An Intersectional Exploration of Job Experiences for Equity-Owed Lifeguards

Abstract

Lifeguarding in Canada has historically been a white-dominated field. Amid the current nationwide lifeguard shortage, it is critical to examine the experiences of equity-owed lifeguards and identify how workplaces can more effectively support and include individuals from diverse backgrounds. In my thesis I address two research questions: (i) How can organizations increase the representation of equity-owed individuals in lifeguarding? and (ii) What are the workplace experiences of equity-owed lifeguards? The thesis is presented in a two-paper format, with each paper responding to one of the research questions. In paper one, I address the first research question using an intersectional theoretical framework and archival research, with data analyzed through Reflexive Thematic Analysis (RTA). The analysis led to the identification of three promising practices for organizations in Canada and the United States to enhance representation in lifeguarding: (i) accessible programming, (ii) inclusivity and equity in the workplace, and (iii) culturally relevant programming. In paper two, I investigate the second research question using a qualitative descriptive methodology. Data was collected through semi-structured interviews and analyzed using RTA within an intersectional framework. The findings informed three key recommendations to improve workplace experiences for equity-owed lifeguards: (i) shared leadership, (ii) education on sexualization and sexual harassment, and (iii) equity-owed community outreach and barrier reduction. Together, the two papers underscore the need for systemic organizational change to increase representation and improve the workplace experiences of equity-owed lifeguards.