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Examines the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management. A questionnaire was developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 respondents (39 per cent) returned their completed survey forms. Findings indicated significant confirmatory paths between experiencing a gender discrimination lawsuit and philosophical support (t = –3.14, p < 0.05), philosophical support and substantive HRM programs (t = 9.56, p < 0.05) and philosophical support and representation of female managers (t = 2.36, p < 0.05). Concludes that philosophical support of top managers leads to the development of substantive HRM programs to promote gender equality in sport management and greater female manager representation.

The purpose of this study was to examine the effect of diversity programs on female student representation within sport management preparation programs. A questionnaire was sent to 172 undergraduate and graduate sport management preparation programs at the North American Society for Sport Management member institutions and 72 completed surveys were returned. These data were used to test a confirmatory path model at the undergraduate and graduate levels. Results show that diversity programs continue to be developed, and that diversity program leads to increase female student representation within undergraduate and graduate sport management preparation programs. Based on the findings of this study, student diversity programs are assisting to eradicate barriers for women in the sport management profession.

The aim of this paper is to examine the effects of organizational characteristics, philosophical support, and substantive human resource management (HRM) programs on promoting gender equality within sport management.

A questionnaire is developed to collect data on philosophical support and HRM practices within sport organizations and sent to 500 collegiate and professional sport organizations in the USA; 196 respondents (39 percent) returned their completed survey forms.

Findings indicate significant confirmatory paths between experiencing a gender discrimination lawsuit and philosophical support (t=−3.14, p<0.05), philosophical support and substantive HRM programs (t=9.56, p<0.05) and philosophical support and representation of female managers (t=2.36, p<0.05). The paper concludes that philosophical support of top managers leads to the development of substantive HRM programs to promote gender equality in sport management and greater female manager representation.

The paper provides useful insights into the effect of philosophical support from top managers on HRM programs that promote gender equality in sport management.

The purpose of this paper is to offer a reflection of contributions made by the paper “Women in sport management: advancing the representation through HRM structures.”

The approach the paper took in preparing this reflection was to offer the recollections as why the study was initiated and the significance it has had since being in print.

In this paper, four key outcomes of the original study are identified and discussed. They are that women rated their leaders as significantly less committed to gender equity than men did; that experiencing a gender equity lawsuit increased top management's philosophical support of gender equity, that top management support for gender equity is significantly positively associated with both substantive human resource management (HRM) practices and the percentage of female managers in the organization; and that the presence of substantive HRM practices for gender equity is unrelated to the employment of female sport managers.

The paper offers insight on the significance of the original paper and communicates the importance of further practical and scholarly efforts to increase gender equity within management.