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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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Peyton J. Stensland, Christopher M. Brown, and Alicia M. Cintron

implicit bias. This specific tool is recommended because of its 20+ year use in educational, psychological, organizational, and market research settings ( Project Implicit, 2011 ). It is also ideal for classroom use because it is free, and results are immediately provided after the completion of the test

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Carly Albaum, Annie Mills, Diane Morin, and Jonathan A. Weiss

team players and work together during each game in a variety of day-long integrated sport competitions called Marathon of Sport (MOS). It was hypothesized that the Motionball group would have lower levels of negative implicit bias and explicit attitudes, across affective, behavioral, and cognitive

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George B. Cunningham, Risa Isard, and E. Nicole Melton

contend it is not “fair” for trans women to compete in athletic competitions for women. These individuals who typically advocate for equality demonstrate what Cunningham and Melton ( 2014a ) termed “qualified support” (p. 387), which manifests when implicit biases hold people back from showing unequivocal