reflect this idea as sport is used as a platform for activism around social justice issues both sport and nonsport related ( Zaru, 2017 ). Players, coaches, and sport organizations are demonstrating support for diversity and inclusion via advocacy efforts. This is ironic, however, as the sport industry
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Jaime R. DeLuca, Michael Mudrick, Molly Hayes Sauder, and Elizabeth A. Taylor
Stacey R. Altman, Mark Moore, Melanie L. Sartore-Baldwin, and Stacy Warner
Elizabeth B. Delia, E. Nicole Melton, Katherine Sveinson, George B. Cunningham, and Daniel Lock
in understanding human psychology, in knowing how context and culture influence outcomes, and in developing good theory. Second, and from a more applied perspective, diversity, equity, and inclusion are important topics in the sport industry. Leaders have called for sport organizations to proactively
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
Annelies Knoppers, Fiona McLachlan, Ramón Spaaij, and Froukje Smits
The problem of a “lack of diversity” in sport organizations has produced over 25 years of fruitful research. Early studies include DeSensi’s ( 1994 ) and Doherty and Chelladurai’s ( 1999 ) reflections on cultural diversity in sport organizations, Fink and Pastore’s ( 1999 ) framework of diversity
Yannick Kluch, Raquel Wright-Mair, Nicholas Swim, and Robert Turick
In January 2020, the three Divisions of the National Collegiate Athletic Association (NCAA) passed legislation that required every member institution to appoint an Athletics Diversity and Inclusion Designee (ADID) to serve as a primary point of contact for Diversity, Equity, and Inclusion (DEI
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.
Mark A. Beattie and Leeann M. Lower-Hoppe
perpetuate social, cultural, and political inequality and injustice ( Carrington & McDonald, 2008 ). One way in which the sports industry has perpetuated societal discrimination and social injustice is through lack of gender diversity within sport organizations, especially among positions of authority and
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
Mai ChinAPaw and Manou Anselma
Imagine a world where every person has optimal chances to live a healthy and happy life, where one feels included and valued. Vernā Myers introduced a well-known quote: “Diversity is being asked to the party, inclusion is being asked to dance” ( Myers, 2015 ) that many others have built on for
