Abstract

Despite notable advancements made by Black women in both athletic and professional settings, their representation in leadership roles within the sports industry remains disproportionately low. The underrepresentation of Black women in leadership positions within professional sport organizations underscores the need for research to identify the social supports and factors facilitating their career progression. This study addresses the gap in the literature through qualitative interviews with twelve Black women who hold director-level positions or higher in professional sports teams or leagues. Grounded theory was employed to gather, examine, and interpret the data from the interviews. Critical race theory, standpoint theory, intersectionality, and Black feminist thought framed the study, positioning Black women as knowledge producers and validating their lived experiences. The research questions guiding the study were: What are the belief systems of Black women that facilitate pathways to leadership positions within professional sport? What are the social supports or factors that facilitate upward career mobility for Black women in professional sport? What might be, if any at all, the common social supports or factors that facilitate the attainment of leadership positions? To what extent do Black women believe these social supports impact their attainment? The findings underscore the significance of coaches, mentors, sponsors, sport-centered professional networking groups, non-sport centered social networking groups, affinity groups, and training and development in supporting Black women's career advancement. Mentors and sponsors were found to have the strongest association with upward career mobility by opening doors, providing support, and providing guidance in navigating unfamiliar spaces. Career coaches were valued during transitions. Although professional networking groups and affinity groups provided opportunities for networking and relationship building, they were not explicitly associated with position attainment. Both sport focused and non-sport focused professional networking groups provided opportunities for networking, professional development, and peer support. Affinity groups, particularly those for Black employees, foster community, visibility, and a sense of belonging. This study highlights the need for organizational initiatives that prioritize inclusivity, such as career coaching, mentorship, sponsorship, and support networks, to ensure equitable opportunities for Black women in sports leadership. This research contributes to the larger body of research on sport leadership.

Library of Congress Subject Headings

African American women executives; Mentoring in business; Women executives—Sports; Sports administration—Vocational guidance

Date of Award

2025

School Affiliation

Graduate School of Education and Psychology

Department/Program

Education

Degree Type

Dissertation

Degree Name

Doctorate

Faculty Advisor

Martine Jago

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