Neag School of Education, Department of Kinesiology, University of Connecticut, 2095 Hillside Road, U-1110, Storrs, CT 06269-1110, USA.
J Athl Train. 2012 Nov-Dec;47(6):694-703. doi: 10.4085/1062-6050-47.6.04.
Female athletic trainers (ATs) experience gender discrimination in the workplace due to stereotypical gender roles, but limited information is available regarding the topic.
To understand the challenges and obstacles faced by young female ATs working in National Collegiate Athletic Association Division I athletics.
Exploratory study using semistructured interviews.
Division I clinical setting.
A total of 14 female ATs were included in the study, using both criterion and snowball-sampling techniques. Their mean age was 27 ± 2 years, with 5 ± 2 years of overall clinical experience. Criteria included employment at the Division I clinical setting, being a full-time assistant AT, and at least 3 years of working experience but no more than 9 years to avoid role continuance.
Analysis of the interview data followed inductive procedures as outlined by a grounded theory approach. Credibility was established by member checks, multiple-analyst triangulation, and peer review.
Clear communication with both coaches and players about expectations and philosophies regarding medical care, a supportive head AT in terms of clinical competence, and having and serving as a role model were cited as critical tools to alleviate gender bias in the workplace.
The female ATs in this study stressed the importance of being assertive with coaches early in the season with regard to the AT's role on the team. They reasoned that these actions brought forth a greater perception of congruity between their roles as ATs and their gender and age. We suggest that female athletic training students seek mentors in their field while they complete their coursework and practicums. The ATs in the current study indicated that a mentor, regardless of sex, helped them feel empowered to navigate the male-centric terrain of athletic departments by encouraging them to be assertive and not second-guess their decisions.
由于刻板的性别角色，女性运动训练师（AT）在工作场所会经历性别歧视，但关于这个话题的信息有限。
了解在国家大学体育协会一级（Division I）运动中工作的年轻女性 AT 所面临的挑战和障碍。
使用半结构化访谈的探索性研究。
一级临床环境。
本研究共纳入 14 名女性 AT，使用标准和滚雪球抽样技术。她们的平均年龄为 27 ± 2 岁，整体临床经验为 5 ± 2 年。入选标准包括在 Division I 临床环境工作、担任全职助理 AT 以及至少 3 年但不超过 9 年的工作经验，以避免角色延续。
按照扎根理论方法概述的归纳程序分析访谈数据。通过成员检查、多分析师三角测量和同行评审来确立可信度。
与教练和运动员就医疗保健的期望和理念进行清晰沟通、在临床能力方面有一位支持性的首席 AT 以及拥有并充当榜样，这些都被认为是缓解工作场所性别偏见的关键工具。
本研究中的女性 AT 强调在赛季早期与教练就 AT 在团队中的角色进行果断沟通的重要性。他们认为，这些行动带来了他们作为 AT 的角色与其性别和年龄之间更大的一致性感知。我们建议女性运动训练学生在完成课程和实习期间在他们的领域寻找导师。本研究中的 AT 表示，导师（无论性别如何）通过鼓励他们果断自信，不质疑自己的决策，帮助他们有能力在以男性为中心的运动部门中导航。
