The Pipeline Project

ACCESS reportS

Athletic Administrators

Identify Leaks in the Pipeline – Pay Attention to Turnover

The current data from the Pipeline Project are clear, women are either leaving or not advancing within athletic departments. Data from other research suggests that people with minoritized identities (e.g., race/ethnicity, LGBTQ) are similarly affected (10).

Action Steps
  • Regularly review turnover rates and common demographics of those leaving. (How to calculate employee turnover)
  • Conduct exit interviews or surveys to understand reasons for leaving. Recent research suggests people leave when they do not feel supported in their job or by their supervisor; high workload, work-family demands, and low compensation also contribute to turnover (11).
  • Look for high turnover (>20%) in departments, which may indicate issues such as poor supervision or toxic culture. Losing top talent, especially women and minorities, could point to deeper problems. (Why >20%?)

Build (and Repair) the Leadership Pipeline

Building and repairing the Pipeline vary in cost and complexity. Still, the simplicity of some actions steps (e.g., setting expectations and goals; succession planning) is often overlooked by new and seasoned professionals.

Action Steps
  • Set clear expectations and goals for your team and ensure all supervisors do the same to enhance engagement and inclusion. (EXAMPLE: How to set goals and expectations)
  • Evaluate succession planning. Leaders should assess whether current career development processes, leadership training, and advancement pathways are inclusive and supportive of women.
  • Leverage existing resources
    • Universities have former practitioners and researchers with valuable skills and access to data. Athletic and academic departments can collaborate to create workshops, leadership pipelines, and research initiatives focused on training employees, supporting gender equity research, and offering leadership-focused internships.
    • Encourage employees to utilize university-wide professional development programs.
  • Create a Learning and Development role or office. Studies show that investment in career development (e.g., skills, mentorship, leadership) significantly boosts employee retention, yet most athletic departments overlook this area. (EXAMPLE: Director of Talent Development)
  • Create clear growth paths, mentorship, and leadership training to reduce turnover, especially in entry- and mid-level roles.