future. Further, research must move beyond the demographic documentation of race to capturing both the experience of race and the ways racial minorities, specifically Black women, cope with race. Finally, future research needs to tease out whether or not the relationship between race-related stress and
Buffie Longmire-Avital, Takudzwa Madzima and Elyse Bierut
George B. Cunningham, Melanie L. Sartore and Brian P. McCullough
The purpose of this study was to examine the influence of job applicant sexual orientation on subsequent evaluations and hiring recommendations. Data were gathered from 106 students (48 men, 57 women) who participated in a 2 (applicant sexual orientation: heterosexual, sexual minority) × 2 (rater gender: female, male) × 2 (applicant gender: female, male) experiment related to the hiring of a personal trainer for a fitness organization. Analysis of variance indicated that sexual minority job applicants received poorer evaluations than did heterosexuals. These effects were moderated by the rater gender, as men provided harsher ratings of sexual minorities than did women. Finally, applicant ratings were reliably related to hiring recommendations. Results are discussed in terms of contributions to the literature, limitations, and future directions.
Brett D. Johnson and Norris R. Johnson
One explanation for stacking in sports is that minorities are excluded from positions with the greatest opportunity for determining the outcome of the competition, with the place kicker in football cited as an example. This paper postulated that the short relief pitcher in baseball also has high outcome control, and it hypothesized that minorities would be underrepresented in that position as well. We classified major league pitchers from the 1992 and 1993 seasons as starters, stoppers, or others and tested whether race or ethnicity was a factor in assignment to these positions. The hypothesis was not supported for either African American or Latin American pitchers. Minority group members were equally underrepresented in all categories of the pitcher position.
Diane L. Gill, Ronald G. Morrow, Karen E. Collins, Allison B. Lucey and Allison M. Schultz
This study focused on attitudes and sexual prejudice as part of a larger project on inclusive practice in sport and physical activity settings. Questionnaires were administered to a large sample of undergraduate students and to selected samples of upper-level preprofessional students and a campus pride group to investigate attitudes toward gays and lesbians, and other minority groups. Attitude scores were in the middle range, with females more positive than males toward gay men. Evaluation Thermometer scores were generally positive, but markedly lower for gay men and lesbians than for other minority groups. Upper-level preprofessional students were more positive than other undergraduates, but still expressed negative attitudes toward lesbians and gay men. These results confirm persistent sexual prejudice, suggest that attention to sexual minorities is particularly important for effective diversity management, and underscore the need for continuing research and educational programs to enhance cultural competence among sport management professionals and future professionals.
Wendell C. Taylor, James F. Sallis, Emily Lees, Joseph T. Hepworth, Karina Feliz, Devin C. Volding, Andrea Cassels and Jonathan N. Tobin
Middle age and older (mean = 58.7 y), racial/ethnic minority women report low levels of physical activity. Recommendations to change the social and built environments to promote physical activity in this group are underdeveloped. Two research questions guided this study: What environmental changes are recommended by racial/ethnic minority women? What policies are related to the environmental changes?
The findings from nine Nominal Group Technique sessions with 45 subjects were analyzed.
More police protection, cleaner streets, removal of drugs from streets, more street lights, walking groups, and free gyms were prioritized by subjects as the most important recommendations. The relevant policies included municipal, police department, sanitation department, public works, and transportation department.
Racial/ethnic minority women living in low income, urban areas recommend improvements that affect overall quality of life. Meeting basic needs may be a prerequisite for use of physical activity resources.
George B. Cunningham and Michael Sagas
Whereas previous research has demonstrated racial differences in occupational turnover intent, why such differences exist remains unclear. Therefore, the purpose of this Research Note was to examine perceived opportunity, career satisfaction, and occupational turnover intent of racial-minority and White NCAA Division I-A assistant football coaches (N = 382). Multivariate analysis of variance indicated that racial minorities perceived less career-related opportunity, were less satisfied with their careers, and had greater occupational turnover intentions than their White counterparts. Structural equation modeling indicated that career satisfaction fully mediated the relationship between perceived opportunity and occupational turnover intent. Results highlight the need for a change in the organizational culture of intercollegiate athletic departments such that diversity is valued and embraced.
