13 Managing sexism experienced by female athletes in sport Tommy Bush March 16 2022 Managing sexism experienced by female athletes in sport A. Introduction Based on the wide research that has informed this topic, it is a critical thing to examine the female experiences of either overt and subtle sexism in sport industry, particularly in athletics and together with the impact of the very experiences on their careers and future lives. While looking at the various instances and literature regarding their male counterparts working in professional sports league, some of the critical findings point to the fact that the culture of sports organization is significantly one of the factors which perpetuates sexism (Schrödter et al., 2021). According to the recent survey, it has been reported that almost 78 percent of the female athletes are self-conscious with regards to their body image, and it is supposedly one of the factors that can be based upon considering the sexist trolling they endure both in the organizations and on social media. For instance, upon being known as the first British swimmer to win two Olympic godl medals from 1908 at the 2008 Beijing Olympics, Rebecca Adlington ought to have arrived home to a hero’s welcome (Schrödter et al., 2021). While testifying to her stylist, she recounted on how the people she thought as her fans ended up focusing only on trolling her and proclaiming heneous sexists sentiments regarding her body. It was no longer her performance in in the pool, or her swimming abilities, it was all about her body, the figure she had to have a model to be a perfectly accepted swimmer. Many people even commented personifying her to whale or dolphin just becauses they are first swimmers, even the renown comedian took it to mainstream on Mock The Week, saying that she “looks like someone who’s looking at themselves in the back of a spoon.” In fact, this joke by Frankie Boyle increased the trolling this lady had to endure for a long time. It is upon such instances that this paper chose to focus on sexism as it is experienced by female athletes in sports all over the world and see on ways of how to manage it. It is therefore, critical to teach about the current female athletes who made history on and off the court or fields through intense lessons involving both gender even in classrooms. B. Paper purpose The purpose is fundamentally to teach the young female athletes about their legendary predecessors who made history on and off the court and field. It is a fact that in sports and all its entire diversity, women are still the minority. Elite sport is progressively setting men far apart from women. For instance, the men’s decathlon is a game that is always being contested in the Olympics since in the early 1912. Despite that there is some place at championships for women’s events, men are taking part in almost five sets at Tennis Grand Slams, but women can only compete over three sets. There are also equally ...

1. 13
Managing sexism experienced by female athletes in sport
Tommy Bush
March 16 2022
Managing sexism experienced by female athletes in sport
A. Introduction
Based on the wide research that has informed this topic, it is a
critical thing to examine the female experiences of either overt
and subtle sexism in sport industry, particularly in athletics and
together with the impact of the very experiences on their careers
and future lives. While looking at the various instances and
literature regarding their male counterparts working in
professional sports league, some of the critical findings point to
the fact that the culture of sports organization is significantly
one of the factors which perpetuates sexism (Schrödter et al.,
2021). According to the recent survey, it has been reported that
almost 78 percent of the female athletes are self-conscious with
regards to their body image, and it is supposedly one of the

2. factors that can be based upon considering the sexist trolling
they endure both in the organizations and on social media. For
instance, upon being known as the first British swimmer to win
two Olympic godl medals from 1908 at the 2008 Beijing
Olympics, Rebecca Adlington ought to have arrived home to a
hero’s welcome (Schrödter et al., 2021). While testifying to her
stylist, she recounted on how the people she thought as her fans
ended up focusing only on trolling her and proclaiming heneous
sexists sentiments regarding her body. It was no longer her
performance in in the pool, or her swimming abilities, it was all
about her body, the figure she had to have a model to be a
perfectly accepted swimmer. Many people even commented
personifying her to whale or dolphin just becauses they are first
swimmers, even the renown comedian took it to mainstream on
Mock The Week, saying that she “looks like someone who’s
looking at themselves in the back of a spoon.” In fact, this joke
by Frankie Boyle increased the trolling this lady had to endure
for a long time. It is upon such instances that this paper chose
to focus on sexism as it is experienced by female athletes in
sports all over the world and see on ways of how to manage it.
It is therefore, critical to teach about the current female athletes
who made history on and off the court or fields through intense
lessons involving both gender even in classrooms.
B. Paper purpose
The purpose is fundamentally to teach the young female athletes
about their legendary predecessors who made history on and off
the court and field. It is a fact that in sports and all its entire
diversity, women are still the minority. Elite sport is
progressively setting men far apart from women. For instance,
the men’s decathlon is a game that is always being contested in
the Olympics since in the early 1912. Despite that there is some
place at championships for women’s events, men are taking part
in almost five sets at Tennis Grand Slams, but women can only
compete over three sets.
There are also equally critical gender gaps, particularly looking
at the number of ladies who are participating in sport- we have

