The research conducted by Keith, Lapchick and Neza examined the extent to which women are represented in athletics heads coaching. They observed that while there have been efforts to increase the number of women in senior athletics positions, disparities in representation are still evident in Intercollegiate Athletics Coaches. With a renewed emphasis on the eliminating underrepresentation of women and minority groups in sport management, this study is essential in underscoring the current state of sports sector, especially college sport (Harrison, Lapchick & Janson, 2009).
Just like in previous studies, the researchers found out that men were still overwhelmingly represented in top leadership positions of college sports and athletics. They observe that lack of proper diversity in high-ranking coaching positions is yet to be sealed or addressed. While the researchers found that the representation of the black minority in college sports was slowly increasing under the leadership of Miles Brand, the Association was still faced with challenges of hiring decisions.
Relevance of the article
This article is relevant in drawing insights on key trends in collegiate and intercollegiate athletics and sports, especially on leadership, hiring practices and inclusive representation. This article sheds more light on these aspects and forms the basis for future research in the field of sports leadership.
Hypothesis
Although the researchers proceeded on the assumption that there was little representation and retrogressive hiring policies, they did not clearly state their hypothesis to set the pace for the investigations. However, the authors confirmed their assertions based on similar studies.
The Purpose of the Study
The purpose of the study was to demonstrate that college athletics was still unable to tackle hiring problems that account for the disparities in leadership. The other aim of the research was to find a relationship between hiring decisions and the dwindling number of non-color women in Division I, II, and III coaching positions (Harrison, Lapchick & Janson, 2009).
The researchers used the Federal Affirmative Action policies that guide racial representation in leadership positions in the society.
Procedures
The methodology of awarding grades was systematically determined by the researchers to help come up with an unbiased grading. For example, the percentage of colored people was calculated and converted into a grade based on the federal average. Once a grade is arrived at, it is coded using numerical numbers, say, A=4, B=5 and C=4 and so on. The study utilized the Racial and Gender Report Card (RGRC) to measure the effectiveness of hiring practices in NCAA member institutions. An institution will earn an A if it achieved a 24% representation of people with color, a B for 12 or more, a C if it employed 9% and D if it has at least 6%. The study was limited to 2003-2008, meaning that five years could not provide a logical and conclusive explanation of the situation on the ground.
Results
The authors found that while HR policies were rightfully in place, the 2008 Racial and Gender Report Card (RGRC) rated the NCAA member institutions as below average, noting that the NCAA had lost its grip on its hiring policies and practices. Most importantly, the researchers established that college sports scored the worst grade for racial hiring compared to other entities at the time.
Conclusion
Future research should focus on issues of equity and diversity in intercollegiate placement and leadership at all levels, including high school and college levels. Further research should also examine leadership in collegiate Division II, III and higher levels with a view of creating understanding the role of these issues in intercollegiate athletics.
Reference
Harrison, K. C., Lapchick, R. E., & Janson, N. K. (2009). Decision Making in hiring: Intercollegiate Athletics Coaches and Staff. New Directions for Institutional Research, 144, 93-101.