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Let us Dance Around the World! Toward More Diversity, Equity, and Inclusion in Research

Mai ChinAPaw and Manou Anselma

, Sincere, Open-minded, Mindful of our own implicit bias, and Essential. Exclusive “WEIRD” Science Gender and ethnic disparities become more and more recognized in academia, especially at the higher professional ranks. A recent U.K. study among professors found that among more than 22,000 professors, only

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Recognizing the Impact of Bias in Faculty Recruitment, Retention, and Advancement Processes

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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Remedying Stereotype Threat Effects in Spectator Sports

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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LGBT Diversity and Inclusion, Community Characteristics, and Success

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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State-Level Politics and Bias Predict Transgender Athlete Bans

Kelsey M. Garrison and George B. Cunningham

. They used the Feelings Thermometer, where respondents rated how cold (unfavorable) or hot (favorable) they felt toward transgender people. In both cases, study participants shared their explicit biases. Implicit biases represent the automatic associations between a target (e.g., a transgender person

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NATA News & Notes

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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Re-Norming Sport for Inclusivity: How the Sport Community Has the Potential to Change a Toxic Culture of Harassment and Abuse

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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A Healthy Administrative Triad: Hiring, Evaluating, and Retaining Kinesiology Faculty

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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“Invisible Sportswomen 2.0”—Digging Deeper Into Gender Bias in Sport and Exercise Science Research: Author Gender, Editorial Board Gender, and Research Quality

Emma S. Cowley, Sam R. Moore, Alyssa A. Olenick, and Kelly L. McNulty

members were male. Thus, while this highlights a willingness to publish female-only studies by men in this area, it is also possible that the implicit biases of these journal gatekeepers might have prevented further research on exclusively female populations from being published. For instance, in the

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Variation in Heart-Rate Profile During a Prolonged, Submaximal Swim Bout

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