Circulating Subbeam Systems and the Physics of Pulsar Emission

The purpose of this paper is to suggest how detailed single-pulse observations of ``slow'' radio pulsars may be utilized to construct an empirical model for their emission. It links the observational synthesis developed in a series of papers by Rankin starting in the 1980s to the more recent empirical feedback model of Wright (2003a) by regarding the entire pulsar magnetosphere as a non-steady, non-linear interactive system with a natural built-in delay. It is argued that the enhanced role of the outer gap in such a system indicates an evolutionary link to younger pulsars, in which this region is thought to be highly active, and that pulsar magnetospheres should no longer be seen as being ``driven'' by events on the neutron star's polar cap, but as having more in common with planetary magnetospheres and auroral phenomena.Comment: 15 pages, 3 figure

Creating organisational cultures to support the progression of women coaches and coach educators

Introduction: The aim of this study was to understand the experiences of women coaches and coach educators in progressing through the licensed coaching and tutoring system within an English National Sporting Governing Body, The English Football Association. Statistics show that there is an average 75% drop-off in the number of women at each stage of the coaching pathway and an average 97% drop-off in the number of women progressing through the coach education (tutor) pathway from level 1 to 4. The focus of this paper centres specifically on examining the organisational structures and practices that influenced women’s careers at critical points of their coaching development. Personal experiences were considered as an interplay of not only individual choices and circumstances, but also related to organisational contexts and relations with others within the system. Method: 26 semi-structured interviews were conducted with a sample of licensed women coaches and tutors, at different points of the respective pathways, within the English Football Association. Interviews focused on the participants’ entry and progression into coaching and coach education, experiences of initial training and professional development, motivations for leadership / to progress, their experiences as a woman within their sport, and their experiences of the organisational context in which they work. Results: For women to thrive and progress as coaches and coach educators, particular organisational values are key in supporting their career. Creating a culture that values and nurtures the contribution that women can make to the coaching and tutoring professions, creating a culture that accepts women in and associates women with, leadership, retaining frequent and meaningful relationships between organisations and staff, and rewarding and recognising women’s experiences and achievements all serve to create organisational cultures that are welcoming and inclusive of diversity. Discussion: Gender needs to be understood as a complex set of social relations enacted across a range of social practices, rather than merely as a biological status. An interrogation of the social order of sport is required, that is how structures, practices, relations and values maintain and enforce particular ways of relating and being, and result in unequal social relations. Addressing the types of gendered social practices that exist within sporting organisations and ideologically reframing gender equality are avenues for change to the current status quo within sport. The challenge then, is to redefine this coaching culture rather than simply to operate within the constraints of the existing culture

Surviving rather than thriving: Understanding the experiences of women coaches using a theory of gendered social well-being

In shifting our gaze to the sociological impact of being in the minority, the purpose of this study was to substantiate a model of gendered social well-being to appraise women coaches’ circumstances, experiences and challenges as embedded within the social structures and relations of their profession. This is drawn on in-depth interviews with a sample of head women coaches within the UK. The findings demonstrate that personal lives, relationships, social and family commitments were sidelined by many of the participants in order to meet the expectations of being a (woman) coach. We locate these experiences in the organisational practices of high performance sport which hinder women coaches from having meaningful control over their lives. The complexities of identity are also revealed through the interplay of gender with (dis)ability, age and whiteness as evidence of hegemonic femininity within the coaching profession. Consequently, for many women, coaching is experienced as a ‘developmental dead-end’

Drifting sub-pulses in two newly discovered pulsars

We have detected the rare phenomenon of stable, drifting sub-pulse behaviour in two pulsars discovered in the recent Swinburne intermediate latitude pulsar survey. The pulsars; PSR J1231-47 and PSR J1919+0134, have approximate periods (P) of 1.873 and 1.6039 seconds respectively. Both pulsars have multi-component profiles, and distinct drifting is observed across them. We have identified a single drift mode in both pulsars: the drift rate for PSR J1231-47 being 5.4(1) ms P^{-1} and 5.8(2) ms P^{-1} for PSR 1919+0134. The drifting is linear across the profile with no departure from linearity at the edges within the sensitivity of our observations.Comment: 4 pages, 2 figures. Accepted by Monthly Notices of the Royal Astronomical Societ

