scholarly journals The Representation of Women in USA Sports, Sports Administrative, and Team Sports Leadership

2018 ◽  
Vol 14 (5) ◽  
pp. 55
Author(s):  
Ezzeldin R Aly ◽  
Kathryn Breese
Keyword(s):  
United States ◽  
Team Sports ◽  
The United States ◽  
Female Leadership ◽  
Leadership Positions ◽  
Equal Pay ◽  
Female Candidates ◽  
Sports Leadership ◽  
Sport Leadership ◽  
Mixed Feelings

Woods (2016, p. 311) stated “For centuries, sports participated in assigning a limited role to women by excluding them from participation and resisting efforts to include them.” Women have had to struggle when it comes to sport leadership positions. Women are not usually found in higher level jobs in sport, but they tend to have positions in lower management or lower profile positions. This study is a compilation of research into how people within collegiate athletics in the United States feel about women’s employment status in the field. A pilot interview was created and administered to three women: an athletic director, an athlete, and a professor at Florida A &M University. A surveywas created and administered to 30 subjects that have careers in sport leadership positions. The questions were divided into five categories consisting of representation, coaching, equal pay, and team sports. The survey showed that there are mixed feelings in the profession. Two-thirds of the subjects thought that there was a lack of female leadership within team sports. A little over half of the subjects thought that men were more successful in the areas of leadership, coaching, equal pay, representation, and team sports. By identifying the issues that women are facing when heading into this profession, the researchers identified what actions need to take place in order to resolve the problems discovered. In turn, this would create more opportunities and more qualified female candidates for positions in sports administration and team sports leadership in the United States.

scholarly journals Jackie (and Jill) Robinson in the Statehouse: Gender and Educational Attainment Influences on Office-Holding and Leadership Positions in the U.S. States

2017 ◽  
Vol 5 (6) ◽  
pp. 15
Author(s):  
Jayme L. Neiman
Keyword(s):  
United States ◽  
The United States ◽  
Gender Disparity ◽  
Gender Imbalance ◽  
Leadership Positions ◽  
The Past ◽  
Female Candidates ◽  
Education Levels ◽  
The Relationship ◽  
The U.S

While legislative gender disparity has declined over the past few decades, gender imbalance has continued to be a stubborn fact of representative democracy in the United States. This divide persists even though females have caught up in terms of the historical educational gap. These societal shifts have been significant, however little time has been devoted to analysis of legislator education levels and none to the relationship with gender in the extant literature. This paper seeks to fill that gap, looking at the intersection through the lens of one of the prevailing theories of the expectations of female candidates and legislators.

Gender Differences in Leadership Positions Among Academic Nuclear Medicine Specialists in Canada and the United States

2019 ◽  
Vol 212 (1) ◽  
pp. 146-150 ◽  
Author(s):  
Saba Moghimi ◽  
Kiran Khurshid ◽  
Sabeena Jalal ◽  
Sadia R. Qamar ◽  
Savvas Nicolaou ◽  
...  
Keyword(s):  
United States ◽  
Gender Differences ◽  
Nuclear Medicine ◽  
The United States ◽  
Leadership Positions

Leadership Continuity and Change in Hmong Refugee Communities in the United States

1997 ◽  
Vol 6 (2) ◽  
pp. 213-228
Author(s):  
Jeremy Hein
Keyword(s):  
United States ◽  
Social Change ◽  
Political Violence ◽  
International Migration ◽  
The United States ◽  
Host Society ◽  
Leadership Positions ◽  
Factors Associated ◽  
Continuity And Change ◽  
Authority Structures

Political violence and international migration have the potential to disrupt leadership continuity in Hmong refugee communities in the United States. At the same time, clan and village authority structures from Laos favor leadership continuity despite dramatic social change. Data on 40 Hmong leaders in ten communities are used to determine if the indigenous sources of leadership continue to determine who becomes a leader after resettlement. The majority of leaders were leaders in Southeast Asia and have close kin who were leaders, indicating leadership continuity. Whether these leaders have held few or many leadership positions in the United States, however, is not determined by prior leadership or kinship, but by factors associated with acculturation. Initial leadership status in a host society is linked to authority structures from the homeland, but social change influences subsequent leadership careers.

scholarly journals Wave or Trend

Commonwealth ◽  
2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Joshua J. Weikert
Keyword(s):  
United States ◽  
Gender Equality ◽  
Survey Data ◽  
The United States ◽  
Political Context ◽  
Election Cycle ◽  
Female Candidate ◽  
Female Candidates ◽  
Elected Office

The 2018 elections saw a record number of women running for elected office in the United States and in Pennsylvania, but whether this represents a temporary wave or a lasting trend is not clear. Using a combination of survey data; interviews of new candidates, elected officeholders, and party officials; and election data, this study examines the gender equality gains of 2018 in Pennsylvania’s legislature in historical and political context. The data provide evidence that formal recruitment of female candidates was common (but not universal), that the number of women running for and winning office increased by historic (and not just significant) levels, and that a persistent and consistent motivation was discernible in large portions of the candidate body. Survey measures of female candidate persistence—whether they plan to run again or recruit new candidates—also indicate that women intend to remain similarly active after the 2018 election cycle has come and gone.

