This document discusses roles of women in athletics and examines reasons for the lack of female coaches and administrators. It presents literature reviewing the percentage of female coaches and athletic directors. The hypothesis is that sexism and stereotypes contribute to the lack of women in leadership roles. A survey was conducted of 500 coaches and athletic directors. Results showed most coaches were male, married, with children. Respondents believed lack of interest, experience and family obligations prevent more women from entering and staying in coaching roles. While some agreed lack of mentorship is an issue, most felt no additional legislation is needed as Title IX has had a strong positive effect on women in athletics.
Gender bias is holding women back in the workplace. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.
This presentation gives people the tools to address gender bias head-on.
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Gender bias is holding women back in the workplace. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.
This presentation gives people the tools to address gender bias head-on.
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
Never one to duck away from a controversial subject, world-class trainer and author of the highly successful Be the Ultimate Assistant, Bonnie returns to Executive Secretary LIVE to shine a light on a problem that affects over 65% of Assistants at least once in their careers.
If you have ever witnessed or experienced bullying, you know that it takes many forms -- from the “Devil Wears Prada” irrational diva to the co-worker who intentionally withholds important information to the manager who applies rules to certain people and not to others. All of it is bullying that is toxic to a healthy, happy and profitable workplace.
As someone who has first-hand experience with bullying, Bonnie has been researching this subject for years and has connected with some of the world’s experts on the subject. She will be focusing on the proactive and realistic solutions that Assistants are implementing that are slowing down the revolving door of staff who are resigning. Together, we will break the silence and eat the elephant…one bite at a time.
www.bonnielowkramen.com
Maidan Summit 2011 - Madhumita Das, International Centre for Research on WomenMaidan.in
Ms Madhumita Das started her presentation at Maidan Summit 2011 with the observation that women of this generation realize that sport can help change things for them. She emphasised on the need to have qualified, trained and experienced coaches who would eventually mentor young girls and women in overcoming social taboos and propel a sense of dignity within them.
Through a video-presentation called Parivartan (Hindi: change), she upheld the view that sport is a platform where a lot of exchange takes place, and this exchange could be tapped to drive change. Elaborating on examples from ICRW’s programme, she explained how with proper mentoring, boys and young men, when brought together with girls and young women, agree that the latter should be given equal opportunity in sport. She added that it could change the way they look at masculinity and respect differences.
A look at female employment factors and potential issues within the mining industry. Details why there are problems and differences to be considered, compared to the traditional male archetype, and what can be done to improve aspects of female employment by mining companies.
Applicable to other industries outside of the mining sector.
Workplace Bullying & Harassment Ultimate Training ResourceCarole Spiers
Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?
Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.
Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.
This authoritative training resource is for your adaption and use today!
Download immediately: http://bit.ly/TEP0UH
This is a presentation I have done in ISEC conference with theme as "Women in IT and challenges". The presentation covers the following
1. What are the common challenges women face at workplace
2. What are different policies being adopted by several organizations to help women
3. What are the un noticed daily challenges faced by women
4. What can an organization or a team or an individual do to help a woman achieve work life balance
5. As a woman what can one expect from the organization, project team, family and partner
I had to complete an action project for my Gender and Pop Culture Class, and this is my action. I made a \'Zine (self made magazine) in order to expose people to the problems with advertisement of female athletes. Feel free to comment or express your opinions, but please be respectful. Thank you and I hope you enjoy it!
Systemic Changes to Address Biases in Performance Management - Dave D'Oyen (S...SocialHRCamp
9 in 10 Human Resources leaders believe performance reviews do not provide accurate information. This statistic is as worrying as the minority of men and women – 24% and 15% respectively – who had confidence in the performance review process. The very construct of performance reviews leaves great room for biases to be activated that have a detrimental effect on Black employees and women – it limits their opportunities for advancement. In this session, I will share systemic changes that make the process fairer and hopefully restore the confidence being lost by human resources practitioners and employees.
