Prof. Coleman- FINAL PAGE PROOF 0305 (Do Not Delete) 3/6/2020 9:11 AM
106 DUKE JOURNAL OF GENDER LAW & POLICY Volume 27:69 2020
mantra “If she can’t see it, she can’t be it” suggests,
141
it is both well-studied and
widely-embraced.
142
Finally, it is because of Title IX and its sports exception—together with the
fight that Title IX advocates have put to those who would impede the project—
that we have now experienced four generations of empowered little girls
becoming empowered women. According to Donna de Varona and Beth Brooke-
Marciniak, “Girls who play sport stay in school longer, suffer fewer health
problems, enter the labor force at higher rates, and are more likely to land better
jobs. They are also more likely to lead. [Ernst & Young] research shows stunningly
that 94% percent of women C-Suite executives today played sport, and over half
played at a university level.”
143
Although we have not been able to verify their
particular numbers,
144
and education-based sport is certainly not the only path to
141. See, e.g., Themistokleous, supra note 129 (discussing the use of this phrase by the Federation
of Irish Sport); Melody Glenn, If She Can’t See It, She Can’t Be It: Part 1, F
EMINEM (May 25, 2017),
https://feminem.org/2017/05/25/cant-see-cant-part-1/ (using this phrase in support of female role
models in emergency medicine). The phrase is a variant of others such as “you can’t be what you can’t
see” that have also been applied to the cause of women’s equality and the use of female role models in
that context. See, e.g., Tasnuva Bindi, If You Can’t See It, You Can’t Be It: Female Founders Crushing
Stereotypes, S
TARTUP DAILY (May 13, 2014), https://www.startupdaily.net/2014/05/cant-see-cant/ (using
this phrase in support of female role models in business, tech, and politics).
142. It is beyond legitimate dispute that role models are effective when their observable
characteristics and trajectories are relevant to the aspirant. This is why, for example, we say that girls
need to see women in positions of authority and that children of color need to see people of color in
those same positions. What we can see—the optics—matter. And the point of reference is the viewer
or aspirant, not the individual who would self-identify as a role model. See Coleman, Sex in Sport, supra
note 27, at n.256; Z
ARRETT, ET AL., supra note 139, at 3 (listing “female coaches” as one of the things that
can encourage girls to stay engaged in sport once they have chosen to participate: “Girls more readily
identify with and see a female coach as a mentor and role model, which in turn, can help counter
stereotypes and boost girls’ confidence, self-efficacy, and sense of belonging.”). See also Coleman,
Semenya and ASA v. IAAF, supra note 49 (“It is well understood that the empowerment effects of [sex
segregated female sport] are different from those that result from seeing men compete together, and
also different from seeing open competition among men and women.”).
143. Beth A. Brooke-Marciniak & Donna de Varona, Amazing Things Happen When You Give Female
Athletes the Same Funding as Men, W
ORLD ECON. FORUM (Aug. 25, 2016), https://www.weforum.org/
agenda/2016/08/sustaining-the-olympic-legacy-women-sports-and-public-policy/.
144. See also Rebecca Hinds, The 1 Trait 94 Percent of C-Suite Women Share (And How to Get It), I
NC.
MAG. (Feb. 8, 2018), https://www.inc.com/rebecca-hinds/the-1-trait-94-percent-of-c-suite-women-sha
re-and-how-to-get-it.html (citing these EY statistics and noting that being “former or current athletes”
is “a trait that Meg Whitman, Indra Noovi, Marissa Mayer, and many other top female executives
possess”); Monica Miller, 4 Female C-Suite Executives Who Played College Sports, NCAA
AFTER THE GAME
(Mar. 8, 2018), http://www.ncaa.org/student-athletes/former-student-athlete/4-female-c-suite-executiv
es-who-played-college-sports (noting that being a former athlete is a characteristic top female
executives share); Valentina Zarya, What Do 65% of the Most Powerful Women Have in Common? Sports,
F
ORTUNE (Sept. 22, 2017), https://fortune.com/2017/09/22/powerful-women-business-sports/ (same).
We were especially interested in the study design that resulted in the 94 percent figure and so sought
to establish how the company that ran the survey—Longitude—identified its recipients. A
representative from the company explained that “[a]t the time of recruiting for a particular study, our
vendors reach out to the general survey audience and screen respondents according to the survey
requirements. Due to the nature of our work, we therefore deploy purposive sampling methods where
we purposely target a specific type of audience to eventually qualify the right people.” E-mail from