This article describes the characteristics of diversity within academia and professional organizations in general and specifically within Kinesiology departments and Kinesiology-related organizations. While other types of diversity exist, this article refers to diversity in terms of race/ethnicity, gender, age, physical capability, socioeconomic background, and/or sexual orientation. Two Kinesiology departments, within the context of their universities, in two different regions of the United States are presented as models of best practice to improve institutional diversity. Also presented are one detailed example and several general examples of methods by which Kinesiology-related professional organizations have developed intentional strategies to improve diversity in membership and leadership. Presented models could, at least in part, be used by administrators and leaders to improve diversity within academic institutions and professional organizations.
NiCole R. Keith and Jared A. Russell
Dana D. Brooks, Louis Harrison Jr., Michael Norris and Dawn Norwood
The primary purpose of this article is to engage in a dialogue regarding why faculty, students, and administrators should care about diversity and inclusion in kinesiology. Recent American population growth trends data clearly reveals an increase in ethnic minority populations, particularly Hispanics. American public schools and colleges are experiencing greater ethnic diversity, leading to increased diversity within our classrooms. A review of the literature quickly reveals a lack of clarity in defining the terms diversity and inclusion. Throughout the article we define these terms and at the same time identify barriers (on and off campus) to promoting and ensuring a diverse learning environment. Strong arguments are presented supporting the value of diversity within the academy, especially in kinesiology. The value of diversity in kinesiology is refected in scholarly publications, conference programming, awards recognition activities, and in the recruitment and retention of a diverse faculty and student population.
Rosalind Chonise Gregory-Bass, Richard H. Williams, Bridget A. Peters and Asherah N. Blount
Diversity and inclusion in Kinesiology is needed to ensure the future professionals of tomorrow engage in recognizing the shared fabric of science and inquiry. Initiatives targeting inclusion and diversity have shown promise in bridging the existing gap. Vital to this process is the role of faculty, administrators and students in providing academic support and paracurricular exposure to the field of Kinesiology. Historical perspectives and knowledge of best practices shape the conversation regarding innovative 21st century options deemed necessary for meeting this challenge. Our review describes programs that strengthen the preparedness of undergraduate students. In addition, we outline existing strategies leading to effective partnerships between undergraduate and graduate institutions. Diversity and inclusion are integral to the achievement of excellence and enhance each institution's ability to accomplish its academic mission and to serve its constituents.
Dani M. Moffit, Jamie L. Mansell and Anne C. Russ
Temple University Owls Athletic Training Society (OATS), committed to education and community involvement, formed a relationship with Lanning Square Elementary School (LSE). Located less than 10 miles from campus in Camden, NJ, a high incidence of poverty, violence, and one-parent families is the norm. Through a grant, OATS adopted the fifth-grade classes at LSE for 1 year, beginning with letter exchanges between OATS students and elementary students. OATS traveled to LSE for their holiday party, met their pen pals, and provided healthy snacks. In the spring, the LSE completed a health/wellness unit and visited Temple. Students shared several health activities including learning about bones/muscles in the anatomy laboratory, stretching properly, and exercising. They received lunch and Temple mementos. OATS raised money the following year to continue the project. This allowed OATS and administrators to participate positively in our community, promote diversity, and introduce healthy lifestyles to youngsters.
Samuel R. Hodge, Dana D. Brooks and Louis Harrison Jr.
This article is divided into two major sections. First, the authors provided interpretations and conclusions about enhancing diversity in kinesiology based on the collection of articles for this Special Theme of the Kinesiology Review. There are six informative articles for this Special Theme on Diversity in Kinesiology that include Why We Should Care about Diversity in Kinesiology by Brooks, Harrison Jr., Norris, and Norwood; Diversity in Kinesiology: Theoretical and Contemporary Considerations by Hodge and Corbett; Creating an Inclusive Culture and Climate that Supports Excellence in Kinesiology by Lowrie and Robinson; Undergraduate Preparedness and Partnerships to Enhance Diversity in Kinesiology by Gregory-Bass, Williams, Blount, and Peters; Creating a Climate of Organizational Diversity—Models of Best Practice by Keith and Russell; and this final article. Second, we identify strategies and provided recommendations to increase the presence and improve the experiences of Black and Hispanic faculty and students in kinesiology programs.
Sarah Price, Richard H. Williams, Christopher Wilburn, Portia Williams, Danielle Wadsworth, Wendi Weimar, Jared Russell and Mary E. Rudisill
This article presents an overview of how faculty in the School of Kinesiology at Auburn University (AU) are working with minority-serving institutions in similar disciplines to promote diversity and inclusion. Florida A&M (FAMU) and Albany State University (ASU) are both Historically Black Colleges and Universities (HBCU), and AU is a Predominantly White Institution (PWI). Part of this initiative has been accomplished through the development of AU’s Future Scholars Summer Research Bridge Program in partnership with south-eastern HBCUs. Success has been measured as an increase in student recruitment and increased opportunities for students from underrepresented groups seeking graduate opportunities. The partnership between FAMU and AU has also provided opportunities for faculty and students to promote diversity and be more inclusive through research collaborations. These partnerships are addressing this important need to be more purposeful in our efforts of establishing greater diversity and being a more inclusive discipline.
Edited by Mary E. Rudisill
Samuel R. Hodge and Doris R. Corbett
In this article, the authors engage in discourse centrally located in the organizational socialization of Black and Hispanic kinesiology faculty and students within institutions of higher education. First, our commentary is situated in the theoretical framework of organizational socialization in regards to insight about the plight of Black and Hispanic kinesiology professionals. Next, data are presented that highlight the status of Black and Hispanic faculty in academe. Informed by previous research, the authors also discuss the socialization experiences of such faculty in kinesiology programs and departments, particularly at predominantly White institutions of higher education. Lastly, challenges are identified that are associated with recruiting, hiring, retaining, securing tenured status, and advancing Black and Hispanic faculty at leading doctorate-granting institutions in the United States.
Do cultural environments influence motor skills? Are there “motor styles” common to members of a given cultural group? While anthropology has for a long time focused on the different ways in which people move their bodies, why should this diversity be of interest to understand motor skills and
John B. Bartholomew and Sherri L. Sanders
cuts, the desire for greater diversity and inclusion, or programmatic emphasis. These changes are often strongly resisted by faculty and, again, require the timely and skillful management of the leader. This paper focuses on the role of the department chair in managing challenging faculty and