Beyond “a good fit”: Examining effective mentorship for BIPOC practitioners in a predominantly white profession

Abstract

Abstract Sport psychology (SP), is often dominated by hegemonic viewpoints, and has historically lacked multiculturalism and awareness of intersectional oppression and marginalized identities, resulting in feelings of alienation for Black, Indigenous and people of color (BIPOC) practitioners. Literature from Association for Applied Sport Psychology (AASP) recommends mentorship as a way to foster professional growth and well-being. However, recommendations are often vague concerning the obstacles to success, systemic racism, sexism, and other forms of oppression that affect young professionals. By combining the specific demands of SP with critical race theory, feminist and womanist mentorship practices, and intersectionality, we outline a model of mentorship that aims to foster well-being and retention for BIPOC professionals. Specific recommendations include (1) directly naming obstacles related to systemic oppression; (2) fostering a sense of mutual care, trust, and refuge between mentor and mentee; and (3) avoiding exploitation and advocating for mentee success and thriving. Questions to be considered are (1) whether same-identity mentorship is necessary for a successful mentor-mentee relationship; and (2) how to work within a neoliberal university or sporting system. Lay summary: Mentorship is essential to becoming a competent and certified sport psychology professional. Research has noted that most sport psychologists are white and male, and we use various theories to examine how mentorship practices can improve so that more minority and female practitioners can join and thrive in the profession. IMPLICATIONS FOR PRACTICE In order to transform the field, mid-level and experienced sport psychology practitioners who have the capacity should provide caring, critical, and collaborative mentorship to BIPOC practitioners. Practitioners who serve as mentors should deliberately discuss the racism, misogyny, and other obstacles that exist in sports and academia. Mentors should borrow from feminist, womanist, CRT, and intersectionality scholars to create liberatory non-hierarchal relationships that foster institutional change.