This qualitative study by the Institute for Public Relations and KPMG explores leadership in public relations from the perspective of both men and women.
Maidan Summit 2011 - Madhumita Das, International Centre for Research on WomenMaidan.in
Ms Madhumita Das started her presentation at Maidan Summit 2011 with the observation that women of this generation realize that sport can help change things for them. She emphasised on the need to have qualified, trained and experienced coaches who would eventually mentor young girls and women in overcoming social taboos and propel a sense of dignity within them.
Through a video-presentation called Parivartan (Hindi: change), she upheld the view that sport is a platform where a lot of exchange takes place, and this exchange could be tapped to drive change. Elaborating on examples from ICRW’s programme, she explained how with proper mentoring, boys and young men, when brought together with girls and young women, agree that the latter should be given equal opportunity in sport. She added that it could change the way they look at masculinity and respect differences.
A look at female employment factors and potential issues within the mining industry. Details why there are problems and differences to be considered, compared to the traditional male archetype, and what can be done to improve aspects of female employment by mining companies.
Applicable to other industries outside of the mining sector.
Workplace Bullying & Harassment Ultimate Training ResourceCarole Spiers
Do you need to deliver a Workplace Bullying & Harassment training course but have no time to prepare?
Then look no further, as here is your 1-stop training resource, including workbook and powerpoint presentation.
Written by Carole Spiers, Leading Authority on Work Stress and Author of Show Stress Who’s Boss!, this ultimate workplace bullying and harassment training resource is for trainers, HR professional and Managers.
This authoritative training resource is for your adaption and use today!
Download immediately: http://bit.ly/TEP0UH
This is a presentation I have done in ISEC conference with theme as "Women in IT and challenges". The presentation covers the following
1. What are the common challenges women face at workplace
2. What are different policies being adopted by several organizations to help women
3. What are the un noticed daily challenges faced by women
4. What can an organization or a team or an individual do to help a woman achieve work life balance
5. As a woman what can one expect from the organization, project team, family and partner
I had to complete an action project for my Gender and Pop Culture Class, and this is my action. I made a \'Zine (self made magazine) in order to expose people to the problems with advertisement of female athletes. Feel free to comment or express your opinions, but please be respectful. Thank you and I hope you enjoy it!
Systemic Changes to Address Biases in Performance Management - Dave D'Oyen (S...SocialHRCamp
9 in 10 Human Resources leaders believe performance reviews do not provide accurate information. This statistic is as worrying as the minority of men and women – 24% and 15% respectively – who had confidence in the performance review process. The very construct of performance reviews leaves great room for biases to be activated that have a detrimental effect on Black employees and women – it limits their opportunities for advancement. In this session, I will share systemic changes that make the process fairer and hopefully restore the confidence being lost by human resources practitioners and employees.
This qualitative study by the Institute for Public Relations and KPMG explores leadership in public relations from the perspective of both men and women.
Women as Mentors Does She or Doesn’t She? A Global Study of Businesswomen and...Meghan Daily
In 2012, there were no more women in top leadership positions at Fortune 500 companies than in 2011.
There are a few who successfully make it to the top of their field, but it is a long, hard climb. Among them are familiar names like Meg Whitman, Oprah Winfrey, Indra Nooyi, and Hillary Rodham Clinton.
These are all very different women—from different backgrounds, with different education and careers spanning different industries. What they do have in common is the role that mentoring played in helping them along the way.
About 60 participants from around 20 Myanmar and international businesses, as well as LGBT+ rights groups, trade union rights, international organisations, experts and lawyers discussed attended a workshop on 28/29 August at the Rose Garden Hotel, Yangon to discuss how businesses can support LGBT+ equality in Myanmar.
