Association (NCAA), over 45% of student-athletes identified as a race/ethnicity other than White ( NCAA, 2018 ). However, the importance of diversity has traditionally been ignored in sport and exercise psychology (SEP), both in research and in practice. Only 10.5% of abstracts submitted to the AASP annual
Zachary McCarver, Shelby Anderson, Justine Vosloo and Sebastian Harenberg
Jörg Vianden and Elizabeth A. Gregg
racism, ageism, sexism, ableism, homophobia, and other forms of oppression on the college campus” on frequent basis ( Brooks, Harrison, Norris, & Norwood, 2013 , p. 146). To increase diversity, inclusion, and equity in institutions of higher education, it is critical to gain a deeper understanding of how
Manuela Picariello and Pamela Angelle
Women are vastly underrepresented in leadership positions in sport organizations both in the United States and internationally (Burton, 2015; Knoppers & Anthonissen, 2008; Whisenant, 2008). The realm of sport is perceived as a gendered space in which the concept of masculinity maintains dominance. This concept may have an influence on the decision making related to the hiring of new staff. When the owner of a men’s professional basketball team decided to hire a new head coach for the upcoming season, he found himself facing many different challenges. He believes that if knowledge, skills, and abilities are the parameters to evaluate a coach, then gender should not be an issue (Chelladurai, 2005). The focus in this case includes (a) organizational fit in hiring, (b) leadership and gender, (c) considerations of diversity, and (d) organizational culture and operations in hiring. This case exemplifies the need to understand that hiring decisions in large organizations are complex and involve a delicate balance of stakeholder interests.
Kyle A. Rich and Audrey R. Giles
This article examines the piloting of a cultural safety training module in the Canadian Red Cross’s (CRC’s) Water Safety Instructor Development Program. Thematic analysis of interviews with program participants and facilitators revealed two main themes: Inclusion is important and valued by instructors, and accommodation for cultural and ethnic diversity is difficult to achieve in aquatics settings. Doherty and Chelladurai’s (1999) framework was used to understand the strengths and weaknesses of the pilot module. In conclusion, the authors propose that cultural safety training for the instructors alone will not lead to the provision of culturally safe sport; rather, there needs to be a change in the overall organizational culture in which the CRC’s programs are offered if they are to succeed. These findings make three contributions to the literature. First, the authors bridge the existing bodies of literature on critical Whiteness theory and sport management literature that addresses the management of diversity. Second, the authors explore the novel application of cultural safety training for instructors of a sport program. Finally, the authors offer recommendations to enable the development of an organizational culture that is facilitative and supportive with respect to inclusion (i.e., is welcoming) and accommodation (i.e., is flexible and adaptable) of cultural and ethnic diversity in aquatics programming.
Marissa Banu-Lawrence, Stephen Frawley and Larena Hoeber
for career development, it can also provide organizations with a highly desirable source of competitive advantage ( Day, 2001 ). Simultaneously, the importance of gender diversity in leadership teams is becoming increasingly recognized—both in scholarly and popular literature—as critical to the
Meg G. Hancock, Lindsey Darvin and Nefertiti A. Walker
perception of the barriers in terms of acknowledging that opportunities for women to advance do exist rather than focusing more singularly on questioning if women can advance ( Smith et al., 2012 ). The purpose of this examination was to advance a growing dialogue concerned with sport industry diversity
Allyson C. Hartzell and Marlene A. Dixon
Diversity in organizations has distinct positive implications. Organizations with more female representation are more successful than those headed solely by men ( Adler, 2001 ; Catalyst, 2013 ; Desvaux, Devillard-Hoellinger, & Baumgarten, 2007 ; Wittenberg-Cox, 2010 ; Wittenberg-Cox, 2014 ). A
George B. Cunningham
The purpose of this study was to examine the prevalence, antecedents, and outcomes of diversity training in intercollegiate athletics. Data were collected from senior level administrators and aggregated to the department level for NCAA Division I (n = 239), Division II (n = 205), and Division III (n = 231) athletic departments. Only 53% of the athletic departments offered training. Logistic regression indicated that gender diversity, sexual orientation diversity, divisional affiliation, and the presence of a proactive diversity culture were all predictive of whether the department offered training. Additional analysis indicated that sensitivity to individual needs and understanding different cultures were the topics most covered in the training. Finally, the motivation for training (either compliance- or effectiveness-based) and the degree to which the training was systematically integrated were predictive of transfer of training, with the latter variable holding the strongest association. Implications, limitations, and future directions are discussed.
Jason Laurendeau, Tiffany Higham and Danielle Peers
on recent considerations of diversity work in sport and physical culture (e.g., Hammond, Jeanes, Penny, & Leahy, 2019 ; Spaaij, Knoppers, & Jeanes, 2020 ). After introducing and contextualizing MEC, we unpack “diversity work” in terms of relevant literature and our theoretical grounding. Then
Jared A. Russell
(HBCUs) and Hispanic-serving institutions (HSIs) that may not have considered Auburn University as a destination for graduate studies. A Brief History of the School of KINE’s Diversity and Inclusion Imperative In 2005, the School of KINE (formerly the Department of Health and Human Performance