With one week to go before applications close for the 2022 #SIGAWomen Global Mentorship Programme, it’s time to know Katie Simmonds thoughts and expectations.
The SIGA’s Global COO and #SIGAWomen Managing Director revisits the previous editions, talks about the future and reflects on what is still missing for Sport to achieve gender equity in the board room.
Learn more here. Submit your application!
We are entering the fourth cycle of SIGA’s Global Female Mentorship Programme. What can we expect to be achieved this year?
The #SIGAWomen Global Mentorship Programme has grown exponentially both in terms of impact and representativeness since its inception in 2018. This fourth year will be bigger than ever, with more phenomenal female mentors from around the world working in the sports industry joining our growing community of like-minded women, all committed to paving the way for those younger women that want to carve leadership positions. We will provide 8 cutting edge group digital sessions as well as bilateral sessions and of course I am super excited by the annual Summit on Female Leadership in Sport that has gone from digital to hybrid this year and will be hosted by Mastercard, one of our Founding Members, in their brand-new Technology Hub in Manhattan. So, more global mentors, delivering more mentorship to create more female leaders and gender equity in the board room! That’s our aim!
Past experiences show that this pathway is flourishing. Are there any particular good outcomes you would like to share?
The #SIGAWomen Global Mentorship Programme is just one aspect of my work in my role as Global COO that primarily focuses on sports law, governance and sports policy. In many respects the programme is the most rewarding part of my portfolio as it is change making in action! When I read the interviews of the mentees and watch them speak publicly, I am impressed by their eloquence and confidence. The support we extend to them is long lasting as it encourages them to do the same for other younger women when they are in leadership positions. It was really important to me to change the narrative I personally had with several senior women that saw me as competition rather than a legacy to their achievement. Success stories include mentees gaining employment, internship opportunities and places on our Youth Council. This programme is all about empowerment, creating leadership lanes for the next generation of female leaders by imparting some of the lessons we have learnt along the way and providing a safe space to discuss topics that you may feel uncomfortable raising with your male boss. Together we have a wealth of different experiences that we can share to benefit those that are about to go through similar circumstances. Why not share, advise to make the next generations’ journey easier? I am also pleased to share that even some of the mentors gained employment with other mentors! In all, a great growing platform of women in the sports industry!
From the previous programmes, several female mentees have ended up working in the world of sport. What is still missing to achieve gender equity in the boardroom?
I firmly believe that sports governance structures need to evolve in order to ensure boardroom diversity and inclusion. We are not just talking about gender equity, but diversity and inclusion at all levels. Term limits, unconscious bias training, targets, employing recruitment firms with specialised diversity and inclusion expertise. This is what it takes to move the needle and this is what the SIGA Universal Standards on Good Governance in Sport require and what we are encouraging sports organisations to implement in order to walk the talk. Cultural change does take time but it can be accelerated if there is accountability and that is what SIRVS – the first independent audit system for sports governance – brings. And this is what global brands, like Mastercard, expect. Implementing the SIGA Universal Standards on Good Governance in Sport is not rocket science. It is doable as a major part of my work last year was to work with the European Rugby League and BSI, in doing just that. What is hard is to create the political will to change organisations because often there is systemic corruption that is led from the top down. At SIGA we are focusing on positive examples of best practice to light the way for others to do the right thing. I firmly believe that these sports organisations will not only be better run, but ultimately will reap the commercial success for embracing these governance changes.
How is the choice of female mentors made?
It is a combination of rockstar women I have met during my global sports law career as well as those that have applied and meet the criteria. This year I decided to define what made a #SIGAWomen Global Mentor. You can check out the 7 characteristics here! I would like to publicly thank all of the #SIGAWomen Global Mentors for joining me and generously giving their time to this worthy cause. We stay in touch throughout the year and continue to help each other in our careers, by making useful introductions or talking through challenges. It is a dynamic and innovative environment. I encourage others to get involved.
How can we attract men to embrace such a noble project and promote gender equity?
Gender equity is not a women’s issue. It is our issue. Men all have women in their lives, be it a mother, sister, wife, girlfriend, so why would they not want them to have the same opportunities as men? We are not asking for an easier career pathway, just more leadership opportunities so when we look upwards, we can see that it is possible to get to senior positions. There are some formidable men championing female leadership in sport and that is why we always have a panel dedicated to this topic at our events and why I introduced the Male Champion of the Month in the #SIGAWoW Show that I host and produce to acknowledge and thank those that are setting a good example. Ultimately, it serves the organisation better to have highly skilled individuals from diverse backgrounds working together. It makes for better decision making. Better business. All our reforms and thought leadership initiatives are centred on promoting good governance in sport. Gender equity is part of it. To answer the last part: if you are a man and want to promote female leadership, then share the #SIGAWomen Programme with your female colleagues and recommend it to them. This happened in the past when a senior executive working at a governing body recommended it to his younger female colleague with remarkable results.
What do you imagine this programme could become in the near future?
This year we introduced scholarships to make the programme accessible to all. I envisage a programme that is a combination of digital and in person with the mentorship leading to formal internships. That is the next step that I seek to build so we can offer young people not just the support, knowledge, and advice, but the experience of working with each of us. Watch this space! Oh, and as it is the start of the new year, on my wish list is for more brands like Mastercard to come on board to support us. SIGA is a non for-profit entity that is a multi-stakeholder coalition. If diversity and inclusion is at the heart of your brand and you are looking for an impactful project that can make a tangible difference, here it is!
Submit your application!
Related news
SIGA Mentorship Programme open
What makes #SIGAWomen mentors special? Find out and apply
“I recommend SIGA Mentorship Programme to any woman who aspires to lead in sport” – Taylor Green
“My mentor, SIGA leaders and SIGA have taken me under their wing” – Tarryn Horner
“The SIGA Mentorship Programme changed my perspective on some subjects” – Inês Alves Caetano
Check out some confirmed Mentors and stay tuned for future announcements
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