Women in Coaching

Kilty, Katie

doi:10.1123/tsp.20.2.222

Cited by 98 publications

(138 citation statements)

References 16 publications

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“…Regarding the latter, we found that our participants valued receiving help and support, but sometimes they did not obtain them. Previous research has highlighted the relevance that having mentors has for women in order to gain confidence and experience both in their role as sport managers (e.g., IOC, 2010;Weaver & Chelladurai, 1999) or coaches (e.g., Allen & Shaw, 2009;Kilty, 2006). In this line, the current study reinforces the conclusions regarding mentoring stated in past research.…”

Section: Discussionsupporting

confidence: 82%

Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

Perez-Rivases

Torregrosa

Viladrich³

et al. 2016

AN PSICOL-SPAIN

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Título: Mujeres que ocupan cargos de gestión en organizaciones deportivas de primer nivel: una perspectiva desde la autodeterminación. Resumen: Bajo el marco teórico de la Teoría de la Autodeterminación (SDT), el propósito del presente estudio fue investigar si el entorno laboral de mujeres que ocupaban cargos directivos en el deporte era de satisfacción o frustración de las necesidades psicológicas básicas (BPN), y explorar sus motivaciones en estas posiciones. Se realizaron entrevistas semiestructuradas a ocho directivas de organizaciones deportivas de primer nivel. Los resultados mostraron que siete de ellas reportaron estar en un entorno de satisfacción de las BPN y experimentaban motivación autónoma en su trabajo. Por el contrario, una participante reportó trabajar en un contexto de frustración de las BPN y experimentaba motivación controlada. Presentamos los antecedentes contextuales expuestos por las directivas que consideramos de satisfacción o frustración de sus BPN. Asumiendo que la satisfacción de las BPN está relacionada con la motivación autónoma y el bienestar, el presente trabajo proporciona una primera aproximación sobre cómo las organizaciones deportivas podrían promover la satisfacción de las BPN de las directivas y aumentar así su motivación autónoma y bienestar en el cargo. Palabras clave: directivas; motivación; necesidades psicológicas básicas; género; organizaciones deportivas; análisis cualitativo.Abstract: Framed in Self-determination theory (SDT), the purpose of this research was to examine whether the working environment of women in sport management positions could fulfil or thwart their basic psychological needs (BPN) and to explore the motivations that women managers experience in these positions. Eight female managers of top-level sport organizations participated in semi-structured interviews. Results showed that seven of them reported being in an environment that fulfilled their BPN and experienced autonomous motivation in their job. In contrast, one participant reported working in a context that thwarted her BPN and experienced controlled motivation. We present contextual antecedents that were considered satisfying or thwarting of the BPN of those women enrolled in management positions. Insomuch as BPN satisfaction is expected to be related to autonomous motivation and well-being, the current study provides a first insight regarding how sport organizations could promote women managers' BPN satisfaction and thus increase their autonomous motivation and well-being in such positions.

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Section: Discussionsupporting

confidence: 82%

Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

Perez-Rivases

Torregrosa

Viladrich³

et al. 2016

AN PSICOL-SPAIN

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“…The research informs us of women coaches having to work much harder to prove themselves than male colleagues, to other coaches, to their organisation or governing body, or to athletes (e.g. Norman, 2010;Rankin-Wright, 2015;Kilty, 2006). This is because the cultural perceptions of women, based on biological and natural assumptions, are juxtaposed to perceptions of what is a leader.…”

Section: Social Acceptancementioning

confidence: 99%

“…This is because the cultural perceptions of women, based on biological and natural assumptions, are juxtaposed to perceptions of what is a leader. In her review of the challenges that women coaches experience, Kilty (2006) found participants reported an unequal assumption of competence compared to male colleagues. Such covert discrimination was also a contributory factor in women's turnover intentions in Lovett and Lowry's (1997) study.…”

Section: Social Acceptancementioning

confidence: 99%

“…Qualitative research has added to this by citing structural factors such as fewer opportunities, unequal gendered relations, unequal ideas of coaching competence, lower self-confidence, poor working conditions and sexism interconnected with homophobia and racism (e.g. Norman, 2010;2012;Rankin-Wright, 2015;Allen and Shaw, 2013;Fielding-Lloyd and Mean, 2011;Kilty, 2006;LaVoi and Dutove, 2012;Shaw and Slack, 2002). To this end, we argue that this field is potentially reaching saturation point in terms of suggestions for the barriers and facilitators to women starting and progressing as coaches.…”

Section: Introductionmentioning

confidence: 99%

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Surviving rather than thriving: Understanding the experiences of women coaches using a theory of gendered social well-being

