To date, sport research on sexuality has primarily focused on White lesbian, bisexual, and gay (LBG) persons or heterosexual racial minorities; few studies have provided meaningful insight into how sexual prejudice affects racial minorities. Thus, the purpose of the current study is to explore the intersection of race, sexual orientation, and gender in the context of collegiate sport and examine the influence of multiple marginalized identities on organizational outcomes. Grounded in intersectionality literature and feminist standpoint theory, semistructured interviews were conducted with 15 current and former intercollegiate sport employees. Results revealed four higher order themes: (a) racially influenced experiences, (b) managing lesbian-ness, (c) organizational climate, and (d) organizational outcomes. This research expands the theoretical knowledge of intersectionality, introduces a turnover intention tipping point phenomenon, and provides mangers with firsthand feedback on current policy and norms that may decrease satisfaction.
Nefertiti A. Walker and E. Nicole Melton
Nefertiti A. Walker and Melanie L. Sartore-Baldwin
Women coaching in men’s college basketball are anomalies. Whereas women occupy 58.3% of the head coaching positions for women’s college basketball teams, they possess a mere 0.01% of men’s college basketball head coaching positions (Zgonc, 2010). The purpose of this study was to investigate men’s basketball coaches’ perceptions and overall attitude toward women in the institution of men’s college basketball and within the male-dominated organizational culture of sport. In doing so, the authors provide insight of core participants (i.e., NCAA Division I men’s basketball coaches) who reinforce hypermasculine institutional norms to form impermeable cognitive institutions. Building on previous research, eight men’s basketball coaches were sampled using semistructured interviewing methods. Results suggested that men’s college basketball is hypermasculine, gender exclusive, and resistant to change. Given these findings, the authors propose sport managers should consider organizational culture and individual agency when developing policies that are sensitive to gender inequality and promote inclusion of underrepresented groups.
Lauren C. Hindman and Nefertiti A. Walker
Women remain the minority in sport organizations, particularly in leadership roles, and prior work has suggested that sexism may be to blame. This study examines women’s experiences of both overt and subtle sexism in the sport industry as well as the impact such experiences have on their careers. Based on interviews and journal entries from women managers working in a men’s professional sports league, the findings suggest that the culture of sport organizations perpetuates sexism, including the diminishment and objectification of women. Sexism occurs in women’s everyday interactions with their supervisors and coworkers, as well as others that they interact with as part of their jobs. Such experiences result in professional and emotional consequences, which women navigate by employing tactics that enable their survival in the sport industry.
Kayoung Kim, Michael Sagas and Nefertiti A. Walker
This study was intended to provide analysis of print-media portrayals of athletes in Sports Illustrated swimsuit issues from 1997 through 2009. Drawing on the theoretical framework from Connell’s concept of hegemonic masculinity (2005), the authors performed a content analysis of photographic images (N = 141) and associated captions in athlete-related content in Sports Illustrated swimsuit issues. Two major issues emerged from the content analysis: gender differences and sexualized images in athlete content. Findings of this study indicated that Sports Illustrated alternates athleticism with sexuality by continuously placing athlete models in positions that are unrelated to sport. In addition, the female athletes were extremely sexualized. These findings support the concept of hegemonic masculinity at work in Sports Illustrated swimsuit issues.
Matthew Katz, Nefertiti A. Walker and Lauren C. Hindman
The purpose of this study is to examine and compare the informal networks of both senior woman administrators (SWAs) and athletic directors (ADs) within National Collegiate Athletic Association Division I institutions. Drawing on extant literature citing the underrepresentation of women in sport leadership positions, we incorporate a network approach to build and analyze affiliation networks of SWAs and ADs. Guided by the framework of Leadership in Networks, we argue that the social structures within which ADs and SWAs operate impact opportunities for leader emergence and leadership outcomes. By comparing the AD and SWA affiliation networks, we illustrate the differences in informal networks among men and women leaders in sport, highlighting how informal networks may contribute to the lack of women in sport leadership positions. Previous scholars have long cited an “old boys’ club” as a barrier to women achieving leadership positions, but we argue these studies have largely relied on dispositional evidence rather than methodological and analytical strategies designed specifically to examine relationships and the corresponding network structures. Our results indicate that the SWA network is far less cohesive than the AD networks, and the few women in the AD networks are largely located outside the center of the affiliation networks. Implications regarding the impact of informal networks on the underrepresented nature of women in leadership positions are discussed.
Meg G. Hancock, Lindsey Darvin and Nefertiti A. Walker
Sport management undergraduate and graduate programs have gained popularity throughout the United States and around the world. Despite this, women are still underrepresented in sport leadership positions. Although women have made it to the highest levels of sport leadership roles, studies suggest that advancement to such roles is more challenging for women than for men. Extant literature examines perceptions of women employed in the sport industry but fails to consider perceptions of prospective employees, specifically women, with career aspirations in sport business. Therefore, the purpose of this study was to investigate sport management students’ perceptions of barriers to women’s success and upward mobility in the sport industry using the Career Pathways Survey. Results suggest that female sport management students perceive barriers to advancement in the sport industry, whereas male students do not perceive that barriers exist for women. Practical implications for the sport management classroom include developing male advocates, gender diversity and inclusion in guest presentations, and intentional internship placement.
John N. Singer, Sally Shaw, Larena Hoeber, Nefertiti Walker, Kwame J. A. Agyemang and Kyle Rich
The following article is an edited transcript of, “Critical Conversations About Qualitative Research in Sport Management” from the 2017 North American Society of Sport Management conference in Denver, CO, from May 30 to June 3. This 60-min roundtable session included a group of scholars with keen interest and background experiences in qualitative inquiry. They responded to questions about the state of qualitative research in the field, influential qualitative work both within and outside the field, and future considerations for research in the field. The purpose of this article is to synthesize the discussions from this roundtable session and our collective responses in the spirit of continuing to question how we use qualitative research in sport management. In this regard, we ended this article with each of the panelists, including the moderator, offering some postscript reflections.