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Jared A. Russell, Sheri Brock, and Mary E. Rudisill

, logistical, and administrative structures/processes that would support an inclusive excellence environment ( Chin & Trimble, 2015 ; Hale, 2004 ; Smith, 2015 ; Williams, 2007 ). One area in need of attention in creating inclusive excellence is implicit bias and how it can influence faculty recruitment

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Yonghwan Chang, Vicki Schull, and Lisa A. Kihl

Attempts were made to explore the value of the multiple social identities approach in reducing the detrimental effects of stereotype threats in the context of spectator sports. A total of 150 females were recruited for a laboratory experiment. The following manipulations were implemented: (a) stereotype threat, (b) threat along with the implicit team identification activation, and (c) control. The results revealed that females in the threat condition showed a reduced level of psychological well-being; paradoxically, negative stereotypes positively influenced their self-esteem. The activation of implicit team identification alleviated the detrimental consequences of threat by inhibiting the spreading activation of harmful stereotypes regarding women in sports. The main theoretical frameworks of this study consisted of the process account of stereotype threat suggested in cognitive psychology. The authors attempted to offer a stronger understanding of the underlying mental processes of stereotype threat on women as well as an effective means to deal with its detrimental consequences.

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George B. Cunningham and Calvin Nite

factors relate to the LGBT inclusion—organizational performance relationship. The purpose of this study was to fill this gap. We included two measures to assess the influence of community: LGBT population density, or the relative number of sexual minorities in the state, and the state-level implicit bias

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together on this content examining how the delivery of patient care can be affected by religion, implicit bias, socioeconomic status, and compassionate language. Read the four-part series now at www.nata.org/blog . Hear from NATA 2018 Speakers in New Videos You can hear details about some of the sessions

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Melissa L. Breger, Margery J. Holman, and Michelle D. Guerrero

. Perhaps another question that should be asked is why do men resist contributing to equity, instead of focusing on why women accept the status quo and do not ask for equity? What is Implicit Bias and How Does it Contribute to a Culture of Exclusion and Abuse? “Gendered norms and implicit biases play a role

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Jason R. Carter and Nancy Williams

( Rudisill, 2013 ) and since that Workshop has consistently ensured that diversity and inclusion are an ongoing and integrated priority regularly addressed (and expected) at AKA Leadership Workshops and related AKA activities. Russell et al. not only provide examples of implicit bias in academic leadership

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Curtis S. Goss, Joel T. Greenshields, Chris L. Brammer, Kosuke Kojima, Brian V. Wright, Robert F. Chapman, and Joel M. Stager

. The athlete may not correctly assess HR due to poor implementation or due to implicit bias, as the swimmer can presuppose a “correct answer” based on the HR prescription. Should coaches wish to utilize the HR response to training to guide workout prescription, some practical guidelines based on these

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Miranda Brunett and René Revis Shingles

providers be CC, communicate with patient, and share the treatment plan with patient Important to patients to have physicians’ attitudes and actions be culturally competent Important for nonphysician staff to be polite to patients and aware of existence of implicit biases Appropriate interpersonal behaviors

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Kim Toffoletti, Catherine Palmer, and Sumaya Samie

issue is to centralize and make visible those voices, knowledges, methods and subjects in feminist sport research that are sidelined in the Global North and in so doing unhinge some of the implicit biases and assumptions produced by this type of scholarship. The papers cover a broad range of cultural

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Tayo Moss, Stephen Samendinger, Norbert L. Kerr, Joseph Cesario, Alan L. Smith, Deborah J. Johnson, and Deborah L. Feltz

was primarily focused on enhancing team identity rather than reducing implicit bias. Analysis of Data The primary dependent variable (plank persistence score differences between Block 2 and Block 1) and all ancillary variables were analyzed with a one-way ANOVA by Condition. Cohen effect sizes, with