Norman

Rankin-Wright

2016

International Review for the Sociology of Sport

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In shifting our gaze to the sociological impact of being in the minority, the purpose of this study was to substantiate a model of gendered social well-being to appraise women coaches' circumstances, experiences and challenges as embedded within the social structures and relations of their profession. This is drawn on indepth interviews with a sample of head women coaches within the UK. The findings demonstrate that personal lives, relationships, social and family commitments were sidelined by many of the participants in order to meet the expectations of being a (woman) coach. We locate these experiences in the organisational practices of high performance sport which hinder women coaches from having meaningful control over their lives. The complexities of identity are also revealed through the interplay of gender with (dis)ability, age and whiteness as evidence of hegemonic femininity within the coaching profession. Consequently, for many women, coaching is experienced as a 'developmental dead-end'. IntroductionThe coaching literature and indeed, sport and gender research more broadly, is saturated with studies and writing around the issue of women's underrepresentation as coaches. The consensus is that the coaching profession has long been and continues to be, a white male dominated occupation and that this is a global issue. Within the UK, the context for the present study, the statistic remains that only one in five qualified coaches are women (Sports Coach UK, 2011). Globally, figures reveal that one in ten accredited Olympic coaches are women (Norman, 2014). To provide country-specific examples, Australia currently have no women as national managers for any sport other than for gymnastics and netball (Robertson, 2016). In Germany, 10% of high performance coaches and 13% of professional coaches are women (Robertson, 2016).Paradoxically, in Finland, a country known for its societal and political embrace of the notions of gender 2 equality, men are in the majority in coaching. In team sports, two thirds of head coaching roles are taken by men (Robertson, 2016). In Canada, the percentage of women in both high performance coaching and university head coaching roles is approximately 20% (Coaching Association of Canada, 2012;Donnelly and Kidd, 2011). Within the UK, the underrepresentation persists despite an improvement in wider social attitudes and legislation towards equality and diversity within the UK society (Equality and Human Rights Commission, 2010) and the action in response to this legislative pressure by sporting organisations and national governing bodies. Since the introduction of the 2010 Equality Act by the UK Government, within sport and coaching there has been an increasing interest in and emergence of equalities on the agenda of policy makers and organisations (Nottinghamshire County Council, 2010), as part of a broader trend towards mainstreaming equality across the sectors (Mulderrig, 2007). Sporting governing bodies and organisations are seemingly providing more opportunities for minor...

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“…Obstáculos similares aos encontrados nessa pesquisa também foram verificados na literatura internacional, como o questionamento da competência feminina, a contratação por princípio da similaridade, ou seja, homens tendem a contratar homens, a homofobia, a falta de contatos para facilitar o acesso ao posto, o conflito da vida pessoal com a profissão, a falta de aceitação e credibilidade com os atletas, a ausência de outras mulheres em seu contexto, a dificuldade de ascensão de mulheres na carreira em categorias de base para categorias profissionais, e o fato de a atuação como treinadora em alguns casos ser voluntária, gerando incompatibilidade com a profissão que realmente exercem [16][17][25][26][27] . As participantes (n=11) afirmaram que a presença majoritária de homens no comando esportivo constitui uma barreira para a atuação delas.…”

Section: Resultsunclassified

Barriers faced by brazilian female coaches

Ferreira¹,

Anjos²,

Drigo³

et al. 2018

Rev Bras Educ Fís Esporte

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Rev Bras Educ Fís Esporte, (São Paulo) 2017 Abr-Jun; 31(2):479-88 • 479As barreiras enfrentadas por treinadoras brasileiras IntroduçãoAs barreiras enfrentadas por treinadoras brasileiras ResumoNo Brasil, a representatividade de mulheres como treinadoras esportivas é muito baixa. Diante desse cenário, este estudo teve como objetivo identificar e analisar as barreiras encontradas por treinadoras brasileiras em sua carreira. As participantes da pesquisa foram treze técnicas esportivas de oito modalidades. O método empregado foi a análise de conteúdo proposta por Bardin. A produção de dados foi realizada através de entrevistas semiestruturadas. As principais barreiras identificadas foram a apropriação majoritária do espaço pelos homens, o preconceito, o conflito entre vida pessoal e a vida profissional, e a baixa remuneração. Concluiu-se que as treinadoras enfrentam muitas dificuldades, as quais limitam a presença de mulheres no comando esportivo brasileiro.Palavras-chave: Mulheres; Esportes; Gênero; Treinamento.A última edição dos Jogos Olímpicos, ocorrida em Londres em 2012, protagonizou discursos que celebravam a maior participação feminina da histó-ria do megaevento: 44% dos/as atletas participantes eram mulheres 1 , sendo que todos os países enviaram representantes do sexo feminino, um fato inédito. Se a ampliação da participação feminina nos megaeventos é, sem dúvida, digna de comemoração, é necessário lembrar que algumas expectativas baseadas no gênero se mantém vivas no universo do esporte 2 , e que as condições de acesso e permanência de mulheres em boa parte das práticas corporais e esportivas ainda estão aquém das encontradas pelos homens, o que se evidencia nas menores oportunidades de prática, visibilidade conferida pela mídia, prêmios atribuídos aos vencedores de competições, entre outros 3 . Na arbitragem, na mídia, na gestão de clubes, federações e confederações ou no treinamento de atletas e equipes, evidencia-se que a presença feminina é ainda muito baixa, tanto no contexto nacional 4-7 como no internacional [8][9][10][11][12][13][14] . Este estudo tem como objeto uma dessas funções nas quais as mulheres se encontram sub--representadas: a de treinadora esportiva. A atual realidade da carreira de treinadora esportiva pode ser didaticamente analisada a partir de mudanças e interações entre três relações: mulher e trabalho, mulher e família e, mulher e esporte.As relações das mulheres com o mercado de trabalho nos fornecem apontamentos para compreender o processo de naturalização de uma divisão sexual dos cargos no contexto esportivo. Segundo Perrot 15, o século XIX levou a divisão das tarefas e a segregação sexual dos espaços ao seu ponto mais alto. Cada sexo tem sua função, seus papéis, seus espaços. Definiu-se que o lugar das mulheres era o espaço da vida privada 16 . Nesse período, ser dona de casa era a condição da maioria das mulheres. Com a entrada das mulheres para o mercado de trabalho, após as duas grandes guerras mundiais, essa realidade foi se modificando [15][16][17] . No Brasil, durante...

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Women in Coaching

Cited by 98 publications

References 16 publications

Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

Women Occupying Management Positions in Top-Level Sport Organizations: A Self-Determination Perspective

Surviving rather than thriving: Understanding the experiences of women coaches using a theory of gendered social well-being

Barriers faced by brazilian female coaches

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