3. almost 1.5 million fewer women than men who are taking part
in sports at least once a month. There is also some apparent
gender gaps especially when looking at the number of women
who are working in sport at almost every level. Women for
some of these biases and other sexists reasons are only 18
percent of the ones considered as qualified coachs and only half
of that percentage meaning 9 percent are considered as senior
coaches. For about 49 percent or half of the publicly funded
national governing bodies, less than a qaurter of their board are
considered to be women. This is the tragedy women are
grappling with. Under-representation in critical positions, and
even the few who are represented in such positions, sexism and
sexists issues does not allow them to work more productively.
Although a lot of work is seemingly needed to be done, there
are some initiatives that are now working to ensure that there is
equality of opportunity through emphasizing the need of getting
more women and ladies to participate in sports, particularly
athletics. Many women who are working in sports at all level
and through their drive on commercial investments, there should
some of the deliberate efforts put in place to ensure that both
girls and women who are are engaging in athletic sports are
granted or receive equal respect and treatments as their male
counter-parts.
C. Paper Focus
The major diversity topic here is management of sexism
experienced by female athletes in sport. Correlating diversity
theory with the herein purpose, it is critical not from the onset
that the cognitive diversity approach indicates that various
perspectives emanating from the cultural differences between
group or organizational members is likely to bring about
creativity in solving problems and innovating.
First, women who might be aware of the fact that the sports
industry needs diversity training with managers throughout
could be more procedural and can be less likely to be
discriminated against as compared to the one who might learn
that the industry is offering non-diversity related training

4. (Ansari et al., 2016). Secondly, the same design can be
leveraged, but women in this case should be more aware that the
industry is indeed discriminating against women. In this case,
those who will learn that the company is providing diversity
training would quite procedural, and this is likely to make them
less supportive of sexism related cases against the company. To
the very degree that diversity structures are capable of
legitimizing the fairness of the sports organization, they are
also likely to make it more hard for the marginalized groups
like women to detect and remedy the challenges or
discrimination.
The contemporary studies are assessing how the mere presence
of diversity structures can potentially influence the perceptions
of women regarding the procedural justice and dicrimination
when they are potentially the victims of sexisms and they are on
the receiving end of all that filth. To the degree that women,
despite their personal divergences in the endorsements of
beliefs that are held to legitmize the status hierarchy,
suggestively permits the illusion of faireness, these
contemporary studies are bound to offer some of the crucial
insights into how the diversity structures are shaping the
experiences of women. Women are indeed the groups which are
currently occupying about 47 percent of the workforce in the
United States (Schrödter et al., 2021). For that reason, it is
worthwhile to introduce an axiom suggesting that the presence
versus the absence of a diveritty structure would potentially
render these women to believe the fact that a company could be
potentially procedurally just for them, even in the presence of
the evidence that such organizations are treated them unfairly.
Similarly, the other angle of this axiom can be that the presence
of a diversity structure would potentially render women to
perceive the company to be less discriminatory toward them,
and supposedly to be less supportive of the litigations which are
touching on the matters of sexism.
The prediction here therefore can be that these perceptions of
procedural justice would potential mediate the impacts of

5. diversity structures on the very perceived discrimination and
support for the litigations which are related to sexism.
Therefore, diversity aspects when it comes to managing sexism
on women in sports would herald to women that their sporting
facility procedures are only fair for them, or their group, and as
result this would lower the sensitivity of sexism (Schrödter et
al., 2021). This is a prediction which is quite in semblance or in
agreement with some studies on legitimacy highlighting the fact
that peiople are often agreeing with the unfair outcomes
supposing they have the belief that the very outcomes are as a
result of fair procedures. A lot as diversity structures can result
into high stutu factions to legitimize inequality (Schrödter et
al., 2021). Some studies still can suggest that diversity
structures or just diversity in this case may potentially result
into some low status groups to legitimize unfair treatment
experienced by their own group. Perhaps this may be the reason
why many women who are being molested by these sexism
issues do not get the courage to come out and report these
issues, only a handful does.
But of critical to consider is that diversity structures have
caused the entire women league in the athlete sports somehow
to legitimize inequality, not only the ones who chronically
legitimize inequality- like the ones who profoundly endorse
status legitimizing beliefs (Schrödter et al., 2021). The impact
diverges from the other findings of the other research which are
assessing the effect of diversity on the ethnic minorities’
perceptions of discrimination and procedural justice.
To be more particularly, taking the instance of the Latinos,
diversity perspective alludes to the legitimization of response
only from the people who chronically legitimize inequality
(Schrödter et al., 2021). My suggestion here is that relative to
low status racial/ethnic minority factions like Latinos, women
in the sporting athletics can be more likely to legitimize
inequality against their group due to their particularly deep
independence with their respective high status group, who are
men. These very divergent propositions among the

