Creating and Sustaining Gender Diversity in Sport Organizations

Creating and Sustaining Gender Diversity in Sport Organizations Past diversity frameworks have focused on the desired end state of diversity management strategies (i.e., cultures that value diversity and capitalize on the benefits that differences can bring to the organization) but have largely failed to highlight the methods of creating such change. A model is proposed that addresses this gap in the literature. Specifically, I argue that political, functional, and social pressures will call into question the legitimacy of the institutionalized nature of gender inequality in sport organizations. These pressures are then thought to result in employee commitment to and behavioral support for gender diversity initiatives. The relationship between the pressures for deinstitutionalization and commitment to gender diversity are thought to be moderated by four factors: the presence of change teams, education, top management support, and systemic integration. Contributions and future directions are discussed. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Sex Roles Springer Journals

Creating and Sustaining Gender Diversity in Sport Organizations

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Publisher
Springer Journals
Copyright
Copyright © 2007 by Springer Science+Business Media, LLC
Subject
Psychology; Gender Studies; Sociology, general; Medicine/Public Health, general
ISSN
0360-0025
eISSN
1573-2762
D.O.I.
10.1007/s11199-007-9312-3
Publisher site
See Article on Publisher Site

Abstract

Past diversity frameworks have focused on the desired end state of diversity management strategies (i.e., cultures that value diversity and capitalize on the benefits that differences can bring to the organization) but have largely failed to highlight the methods of creating such change. A model is proposed that addresses this gap in the literature. Specifically, I argue that political, functional, and social pressures will call into question the legitimacy of the institutionalized nature of gender inequality in sport organizations. These pressures are then thought to result in employee commitment to and behavioral support for gender diversity initiatives. The relationship between the pressures for deinstitutionalization and commitment to gender diversity are thought to be moderated by four factors: the presence of change teams, education, top management support, and systemic integration. Contributions and future directions are discussed.

Journal

Sex RolesSpringer Journals

Published: Oct 18, 2007

References

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