Mentoring, Sponsorship, and Gender

2020 ◽  
pp. 198-207
Author(s):  
Karen P. Burke ◽  
Lori E. Ciccomascolo
Keyword(s):  
United States ◽  
The United States ◽  
Women In Leadership ◽  
Professional Lives ◽  
Leadership Roles ◽  
Leadership Positions ◽  
College And University ◽  
Education Careers ◽  
The Status ◽  
And Gender

The lack of women in leadership roles is a systemic problem in the United States and is not unique to the field of education; however, it is important to continue to challenge the status quo and provide a path for women to achieve equality and equity in the workplace. The following chapter will identify and discuss the importance of mentoring and sponsorship so that women pursuing education careers, novice women teachers, and women college, and university faculty and staff can actively and better position themselves to move into leadership positions and/or ensure a “seat at the table” in situations where decisions are made that affect their personal and professional lives.

scholarly journals Why East Asians but not South Asians are underrepresented in leadership positions in the United States

2020 ◽  
Vol 117 (9) ◽  
pp. 4590-4600 ◽  
Author(s):  
Jackson G. Lu ◽  
Richard E. Nisbett ◽  
Michael W. Morris
Keyword(s):  
United States ◽  
Chief Executive Officers ◽  
South Asians ◽  
Chief Executive ◽  
The United States ◽  
Leadership Positions ◽  
East Asians ◽  
Cultural Fit ◽  
Bamboo Ceiling ◽  
Executive Officers

Well-educated and prosperous, Asians are called the “model minority” in the United States. However, they appear disproportionately underrepresented in leadership positions, a problem known as the “bamboo ceiling.” It remains unclear why this problem exists and whether it applies to all Asians or only particular Asian subgroups. To investigate the mechanisms and scope of the problem, we compared the leadership attainment of the two largest Asian subgroups in the United States: East Asians (e.g., Chinese) and South Asians (e.g., Indians). Across nine studies (n= 11,030) using mixed methods (archival analyses of chief executive officers, field surveys in large US companies, student leader nominations and elections, and experiments), East Asians were less likely than South Asians and whites to attain leadership positions, whereas South Asians were more likely than whites to do so. To understand why the bamboo ceiling exists for East Asians but not South Asians, we examined three categories of mechanisms—prejudice (intergroup), motivation (intrapersonal), and assertiveness (interpersonal)—while controlling for demographics (e.g., birth country, English fluency, education, socioeconomic status). Analyses revealed that East Asians faced less prejudice than South Asians and were equally motivated by work and leadership as South Asians. However, East Asians were lower in assertiveness, which consistently mediated the leadership attainment gap between East Asians and South Asians. These results suggest that East Asians hit the bamboo ceiling because their low assertiveness is incongruent with American norms concerning how leaders should communicate. The bamboo ceiling is not an Asian issue, but an issue of cultural fit.

Equal Pay Day

2019 ◽  
Vol 24 (4) ◽  
pp. 256
Author(s):  
E. Fanny Sosenke
Keyword(s):  
United States ◽  
The United States ◽  
Equal Pay

April 10, 2018, was “Equal Pay Day.” In the United States, on average, women earn less than men, which means that they must work more days to earn the same amount of pay. Equal Pay Day represents how many more days women must work to earn what men earned in the previous year.

scholarly journals Lived Experiences of Diversity Visa Lottery Immigrants in the United States

2015 ◽  
Author(s):  
Tekleab Hailu ◽  
Bernadette Mendoza ◽  
Maria Lahman ◽  
Veronica Richard
Keyword(s):  
United States ◽  
Literature Review ◽  
Lived Experiences ◽  
The United States ◽  
High Expectations ◽  
Mixed Feelings ◽  
Training Opportunities ◽  
And Training ◽  
The U.S

Every year approximately 50,000 people immigrate to the United States through the avenue referred to as the Diversity Visa (DV) Lottery. In this article, the authors present a literature review of immigration to the U.S. through the DV Lottery, reflect on their own immigration histories, and utilize phenomenology to investigate and describe participant feelings, expectations, and experiences as DV Lottery immigrants. Participants experienced mixed feelings, including high expectations prior to and difficulties after immigrating to the U.S. Findings presented include (a) life experienced in the U.S.; (b) access to learning and training opportunities; and (c) recommended support future DV Lottery immigrants.

Introduction

John Rawls ◽  
2020 ◽  
pp. 233-236
Keyword(s):  
United States ◽  
Working Women ◽  
The United States ◽  
Fortune 500 ◽  
Full Time ◽  
Leadership Positions ◽  
Business Leadership ◽  
Fortune 500 Companies ◽  
The World

In the United States, full-time working women on average earn 82 percent of what full-time working men earn.1 Globally, women often fare much worse, earning an average of 68 percent of men’s earnings.2 In addition to getting paid less than men to do the same jobs, women often do not have the opportunity to do the jobs men do. Men still occupy most business leadership positions both in the United States and in the world more broadly. In 2019, less than 5 percent of Fortune 500 companies had a female CEO....

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