6. disadvantaged groups are suggestive of the fact that
generalizing one one low status faction to the next can
potentially yield an inaccuarte and incomplete understanding of
how low status groups might be responding to the disadvantage.
Therefore, the context of the groups’ oppression must be
regarded as one of the most fundamental determinants in the
way different low status groups are likely to get and respon to
discrimination.
D. Audience
The focus of this topic is on the female athletes who are often
the victims of the more overt sexism in sports than other
groups. In effect, female athletes, based on the prevailing and
the contemporary authoritative definition, as persons who have
to be deficient in naturally occurring chemicals that are critical
to an athlete. With lack of this deficiency, such a female is
deemed to be of unfair advantage. However, sports has the
potential of transforming lives. The ability of driving gender
equality through teaching women and girls teamwork,
resilience, self-reliance and confidence. Women in athletic
sports ought to defy gender stereotypes and social norms, and
establish their inspiring role models, while showing men and
women as equals.
E. Diversity Theory
Here the focus is about cognitive diversity hypothesis and the
focus is on the meso level. It is so because at this level, the
women would be able to understand that indeed training is not
the only thing that is required for a female to survive the entire
sporting industry structures (Hindman & Walker, 2020). Women
joining sporting activities like athletics must be particularly
alert to establish their personal-development plan that might
incorporate the areas not fully provided by the structures of the
industry.

7. On that very vein, we can acknowledge the fact many theories
relevant to management of diverse workforce focus on a
person’s reactions like the categorization and examination of
the attributes of others to people who are divergent from others.
Many attempts have been put forth in an effort to try explaining
how diversity is either good or bad to the organizational results.
Some studies have even indicated that diversity has no link to
group performance, and some indicating that there is a link. Of
the latter research, some indicates a negative correlation like
greater diversity result into poor performance, but less diversity
connotes better group performance and others are showing
positive connection (Hindman & Walker, 2020). These diverse
findings can be a result of the difference in how diversity can
affect group members. Cognitive theory is referring to
differences between team members in attributes like expertise,
experiences and perspectives.
Equally, most of the researchers have agreed that physical
diversity attributes like race, age, or sex, which can also be
called bio-demographic diversity, is positively correlated with
performance because team members are capable of contributing
to unique cognitive attributes based on their experiences and
such can also emanate from their demographic background
(Hindman & Walker, 2020). Other studies also supports the link
between group performance and task-related diversity as
reflected in the attributes not readily detectable like ability,
occupational expertise, or even education. But, the link between
bio-demographic diversity and group performance has yielded
mixed outcomes
F. Research
From the onset that the cognitive diversity approach indicates
that various perspectives emanating from the cultural
differences between group or organizational members is likely

8. to bring about creativity in solving problems and innovating.
Two tests have can be advanced to test the hypothesis that the
mere absence or presence of diversity structures is perhaps
making it more hard for women to detect sexism. First, women
who might be aware of the fact that the sports industry needs
diversity training with managers throughout could be more
procedural and can be less likely to be discriminated against as
compared to the one who might learn that the industry is
offering non-diversity related training (Ansari et al., 2016).
Secondly, the same design can be leveraged, but women in this
case should be more aware that the industry is indeed
discriminating against women. In this case, those who w ill learn
that the company is providing diversity training would
procedural and this is likely to make them less supportive of
sexism related cases against the company (Hindman & Walker,
2020). To the very degree that diversity structures are capable
of legitimizing the fairness of the sports organization, they are
also likely to make it more hard for the marginalized groups
like women to detect and remedy the challenges or
discrimination.
For instance, the study that Watson conducted together with his
colleagues was to compare a group performance between
culturally homogenous and culturally heterogeneous groups.
With the findings, there is a suggestion that although the
homogenous groups might at first outperform culturally diverse
groups, overtime the diverse groups are to benefit from a wider
range of perspectives to choose from while solving a problem.
On the basis of the cognitive diversity hypotheses, the benefits
accruals herein are coming from diverse perspectives which are
generated by the culturally diverse groups (Ansari et al., 2016).
But on the other hand, it actually takes time for members of
diverse groups to work together in an effective manner because
of their unfamiliarity with one another, this is perhaps the
explanation as to why homogenous groups would outperform
heterogeneous groups in the very initial stages of group

