Vol 18 (2) ◽  
pp. 80-84 ◽  
Author(s):  
Glenna G. Bower
Keyword(s):  
Alternative Model ◽  
Professional Organization ◽  
Primary Reason ◽  
Sport Organizations ◽  
Leadership Positions ◽  
Viable Option ◽  
Group Mentoring ◽  
Advancement Opportunities ◽  
Mentoring Relationship ◽  
Women In Sport

Women continue to be underrepresented in leadership positions within sport. As the number of women entering sport increases, a growing number of professionals recognize the inherent benefits of the mentoring relationship across a range of professional settings including sport (Bower, Hums, & Keedy, 2006; Grappendorf, Burton, & Lilienthal, 2007). Unfortunately, mentors are not always a viable option for women wanting to advance within leadership positions in sport. A primary reason for limited opportunities is the shortage of female in leadership positions within sport organizations creating a dearth of potential female mentors (Weaver & Chelladurai, 2002). Therefore, this paper explored the dynamics of the mentoring relationship between one professional organization (NAGWS) and potential career outcomes for women in sport. Specifically, how does NAGWS use group mentoring initiatives for girls and women in sport which may lead to potential advancement opportunities?’

Reply to letter to the editor regarding “Representation of women in sport sciences research, publications, and editorial leadership positions: Are we moving forward?”

2021 ◽  
Vol 24 (11) ◽  
pp. 1099
Author(s):  
Elena Martínez-Rosales ◽  
Alba Hernández-Martínez ◽  
Sergio Sola-Rodríguez ◽  
Irene Esteban-Cornejo ◽  
Alberto Soriano-Maldonado
Keyword(s):  
Leadership Positions ◽  
Representation Of Women ◽  
Letter To The Editor ◽  
Research Publications ◽  
Women In Sport

The Alberta Women in Sport Leadership Project: A Social Learning Intervention for Gender Equity and Leadership Development

2019 ◽  
Vol 27 (2) ◽  
pp. 110-117 ◽  
Author(s):  
Diane M. Culver ◽  
Erin Kraft ◽  
Cari Din ◽  
Isabelle Cayer
Keyword(s):  
Leadership Development ◽  
Gender Equity ◽  
Best Practice ◽  
Female Athletes ◽  
Sport Organizations ◽  
Female Head ◽  
Women In Sport ◽  
Leadership Impact ◽  
Sport Leadership ◽  
Leadership Diversity

This best practice paper describes a Canadian intervention to address the lack of women in sport coaching and leadership roles. While the number of female athletes has increased over the last decades, the opposite is true of female head coaches, both nationally and internationally. The issues influencing this trend are mostly institutional and societal. There is a lack of support systems in place for females attempting to become involved (recruitment) and maintain their involvement (retention) in coaching. The Alberta Women in Sport Leadership Impact Program (AWiSL) takes a community of practice approach to increase gender equity and leadership diversity in Alberta sport organizations. The AWiSL began in October 2017 and continues until early 2020. There are currently 6 mentors and 12 sport leaders from Alberta sport organizations, who engage in monthly meetings to learn and participate in the co-creation of knowledge to meet the project outcomes, which include the planning and implementation of initiatives for their individual sport organizations, all in the service of supporting gender equity. Descriptions of specific activities thus far are presented as well as information about the how to of conducting such an intervention. Various challenges and lessons are discussed. The description of the AWiSL and ongoing program evaluation aims to support other organizations seeking an example of an initiative to create equitable coaching and leadership opportunities, and to create change.

Women in sport management: advancing the representation through HRM structures

2010 ◽  
Vol 25 (2) ◽  
pp. 104-118 ◽  
Author(s):  
Mark E. Moore ◽  
Bonnie L. Parkhouse ◽  
Alison M. Konrad
Keyword(s):  
Gender Equality ◽  
Gender Discrimination ◽  
Sport Management ◽  
Sport Organizations ◽  
Content Type ◽  
Hrm Practices ◽  
Top Managers ◽  
Women In Sport ◽  
Promote Gender Equality ◽  
The Usa

PurposeThe aim of this paper is to examine the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management.Design/methodology/approachA questionnaire is developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 respondents (39 percent) returned their completed survey forms.FindingsFindings indicate significant confirmatory paths between experiencing a gender discrimination lawsuit and philosophical support (t=−3.14, p<0.05), philosophical support and substantive HRM programs (t=9.56, p<0.05) and philosophical support and representation of female managers (t=2.36, p<0.05). The paper concludes that philosophical support of top managers leads to the development of substantive HRM programs to promote gender equality in sport management and greater female manager representation.Originality/valueThe paper provides useful insights into the effect of philosophical support from top managers on HRM programs that promote gender equality in sport management.

A Woman? Really? Issues of Diversity in Hiring Decisions

2016 ◽  
Vol 5 (1) ◽  
pp. 48-52
Author(s):  
Manuela Picariello ◽  
Pamela Angelle
Keyword(s):  
The United States ◽  
Head Coach ◽  
Sport Organizations ◽  
Hiring Decisions ◽  
Leadership Positions ◽  
Organizational Fit ◽  
Professional Basketball ◽  
Stakeholder Interests ◽  
Gendered Space ◽  
And Gender

Women are vastly underrepresented in leadership positions in sport organizations both in the United States and internationally (Burton, 2015; Knoppers & Anthonissen, 2008; Whisenant, 2008). The realm of sport is perceived as a gendered space in which the concept of masculinity maintains dominance. This concept may have an influence on the decision making related to the hiring of new staff. When the owner of a men’s professional basketball team decided to hire a new head coach for the upcoming season, he found himself facing many different challenges. He believes that if knowledge, skills, and abilities are the parameters to evaluate a coach, then gender should not be an issue (Chelladurai, 2005). The focus in this case includes (a) organizational fit in hiring, (b) leadership and gender, (c) considerations of diversity, and (d) organizational culture and operations in hiring. This case exemplifies the need to understand that hiring decisions in large organizations are complex and involve a delicate balance of stakeholder interests.

