Leveraging Sports Events for LGBTQ2+ Inclusion: Supporting Innovation in Organizational Culture and Practices

2021 ◽  
Vol 10 (S1) ◽  
pp. S41-S45
Author(s):  
Emily K. Romano ◽  
Kyle A. Rich ◽  
Dennis Quesnel
Keyword(s):  
Sport Participation ◽  
National Level ◽  
Sport Organizations ◽  
Sports Events ◽  
Diversity And Inclusion ◽  
Sexuality And Gender ◽  
And Gender ◽  
Sport And Recreation ◽  
Recreation Organizations

In this case study, learners are introduced to Sloane, a diversity and inclusion officer who is working to create more inclusive sport and recreation opportunities in her community. A national-level sport event will be hosted in her community and provides an opportunity to elevate and accelerate the work she is already doing with sport and recreation organizations. Learners will develop an understanding of two key themes: LGBTQ2+ inclusion and event leveraging. Working through the case will require learners to think critically about sexuality and gender identity in the context of sport participation and organizations. Furthermore, learners will have the opportunity to think creatively about how they can support innovation in organizational cultures and practices with a view to fostering more inclusive, welcoming, and safe sport organizations.

A Case Study of a Hospital Workplace Culture of Injustice for Women Physicians

2020 ◽  
Vol 10 (1) ◽  
pp. 15-36
Author(s):  
Darrell Norman Burrell ◽  
Anton Shufutinsky ◽  
Shanta Bland ◽  
Cherise M. Cole ◽  
Jorja B Wright ◽  
...  
Keyword(s):  
Sexual Harassment ◽  
Organizational Development ◽  
Corporate Culture ◽  
Equal Employment Opportunity Commission ◽  
Female Physicians ◽  
Diversity And Inclusion ◽  
Medical Centers ◽  
And Gender ◽  
Survey Responses

Decades after the U.S. Equal Employment Opportunity Commission (EEOC) issued regulations surrounding sexual harassment, hospital medical centers still struggle to identify and implement policies and practices to proactively address and mitigate occurrences of sexual harassment and gender inequality. An organizational development intervention occurred in which all the female physicians completed a climate survey developed to evaluate the hospital's toxic corporate culture around equity and diversity. Survey responses highlight significant issues of concern around diversity and inclusion from the perspective of women in toxic workplace hospital settings, especially for female physicians.

Sport Delivery in a Highly Socialized Environment: A Case Study of Embeddedness

2009 ◽  
Vol 23 (5) ◽  
pp. 574-590 ◽  
Author(s):  
Laura Cousens ◽  
Martha L. Barnes
Keyword(s):  
Local Government ◽  
Local Governments ◽  
Sport Participation ◽  
Social Embeddedness ◽  
Sport Organizations ◽  
The Social ◽  
Economic Interaction ◽  
Corporate Sponsors

The social embeddedness of economic interaction has emerged at the forefront of economic sociology over the last 15 years. In the context of sport, however, little research has been undertaken to enhance our understanding of how the socialized context surrounding sport organizers, local governments, and corporate sponsors impact decisions affecting sport delivery. Therefore, the purpose of this case study is to explore the social embeddedness of decision makers in sport organizations and the local government that shape sport delivery in one community. An embedded perspective of economic interactions considers the continuity of relationships that generate particular behaviors, norms, and expectations. In-depth interviews with the leaders of this community’s sport organizations and the members of its local government were undertaken to gain insight into the nature of how decisions pertaining to sport delivery were shaped and constrained by the social context in which they were bounded. The results of this research suggest that the informal interaction among community leaders in sport and politics served to inhibit change in the way sport programs were delivered in this community. Further, taken for granted assumptions of city leaders about the type, number, and quality of sports delivered to the residents resulted in fewer opportunities for sport participation, despite an awareness of the limitations of the existing programs.