9. functioning (Ansari et al., 2016). Perhaps this could be a perfect
explanation that when women in athletics are put in to perform
on their own then they are likely to do better than when men are
around them. Men would most likely introduce the sexism in
and pursue goals which might be opposite to the major objective
of the organization.
G. Relationship
Here, would talk about the hegemony between the privileged
masculine high groups within the sporting industry versus the
underrepresented feminine female in the industry and how this
relationship affect the women, particularly in athletics.
Although a lot of work is seemingly needed to be done, there
are some initiatives that are now working to ensure that there is
equality of opportunity through emphasizing the need of getting
more women and ladies to participate in sports, particularly
athletics (Ansari et al., 2016). Many women who are working in
sports at all level and through their drive on commercial
investments, there should some of the deliberate efforts put in
place to ensure that both girls and women who are are engaging
in athletic sports are granted or receive equal respect and
treatments as their male counter-parts.
H. Conclusion and Recommendation
I would suggest that sexism is a nightmare for women in
sporting industry, and this is partly because the high status
groups in these organization have this thought that diversity
structures is indeed making such environments fair allowing
them to be positive about their own and of their peer’s
achievements. This not only legitimizes their group’s privileged
status in the sporting hierarchy, but it also breed forth
somewhat an imbalance system where the low groups have no
means to advocate against their discriminations. The finding

10. that diversity structures within sporting industry can potentially
induce high status groups to perceive organizations as fair to
overlook discrimination against low status groups is quite in
agreement with the theoretical standpoints on legitimacy. When
creating perspectives concerning legitimacy of sporting
institutions and authorities, most individuals are likely to be
more persuaded by the presence of what seems to be fair
procedures but overlook the criticality of the results produced
by the very procedures. At the same time, the system
justification theory suggest that because some individuals are
incentivized to think their social systems as fair and legitimate,
they are likely to deviate their focus on the unfair results
making the system to be a nightmare for vulnerable lots like the
women.
I. References
Ansari, N., Jabeen, N., Moazzam Baig, A., & Salman, Y.
(2016). Diversity Management: Towards a Theory of Gender
Sensitive Practices. Bulletin of Education and Research, 38(2),
293-306. https://eric.ed.gov/?id=EJ1210286
Brady, L. M. (2013). Overlooking Sexism: How Diversity
Structures Shape Women's Perceptions of

11. Discrimination (Doctoral dissertation).
https://digital.lib.washington.edu/researchworks/handle/1773/22
768
Hindman, L. C., & Walker, N. A. (2020). Sexism in professional
sports: How women managers experience and survive sport
organizational culture. Journal of Sport Management, 34(1), 64-
76.
https://journals.humankinetics.com/view/journals/jsm/34/1/artic
le-p64.xml
Musto, M., Cooky, C., & Messner, M. A. (2017). “From fizzle
to sizzle!” Televised sports news and the production of gender -
bland sexism. Gender & Society, 31(5), 573-596.
https://doi.org/10.1177/0891243217726056
Schrödter, R., Laborde, S., & Allen, M. S. (2021). The dark
core of personality and sexism in sport. Personality and
Individual Differences, 183, 111119.
https://www.sciencedirect.com/science/article/abs/pii/S0191886
921004980
Grading Rubric for RESM 5120 Research Paper
90 Points
Introduction Purpose statement - Clearly and concisely stated
purpose related your diversity/inclusion topic and diversity
theory. Topic is focused narrowly enough for the scope to be
fully developed and explained
15 14 13 12 11 10 9 8 7 6 5 4 3 2 1

