The demands of the athletic training profession are unique, but concerns of women members of the National Athletic Trainers’ Association (NATA) are similar to those of women in other male-dominated occupations. Although the NATA membership is roughly equal in terms of gender (46% of the NATA membership are women), men are predominantly found in supervisory positions (59%), compared with 37% of women in other leadership roles. 1 Subordinate groups are often excluded from positions of power or leadership. In corporate America, 95–97% of senior managers are men, 2 and in academic medicine, gender bias is more frequently reported by female faculty (77%) than by male faculty (30%). 3 Gender-biased behaviors, policies, or actions that adversely affect work by leading to disparate treatment or creation of an intimidating environment are gender discrimination. 3 Our objective is to identify gender-biased issues in the athletic training workforce using the mutedgroup theory and to describe strategies for success for women who choose athletic training as a career.