Read more: https://www.myanmar-responsiblebusiness.org/news/lgbt-equality.html
LEVELLINGTHEPLAYINGFIELDWhy single stude.docxsmile790243
LEVELLING
THE
PLAYINGFIELD
Why single student mothers are finding it harder to go back and stay in school
1
Introduction
Problem Statement
User Research
Personas
Competitive Analysis
Next Steps
“A good mom wants her child’s outcome
to be better than her own.”
Shannon Bradley
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
3
The world isn’t perfect, some people have more than others...
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
4
But… this is 2016! Everyone is equal and has the same opportunities…
… Don’t they?
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
5
But… this is 2016! Everyone is equal and has the same opportunities…
… Don’t they?
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
6
“We live in a system that espouses merit, equality, and a level playing field, but exalts those with wealth, power, and celebrity, however gained.”
― Derrick A. Bell
Ethical Ambition: Living a Life of Meaning and Worth
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
7
So what can we do??
We can
LEVEL
the playing field!
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
8
But WHO do we help?
Did you know....?
4.8 Million College Students are Raising Children[1]
2,049,242 are single student mothers
Of the 2,582,340 single parents, only 533,098 are single fathers
[1] Barbara Gault, Lindsey Reichlin, Elizabeth Reynolds, and Meghan Froehner. 2014. 4.8 Million College Students are Raising Children. 4.8 Million College Students are Raising Children. Retrieved November 6, 2016 from http://www.iwpr.org/publications/pubs/4.8-million-college-students-are-raising-children/at_download/file
Next Steps
Problem Statement
Introduction
User Research
Personas
Competitive
Analysis
9
So what’s the
PROBLEM?
?????????
?????????
Next Steps
Introduction
User Research
Personas
Competitive
Analysis
Problem Statement
[1] Min Zhan and Shanta Pandey. 2004. Postsecondary Education and Economic Well-Being of Single Mothers and Single Fathers. Journal of Marriage and Family 3, 66, (July 2004), 661-673. DOI: http://dx.doi.org/10.1111/j.0022-2445.2004.00045.x
[2] Sheila Katz. 2013. "Give Us a Chance to Get an Education": Single Mothers' Survival Narratives and Strategies for Pursuing Higher Education on Welfare. Journal of Poverty 3, 17, (July 2013), 273-304. DOI: http://dx.doi.org/10.1080/10875549.2013.804477
As WHILE they are their children, they must
When compared to single fathers, single mothers have a harder time trying to raise their kids.
RAISING
REGULARLY ATTEND SCHOOL AS WELL[1].
Next Steps
Introduction
User Research
Personas
Competitive
Analysis
Problem Statement
11
[1] Min Zhan and Shanta Pandey. 2004. Postsec ...
MOVE Congress 2019 presentation by Kate Dale, Sport England lead of the This Girl Can campaign, in the track 'Game-changers connecting physical activity and health' on 17 October.
Sport England’s This Girl Can campaign is a successful example of tackling barriers to women and girls’ participation by showing positive, real life examples of women who play sport and get active regardless of their body shape and social background.
“You can’t be what you can’t see,” is the message the campaign conveys by taking away glossy images of women being active, adopting a “no Photoshop” rule and making empowering statements that embrace reality as a good thing.
The campaign has been rolled out in Australia and spun off into a new Fit Got Real campaign in the UK. The secret to its success, Dale said, was “talking to people, not making assumptions and understanding how they are really feeling.”
Read more about the track: https://www.movecongress.com/game-changers-connecting-physical-activity-and-health/
CliftonStrengths for Physician Wellness and Burnout
presentation
1. Roles of Women
in Athletics
Where did she go?: The lack of female
coaches
2. • Why are there so few women in administrative
roles in athletics (presidents, athletic directors,
head coaches)?
• Should there be more legislation to ensure the
equality of women?