12. Significance of topic - Topic is engaging to identified audience
and clearly states why the topic is compelling and relevant
10 9 8 7 6 5 4 3 2 1
Integration of knowledge - The paper is developed so it is clear
you can consume, interpret, and integrate research and scholarly
literature to develop the relationship between an element of
diversity/inclusion and a selected theory. This intersection is
developed through an in-depth discussion and elaboration.
20 19 18 17 16 15 14 13 12 11 10 9
8 7 6 5 4 3 2 1
Conclusion - The conclusion is engaging and provides practical
implications and recommendations for further research and/ or
practice to enhance diversity in the RESM fields.
15 14 13 12 11 10 9 8 7 6 5 4 3 2 1
Organization-structural development of the paper - Author
demonstrates logical supporting sentences and paragraphs that
develop the main purpose of the paper. There is sound
transition between thoughts and ideas to exhibit an
understanding and interpretation of the research and literature.
10 9 8
7 6 5 4 3 2 1
Mechanics of written work - No errors in punctuation, spelling,
grammar, capitalization, word usage, and sentence structure.
10 9 8 7 6 5 4 3 2
1
Citation and Sources - Cite all data obtained from other sources.
APA Citation style is used in both text and references. At least
9 current sources from peer-reviewed journals or scholarly
books. All web sites used are authoritative.
10 9 8 7 6 5 4 3 2 1

13. .
Research Paper Guidelines for RESM 5120
Overall Description:
The overall purpose of this paper is for you to explore the
relationship between an area of interest in RESM, a theory used
to explain diversity and inclusion, and an element of diversity.
You will choose an area that interests you and write a research
paper on how it can influenced by diversity. You may research
and write about an area of interests to you.
The final paper will be approximately 10 pages (excluding
reference list). Your paper should be double-spaced, with one-
inch margins, in 12pt Times New Roman font, using APA
formatting.
Paper Components:
Introduction: In the first section of your paper, introduce the
topic that you chose to research. This would be a good place to
include what the element of is and what it entails, why it is
relevant and significant, and statistics about it. Try to engage
you audience in your paper. You will clearly state what
diversity theory you will use and how it is related to your
specific topic. A clear statement of the purpose should be made
about the purpose of your paper. You will clearly state what you
want the audience to know, understand, and do after reading
your paper. This section will be 1 - 2 pages.
Research: This component of the paper will provide an
overview of the research that you have completed in three (3)
key area: 1. Your element of diversity; 2. Your theory of
diversity; and 3. Your topic and why you selected the diversity
theory to explain and understand your topic. You must use at
least 9 scientific journal articles for this section of the paper in
addition to your other resources. Clearly describe the three

14. items so your reader has a strong foundation and understanding
of what is to follow. This section of the paper should be 3-4
pages.
Relationships: This is the essence of your paper. You will
clearly develop the purpose of your paper where the reader sees
and understands the relationships between your area of interest,
the theory you selected to explain diversity and inclusion, and
your element of diversity. This is where the purpose of your
paper becomes evident and understood. You will explain the
intersection of your element of diversity, the theory of diversity
you selected related to your topic and purpose of your paper.
This section should be 3-4 pages.
Conclusion: In this section, you will create a conclusion that
ties your paper together and completes the thoughts you have
been expressing related to your paper’s purpose, audience, area
of interest, theory explaining diversity/inclusion, and element
of diversity with an effort to have impact. You will explain how
your paper’s purpose was accomplished. You will take the
purpose of the paper and draw conclusions and
recommendations for future practice and further research as
RESM professionals. You will summarize your learning and
your need to continue learning in this area of interest. This
section will be 2-3 pages.
Research Paper Outline - Due: March 21
25 Points
Paper Purpose: What do you want to communicate? Refine from
your first attempt (2 points)
Paper Focus: What will your paper entail? What is you main
diversity or inclusion topic? Refine from your first attempt (3
points)
Who is the intended audience? Refine from your first attempt

15. (2 points)
Why is this topic needed or significant? (3 points)
Describe your diversity theory and how does it relate to the
diversity or inclusion topic you selected? (5 points)
What will you include in your introduction? (2 points)
What will you include in your research section? Identify the
major sections? (3 points)
What will you include in your relationship section (the
connection between diversity and inclusion topic and the
diversity theory)? (3 points)
Begin to think about what will be your conclusions,
recommendations for actions or change, and implications for
practice in the RESM industry? (2 points)
References (Your research should be nearing completion, so you
should have completed the references you will use to write your
paper)