The `Periodic Nulls' of Radio Pulsar J1819+1305

We present a single-pulse study of the four-component pulsar J1819+1305, whose ``null'' pulses bunch at periodic intervals of around 57 times the rotation period. The emission bursts between the null bunches exhibit characteristic modulations at two shorter periodicities of approximately 6.2 and 3 times the rotation period, the former found largely in the two outer components, and the latter only in the first component. Many bursts commence with bright emission in second component, exhibit positive six-period drift across the full profile width, and end with 3-period modulation in the leading component. The 57-period cycle can be modelled geometrically as a sparsely filled subbeam carousel with nulls appearing whenever our line of sight intersects a circulating empty region. This interpretation is compatible with other recent evidence for periodic, carousel-related nulling and appears to support the physics of a polar-gap emission model for ``drifting'' subpulses, but the subtle structure of the emission bursts defies an easy explanation.Comment: 8 pages, 9 figure

Negotiating the coaching landscape: Experiences of Black men and women coaches in the United Kingdom

The current article provides a critical examination of the racialised and gendered processes that reinforce disparities in sport coaching by exploring the experiences of Black men and women coaches in the United Kingdom. The findings are based on in-depth qualitative interviews with coaches from two national governing bodies of sport. Using a Critical Race Theory approach and Black feminist lens, the coaches’ narratives illuminate the complex, multifaceted and dynamic ways in which ‘race’, ethnicity and gender are experienced and negotiated by sport coaches. The coaches’ reflections are discussed under three themes: negotiating identities; privilege and blind spots; and systemic discrimination. The narratives from the coaches’ experiences emphasise the need for key stakeholders in sport to recognise the intersectional, structural and relational experiences that facilitate, as well as constrain, the progression of Black coaches in order to challenge racialised and gendered inequalities

“It’s a Concrete Ceiling; It’s Not Even Glass”: Understanding Tenets of Organizational Culture That Supports the Progression of Women as Coaches and Coach Developers

The purpose of this study was to explore what particular areas of organizational cultures facilitate the development and progression of women as football coaches and coach developers. The English Football Association provided the context for the research. Previous statistics demonstrate that recruitment, retention, and progression of women in English football coaching and tutoring are lower and slower than their male counterparts. In-depth interviews were completed with 26 women coaches and coach developers during November 2015 and February 2016 to understand their personal experiences as linked to the structure and culture of their sporting governing body, and analyzed using Schein’s theory of organizational culture. Three key tenets of organizational culture were found to be most influential on the career development of the participants: journeys and crossroads (the establishment of a learning culture), inclusive leadership, and vertical and horizontal relationships. The research demonstrates the need to identify disparities between espoused values and assumptions to enact cultural change toward supporting more women to be valued, included, and progressed in the sporting workplace

On the Periphery: Examining Women’s Exclusion from Core Leadership Roles in the “Extremely Gendered” Organization of Men’s Club Football in England

This paper frames men’s club football as an “extremely gendered” organization to explain the underrepresentation of women leaders within the industry. By analyzing women’s leadership work over a 30-year period, we find that women’s inclusion has been confined to a limited number of occupational areas. These areas are removed, in terms of influence and proximity, from the male players and the playing of football. These findings reveal a gendered substructure within club football that maintains masculine dominance in core football facing leadership roles and relegates women to a position of peripheral inclusion in leadership roles. Through a discourse analysis of gender pay gap reports, we show that men’s football clubs legitimatize women’s peripheral inclusion by naturalizing male-dominance at the organizational core. These findings are significant as they demonstrate that men’s football clubs, as masculine conferring organizations, have excluded women from core roles in order to maintain their masculine character while superficially accepting women into roles that do not challenge the association of football with hegemonic masculinity. As such, organizational change may only be possible if women are granted greater access to core organizational roles. This paper offers a new theoretical framework for “extremely gendered” organizations that can be applied to other sporting and male-dominated contexts to analyze women’s access to core leadership roles