Nefertiti A. Walker and E. Nicole Melton
To date, sport research on sexuality has primarily focused on White lesbian, bisexual, and gay (LBG) persons or heterosexual racial minorities; few studies have provided meaningful insight into how sexual prejudice affects racial minorities. Thus, the purpose of the current study is to explore the intersection of race, sexual orientation, and gender in the context of collegiate sport and examine the influence of multiple marginalized identities on organizational outcomes. Grounded in intersectionality literature and feminist standpoint theory, semistructured interviews were conducted with 15 current and former intercollegiate sport employees. Results revealed four higher order themes: (a) racially influenced experiences, (b) managing lesbian-ness, (c) organizational climate, and (d) organizational outcomes. This research expands the theoretical knowledge of intersectionality, introduces a turnover intention tipping point phenomenon, and provides mangers with firsthand feedback on current policy and norms that may decrease satisfaction.
Wendell C. Taylor, Myron F. Floyd, Melicia C. Whitt-Glover and Joseph Brooks
Despite the importance of physical activity (PA) for good health, not all populations have equal access to PA facilities and resources. This disparity is an environmental justice (EJ) issue because of the negative impact on the health of low-income and racial/ethnic minorities.
This paper reviews the first wave of the EJ movement, presents the second wave of the EJ movement, discusses the implications of adopting principles from the EJ movement to focus on research in parks and recreation services (PRS), and recommends future research directions.
Studies on EJ have documented the disproportionate burden of environmental challenges experienced by low-income and racial/ethnic minorities. With regard to PA, these communities face inadequate access to, quality of, financing for, and public involvement in recreation opportunities.
EJ is a useful framework to facilitate collaborative research between public health and PRS to study racial/ethnic and socioeconomic disparities in PA.
Wendell C. Taylor, Walker S. Carlos Poston, Lovell Jones and M. Katherine Kraft
The term “environmental justice” refers to efforts to address the disproportionate exposure to and burden of harmful environmental conditions experienced by low-income and racial/ethnic minority populations.
Based on computer and manual searches, this paper presents a review of articles in the published literature that discuss disparities in physical activity, dietary habits, and obesity among different populations.
This paper provides evidence that economically disadvantaged and racial/ethnic minority populations have substantial environmental challenges to overcome to become physically active, to acquire healthy dietary habits, and to maintain a healthy weight. For example, residents living in poorer areas have more environmental barriers to overcome to be physically active.
We propose a research agenda to specifically address environmental justice with regard to improving physical activity, dietary habits, and weight patterns.
E. Nicole Melton and George B. Cunningham
Sport employees who champion LGBT inclusion efforts represent key elements in creating accepting environments within college athletic departments. The purpose of this study, therefore, was to examine the concept of champions and how they support LGBT individuals within heterosexist sport environments. Drawing from divergent literatures, including that related to organizational inclusion and championing behaviors, we explore how a combination of factors from multiple levels may influence sport employees’ attitude and behaviors related to LGBT inclusion, and determine how supportive behaviors influence sexual minorities working within a college athletic department. Results indicate that various macro- (i.e., culture of sport, athletic boosters, university and community values, exposure to diverse cultures) meso- (organizational culture, presence of other champions), and micro- (demographics, open-mindedness, experiences with sexual minorities) level factors influenced the level of employee support for LGBT inclusive policies. Furthermore, power meaningfully influenced these dynamics, such that employees who did not resemble prototypically sport employees (i.e., White, heterosexual, male) were hesitant to show support for LGBT equality. However, those who did champion LGBT inclusive initiatives successfully modeled supportive behaviors and positive attitudes toward LGBT individuals, vocally opposed discriminatory treatment, and provided sexual minorities with a safe space within sport. The authors discuss implications and future directions.