3. Literature Review
• women make up 47 percent of the work force
(registered nurses, elementary/middle school teachers,
medical/health service managers, and psychologists)
• Currently 42.9% of female sports are coached by
females
• Before Title IX 90% female sports were coached by
females
• 215 (20.3%) female Athletic Directors (majority of AD’s
do hiring)
5. Methods
• 500 Survey’s to Coaches and Athletic Directors
• Electronically using Qualtircs via e-mail
• Consisting of 37 questions (coach) and 31 (AD’s)
• Attempted to do phone interviews
6. Question Examples
• Are you a Kentucky Resident?
Yes No
• Briefly Explain what you enjoy about living in Kentucky?
• How does grass seeds help with grow Bluegrass?
Negative effect No effect Positive effect
27. Comments
• “Some of the players have requested male coaches.”
• “Usually do not get a lot of applications/resumes for our positions.”
• “Finding one that has experience”
• “qualifications and experience, applicant pool is small compared to
males”
• “Challenges to the believed strength of females to deal with such a role.
The belief that people have that women make judgments based on
emotion and not rationalization.”
28. Reason not being hired
(59 responses) Reasons women are not being hired:
1. Female interest 10
2. Experience 8
3. Family 7
4. None/”boys club” mentality/Confidence (each 5)
5. Male AD’s 4
6. Emotions/request of male (each 3)
7. Stereotypes/time (each 2)
8. Male ignorance/society/money/competitive/female success (each 1)
29. Comments
• “Sports are a "boys club" mentality and people are slow to change.”
• “Aspirations of having family; potential of having athletic directors who are 'old
school' in thinking women won't make best coaches (something I have seen first
hand).”
• “1st- Are women going after the jobs? 2nd- I don't believe all coaches have as
much confidence in themselves as much as male coaches do.”
• “Not as many qualified or have enough experience”
• “I feel many women do not pursue coaching due to them being fine in the
assistant position. Also as females many will choose having a family above
coaching along with little pay in a male dominated field.”
30. Not Staying in coaching
(72 responses) Reasons for women not staying in coaching:
1. Families 38
2. Time 9
3. Competitive 8
4. Not hired quickly/burn out/Relocation/sexism (each 2)
5. Personal choice/dept. support/lack of respect/Pay/Judgment/
minority/experience/none (each 1)
31. Comments
• “No success with getting jobs quickly.”
• “Not enough support within the department. The time it takes to be a
competitive and great coach takes away from the wife/mother roles.”
• “After they get fired, they are unwilling to apply for other jobs; want to start a
family and don't feel like they can juggle it all, work/life balance, job instability”
• “Coaching is a very demanding field. Raising a family and having a support
system that is willing to help raise children would be difficult as a female
coach. Also, to climb to coaching latter requires moving all over the country. I
believe when I woman has children, especially school age, she is more likely to
quit coaching to stay in an area she likes.”
33. The article by Libby Sander “In The Game, But
Rarely No. 1” suggest that one of the reasons that
there are few women in top positions such as
Head Coaching, Athletic Directors, Presidents, etc.
is due to the lack of mentorship by those who
hold those positions. Do you agree? If not, briefly
explain what you believe contributes to the lack
of females in those positions.
34. Lack of mentorship is a factor in women
being in top positions
21 agree
16 neither nor
6 disagree
35. Comments
• “Women think of other women in similar roles as competition and don't want to
mentor out of fear of job.”
• “This is a good possibility, but I am not so sure as to this is the reason for this to
happen.”
• “My own personal experience, I have been mentored and encouraged to move
forward.”
• “I think its a combinations of less women in the applicant pool (either due to
lack of interest of lack of confidence) and the time required to get to that
position while having a family. There are only 3 women head coaches in our
department and we are all single with no children.”
36. Did you have a mentor?
35 yes
8 no
11 men and 9 women mentored by males
2 men and 13 women mentored by females
39. Comments
• “Legislation is the wrong way to go about it. I believe the mentorship
aspect will help. I also feel the title IX legislation is strong enough.”
• “I think schools should be investigated on a regular basis for all equality
issues. Basic things happen all the time such as male coaches gravitating
towards male recruits. Force school to hire so many women in athletic
staff.”
