9 Ways Women Can Help Other Women at All Stages of Their Sports Careers
We hear this all of the time, “The sports world is male-dominated.”
Additionally, if you take a quick look around sports organizations, you will see women (and those that identify as women) in more supportive positions like Service, Administrative Assistants, Accounting, Community, and Events.
We have to deal with collective phrases like “Hi Guys” and the shocked expressions when we tell people that we work in sports as if we don’t belong. But if you also take a look around, you will find some of the most incredible women executives who are intelligent, competitive, great leaders, and who are making an impact.
The sports business has taken some great strides over the last few years and we have seen women ascend to the very top of organizations, but there’s still work to be done. We’re seeing more women step into on-the-field and on-the-court positions. On the business side, MLS has promoted three women to team President positions within the last year and the NHL now has two women team Presidents
Andrea Pagnanelli, Chief Business Officer of the Gotham FC in the NWSL, once shared “as women climb the ladder they need to pull others up at the same time.” It’s simple and it’s important.
The climb to the top in any business is a steep one, especially for women. Those at the top will tell you that they are standing on the shoulders of other women who have come before them and are products of Title IX (Happy 50th Anniversary!). Now the responsibility shifts to the next generation to pull up those just starting out and those that come after.
What’s the best way to climb the ladder? Stay close to the revenue. But not all women’s career aspirations are to make it to the very top of an organization. Some choose to lead departments, impact strategy, and do great and meaningful work; this advice is for them too.
Let’s break down some ways in which women can help other women in the sports business:
Tips for Senior Level Leaders
1/ Be Present and Be Present
Let the staff see you and hear from you on a regular basis. Be an example for everyone on how to carry oneself in the office and in meetings. Make eye contact when speaking, be respectful when speaking to others, and let them hear your empathy in the more trying times. In a world where representation matters, people, especially women, need to see that representation in action.
2/ Create a Community
Culture. It’s asked about in every job interview and every organization is proud of their own and is looking to improve it. Candidates always want to know about the days that they can wear jeans to work, the free snacks, and fun activities that happen outside of work. All of those items will certainly get people in the door of an organization. But if you want employees, especially women, to stay, it’s vitally important to create a culture where they feel welcomed, supported, and encouraged to grow, learn, and advance in their careers.
Take a close look at workplace policies like maternity leave, paternity leave, flexible work schedules, and healthcare offerings so that women feel supported in their decisions to work and start a family. The first 10 years of a woman’s career are the most important, and they are also when conversations about marriage and family enter the fold.
People are everything in this business. When in a position to do so, women should hire other women. Or, hire people who are truly champions of other women. Candidates are vetted for their accomplishments. Some of that vetting should include a deeper look into who potential hires have previously surrounded themselves with and who they have championed before.
3/ Protect the Community
Once you build it, you can’t let it fall apart. Protect it from micro-aggressions and biases. Be conscious of word choices, pronouns, what feedback is delivered, and how it is delivered. Address any inequities when they are observed and make sure that promotions, leadership opportunities, and responsibilities are fairly distributed amongst all that are qualified.
Tips for Mid-Level Leaders:
4/ Don’t Let the Competition Get in the Way
As we talked about before, climbing the ladder is challenging because the climb gets steeper the higher you go. We already know that there are fewer women so competition between each other will be natural. You will be competing with men and women for full-time positions, additional responsibilities, and promotions.
But too often, women are too focused on competing against each other, that they forget that they can also be on the same team. Regardless of who “wins” the opportunity or promotion, make sure to respect the person and the hustle. Instead of burning bridges, build allies.
5/ Recognize Strengths in Others and Give Praise
Young female professionals are very different from their male counterparts. Be “glass half full” and focus on the strengths that they bring to the table, no matter the role, and don’t compare them to the strengths of others. Compare them to the requirements for the position they are in.
Women possess great characteristics and traits that hold up well in a professional environment. Attributes like empathy, compassion, and collaboration can be invaluable. Find ways to make strengths stronger instead of just pointing out weaknesses.
6/ Support Others and Create Opportunities (Even if They Are small)
Pay attention to and fight for fair compensation for your direct reports. If you are in a position to hire, hold yourself to a higher standard and challenge yourself to build a team that is 40% female.
Give leadership opportunities to younger women so that they can gain experience. They can be mentors, team leads, project leads, or speaking opportunities. At the same time, be cognizant of team dynamics and make sure everyone’s voices are heard.
Coach rising male executives on building a diverse workforce and how to collaborate with their female teammates.
7/ Be Proactive
Imposter syndrome is real, so women leaders should seek out younger executives and provide small confidence boosters. Small wins can add up to big wins so don’t ignore even the simplest of tasks if it’s done well.
Mid-level leaders should also learn how to manage working with other leaders, no matter if they are male or female. Identify common interests, working and communication styles, workplace values, etc., and then coach others on the same.
Also, take this time to give back to students. Find opportunities to visit colleges, share your story, and build your professional brand at in-person events and online.
Tips for Entry-Level Employees:
8/ Find Mentors
Early in your career there’s a lot to learn, and mentors can help you expedite that process. You can learn what things to focus on and what to avoid, and what you should anticipate coming. It’s also mutually beneficial because your mentor will now be looked at more positively now that she has been branded as a mentor. Even early on, you are able to make an impact on someone’s growing career.
9/ Celebrate Wins & Check-in With Each Other
Find ways to celebrate your Individual wins and your teammate’s successes. As they say, “Rising tides raise all ships”. Build a reputation for being a good teammate and for making the people around you better at their jobs. Work with your women teammates to lift each other up and help each other succeed. That can look like practicing sales roadmaps together, proofreading important reports and emails, rehearsing presentations, and even pep-talks when things are a little bumpy.
Conclusion:
As leaders, we can’t just look straight ahead and focus on ourselves. If we want to see real change, we need to look around, look back, find others who need and want our help and move forward together. The climb to the top of anything is always easier when you have help from others (men and women).
The sports business has come a long way but there’s more to do. Now is a great time as there has never been a bigger spotlight or more of a concerted effort on the business becoming more diverse, inclusive, and equitable.
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