Developing Effective Mentoring Relationships with Women in the Health and Fitness Industry: Suggestions from the Perspective of the Protégé

2008 ◽  
Vol 17 (1) ◽  
pp. 38-46 ◽  
Author(s):  
Glenna G. Bower
Keyword(s):  
Mentoring Relationships ◽  
Leadership Positions ◽  
Mentoring Relationship ◽  
Fitness Industry ◽  
Health And Fitness

This study introduced mentor characteristics and advancement techniques deemed necessary in developing a successful mentoring relationship with women within the health and fitness industry. The successful mentoring relationship may lead to the advancement of women within leadership positions in the health and fitness industry. The participants included 480 female members of the ACSM Health and Fitness Alliance. The study addressed characteristics of the mentor and advancement techniques. These two areas of inquiry provided implications for female protégés seeking to enter a successful mentoring relationship with a mentor in the health and fitness industry.

scholarly journals 4015 Evaluation of the Impact of a Clinical and Translational Science Predoctoral Program on Post-Graduate Outcomes

2020 ◽  
Vol 4 (s1) ◽  
pp. 62-62
Author(s):  
Alexandra Joelle Greenberg-Worisek ◽  
Katherine Cornelius ◽  
Becca Gas ◽  
Carmen Silvano ◽  
Karen Marie Weavers ◽  
...  
Keyword(s):  
Mayo Clinic ◽  
Healthcare Delivery ◽  
Structured Interview ◽  
Professional Organization ◽  
Translational Science ◽  
Leadership Positions ◽  
Making A Difference ◽  
Study Population ◽  
New Research ◽  
The Impact

OBJECTIVES/GOALS: The Mayo Clinic Clinical and Translational Science (CTS) Predoctoral program aims to develop independent researchers capable of leading multi-disciplinary teams to accelerate the translation of discovery to application. Here, we detail the outcomes of our graduates over the past ten years (2010-2019). METHODS/STUDY POPULATION:): A survey was fielded with all CTS graduates whose degrees were conferred since the program’s inception to 2019. Items addressed their current position, whether they were still involved in research, what type of research they were involved in, and whether they stayed involved with education. They also submitted a recent CV, from which data were collected about publications and grants. A subset were then contacted for a semi-structured interview. Items included questions addressing motivation for pursuing a PhD in CTS, whether the program prepared them for their current work, gaps they felt they had in training, and whether they felt they were making a difference in the lives of patients. RESULTS/ANTICIPATED RESULTS: Of the 41 alumni, 34 responded (83% response rate). Of these, 19 (56%) are at Mayo Clinic, 9 (26%) work for other academic institutions, and 6 (21%) do not work for an academic institution. Most have remained in research (33/34, 97%). The majority (22/33, 67%) are involved in clinical research, 30% (10/33) in basic science, and 24% (8/33) in healthcare delivery research. Most (23/34, 68%) are engaged in educational activities. When asked about changes they have led, 67% (18/27) led quality improvement projects and 44% (12/27) designed a new research method. Several hold leadership positions either in their organization (12/16, 75%) or in a professional organization (10/16, 63%). DISCUSSION/SIGNIFICANCE OF IMPACT: The CTS Predoctoral program successfully prepares scholars for careers involving clinical and translational research; furthermore, alumni remain in research-oriented careers after graduation. We will continue to gather longitudinal data alumni move forward in their careers.

scholarly journals Representation of women in sport sciences research, publications, and editorial leadership positions: are we moving forward?

2021 ◽  
Author(s):  
Elena Martínez-Rosales ◽  
Alba Hernández-Martínez ◽  
Sergio Sola-Rodríguez ◽  
Irene Esteban-Cornejo ◽  
Alberto Soriano-Maldonado
Keyword(s):  
Leadership Positions ◽  
Representation Of Women ◽  
Research Publications ◽  
Women In Sport

scholarly journals Sampling bias and model choice in continuous phylogeography: getting lost on a random walk

2020 ◽  
Author(s):  
Antanas Kalkauskas ◽  
Umberto Perron ◽  
Yuxuan Sun ◽  
Nick Goldman ◽  
Guy Baele ◽  
...  
Keyword(s):  
Brownian Motion ◽  
Alternative Model ◽  
Sampling Bias ◽  
Model Choice ◽  
Viable Option ◽  
Continuous Space ◽  
Location Data ◽  
Getting Lost ◽  
Sampling Biases ◽  
Living Organisms

Phylogeographic inference allows reconstruction of past geographical spread of pathogens or living organisms by integrating genetic and geographic data. A popular model in continuous phylogeography — with location data provided in the form of latitude and longitude coordinates — describes spread as a Brownian motion (Brownian Motion Phylogeography, BMP) in continuous space and time, akin to similar models of continuous trait evolution. Here, we show that reconstructions using this model can be strongly affected by sampling biases, such as the lack of sampling from certain areas. As an attempt to reduce the effects of sampling bias on BMP, we consider the addition of sequence-free samples from under-sampled areas. While this approach alleviates the effects of sampling bias, in most scenarios this will not be a viable option due to the need for prior knowledge of an outbreak’s spatial distribution. We therefore consider an alternative model, the spatial Λ-Fleming-Viot process (ΛFV), which has recently gained popularity in population genetics. Despite the ΛFV’s robustness to sampling biases, we find that the different assumptions of the ΛFV and BMP models result in different applicabilities, with the ΛFV being more appropriate for scenarios of endemic spread, and BMP being more appropriate for recent outbreaks or colonizations.

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