Thesis (MBA.) -- University of Limpopo, 2023 / The underrepresentation of women in management positions of rugby is a continued unresolved phenomenon not only in South Africa, but across the globe. It has been thirty years since the Brighton Declaration was adopted, which was attended 289 international states. The Brighton Declaration Conference seeks to promote the interest of women in sport; the conference in line with Sustainable Developmental Goals (also called “SDG. World Rugby has over 15 working committees that constitute less than 5 women serving as members in committees. South African Rugby Union (SARU), a custodian for rugby in South Africa, lacks women representation in senior management positions. Thus, a research conducted in women rugby in Polokwane Municipality. The aim of the research is to investigate the underrepresentation of women in management of sport and the implications for women ‘s participation in rugby sport in Polokwane Municipality, Limpopo Province. The research uses qualitative approach, and 20 participants were purposively sampled to respond to interview questions. The research findings revealed SARU’s inadequacy in developing women for management of rugby. Thus, the research recommends women empowerment through various sustainable development programs accustomed to equip women to occupy management and leadership roles. Furthermore, policy review on sport management should be considered, the review brings together women coaches, technical staff and other team officiating from various stakeholders of sports and rugby in particular. SARU has to review their inclusion policies, and implement them. World Rugby’s inclusion policies must also be implemented because in many cases inclusion policies only exist on paper.

What happened to women who are former athletic directors of intercollegiate athletic programs during each of the four stages of the departing experience was the problem of this study. A qualitative design using personal interviews for data collection and ethnoscientific explanation for analysis of the data were used to study thirty-one women who were athletic directors between 1975 and 1986. Analytical tasks performed for each of the four levels of analysis helped answer research questions directed toward finding patterns among women in the following areas: what happened to them within and throughout the four stages of the departing experience, reasons they left the position of athletic director, and satisfaction in their subsequent job. Analysis of the data established that the departing experience occurred in four stages. How the subjects responded to the way that opportunities for female student-athletes were offered during each st3ge of the departing experience determined whether they were in positive or negative circumstances. Sixteen subjects either were in positive circumstances throughout the departing experience or ended it in positive circumstances. Fifteen subjects were either in negative circumstances throughout the departing experience or ended it in negative circumstances. The ability to reevaluate their beliefs and values, adapt to changes in their programs, make rational decisions, and influence others to support their decisions determined whether they were in positive or negative circumstances in each stage of the departing experience. In general, the findings of this study support literature on women in administrative positions and literature on the effects of job loss and job change.