• “The problem is that they are normally not as qualified as their male
competition and this hampers their success. Women typically do not put
in the years coaching at youth, middle school, academy, club, high school
to build their resume. I believe they should. Just because you were a
college athlete does not mean that you will be a good coach at the college
level.”
40. Number of female athletes and athletics
teams on college campuses
Very Strong Effect 30
No Effect 4
Some Positive effect 8
41. Interest in and significance of women’s
athletics teams on college campuses
Very strong effect 15
No effect 6
Some Positive effect 21
42. Fair allocation of resources between men’s
and women’s teams based on interest and
ability
Very strong effect 13
No effect 4
Some positive effect 23
Some negative effect 2
43. Resources college coaches of women’s teams
have to be successful
Very strong effect 12
No effect 7
Some positive effect 19
Some negative effect 4
44. Number and likelihood of women coaching
at the collegiate level
Very strong effect 8
No effect 9
Some positive effect 20
Some negative effect 5
45. Representation of women in leadership
positions in collegiate athletics
Very strong effect 6
No effect 13
Some positive effect 22
Some negative effect 1
50. Comments
• “very limited candidates applied and or high qualifications specifically
experience.”
• “We have hired SEVERAL female coaches, in addition to adding many
women's sports, at the Div. I university where I am A.D. Any challenges
that may have arisen I have seen as opportunities.”
51. Why women are not being hired
Experience (2)
Existing job security
Double standards
Family
52. Comments
• “It's hard for women to have the experience that many men have already
achieved. Those that do have are usually already ready in very good
coaching situations.”
• “I can't imagine any reason, unless it's lack of experience in some cases.
Otherwise, I see no reason not to hire a female head coach.”
• “Double standard / Family”
53. Why Women Decide not to stay in coaching
Children/Family Obligations (3)
Time
Travel
54. Comments
• “Family obligations”
• “Sometimes, if they have young children and their priorities change, they
decide the travel and other time commitments are not feasible.”
• “In my experience one of the main reasons I have seen women leave
coaching is when they have children. In y experience they want to not
have to spend so much time away from home.”
55. The article by Libby Sander “In The Game, But
Rarely No. 1” suggest that one of the reasons that
there are few women in top positions such as
Head Coaching, Athletic Directors, Presidents, etc.
is due to the lack of mentorship by those who
hold those positions. Do you agree? If not, briefly
explain what you believe contributes to the lack
of females in those positions.
56. Lack of mentorship is a factor in women
being in top positions
Agree 2
Neither nor 1
59. More Legislation
No (3)
Why?
• Better implement what is already there
• Popularity of women’s sports will bring female coaches into spotlight
• Consistency in definition of current law
60. Title IX impact on the following
• Women in sports: Very Strong Positive Effect (3)
• Interest in Women’s Sports: Very Strong Positive Effect (3)
• Allocation of Resources: VSPE (2), Some Positive Effect (1)
• Coaching Resources: VSPE (2), No Effect (1)
• Female Coaches: VSPE (1), Some Positive Effect (2)
• Female Leadership Roles: VSPE (1), SP (1), NE (1)
63. Future Research
• Perception of the opposite gender holding the head coaching position
• How much influence financial resources play in coaching
• The motivation/force/cause behind coaches choosing to coach.
Editor's Notes
Talk about wide focus being president etc. then going to narrow focus
Decided to separate the coaches results from the athletic directors results due to the slow and limited response of AD’s, so a little later on I will go over the athletic directors results.
What sports do currently coach? Sports team giving as females sports
Above 50% (44), At 50% (9), Below 50% (8)
All coaches played the sport that they currently coach either in HS or Collegiate level
13 male
33 female
Two part question lead into second slide
Example opened
Title IX an it’s relation to athletics is really known for the increased opportunity for the under represented gender to equal participate in any educational program or activity that is federally funded/assisted
Yes comment (2nd statement)
No comment (1st statement)