Factors Influencing Job Satisfaction of Student Employees of a Recreational Sports Department at a Large, Four-Year Public Institution: A Case Study

2011 ◽  
Vol 35 (1) ◽  
pp. 35-44 ◽  
Author(s):  
Timothy B. Kellison ◽  
Jeffrey D. James
Keyword(s):  
Job Satisfaction ◽  
Organizational Behavior ◽  
Public Institution ◽  
Recreational Sports ◽  
Comprehensive Understanding ◽  
Student Employees ◽  
Part Time ◽  
Sport And Recreation ◽  
Recreation Organizations

Job satisfaction is among the most researched concepts in the study of organizational behavior, particularly because of managers' interests in the favorable consequences associated with high job satisfaction. Previous research, however, has largely overlooked part-time employees. This insufficiency is especially problematic for sport and recreation organizations, which often rely heavily on part-time employees to fill specialized roles. The present study was conducted to assess the determinants of job satisfaction among part-time student employees of a university recreational sports department. The results have significant implications for similar organizations. A comprehensive understanding of the factors contributing to job satisfaction provides recreational sports administrators with the necessary tools to enhance satisfaction in the student workplace, and ultimately overall productivity.

scholarly journals The Impact of Diversity and Conclusion on Employees’ Engagement Scores in The Laboratory

2021 ◽  
Vol 156 (Supplement_1) ◽  
pp. S120-S120
Author(s):  
M Abdelmonem ◽  
H Wasim ◽  
M Abdelmonem
Keyword(s):  
Employee Engagement ◽  
Underrepresented Groups ◽  
Critical Elements ◽  
Diversity And Inclusion ◽  
Sexual Orientations ◽  
Before And After ◽  
And Gender ◽  
The Impact ◽  
Production Employees

Abstract Introduction/Objective Employee engagement is one of the most critical elements for the success of any organization. Proper engagement of the employees often leads to the success of an organization, while poor employee engagement often leads to the failure of an organization. Diversity is the presence of differences within an organization, such as differences in race, ethnicity, gender, sexual orientation, disability, or any other number of things. Inclusion is the practice of ensuring that people feel a sense of belonging and support from the organization. Methods/Case Report A retrospective study was performed at a mid-size hospital in California. The overall employee engagement score was recorded twelve months before and after founding a diversity and inclusion council. The diversity and inclusion council consisted of 12 members from all different races and gender, sexual orientations, disabilities, and socioeconomic status includes clinicians, administrators, and employees from all different hospital departments. On top of the 12 councils, nine Employee Resources Groups (ERG) represent minorities and underrepresented groups. Results (if a Case Study enter NA) The employee engagement score for 12 months (January 2019 to December 2019) for fully engaged employees was 29.5%, while the employee engagement score for 12 months (January 2020 to December 2020) for fully engaged employees was 49.3. The diversity and inclusion council was founded at the end of 2019. The data was obtained from the annual employee engagement survey. Conclusion There was a significant improvement (59.8%) in employee engagement score after launching the diversity and inclusion council. Diversity and inclusion promote the development and advancement of underrepresented groups in the laboratory through professional development courses and training. It actively creates a productive work environment within the laboratory that is free of harassment and bullying. Diversity and inclusion are vital for the laboratory to improve employee engagement scores, production, employees retentions, and laboratory financial performance.

scholarly journals An Exploratory Case Study of Transgender and Gender Nonconforming Inclusion at a Metropolitan Library in the Southeastern U.S.

2018 ◽  
Vol 2 (4) ◽  
Author(s):  
Liz Movius
Keyword(s):  
Staff Training ◽  
Action Plan ◽  
Public Library ◽  
Service Needs ◽  
Gender Nonconforming ◽  
Name Change ◽  
Diversity And Inclusion ◽  
And Gender ◽  
Name Changes

This article examines the existing diversity and inclusion responses to transgender and gender nonconforming patrons at a large, metropolitan public library in the southeastern U.S. Research shows that transgender and gender nonconforming individuals face unique challenges when navigating libraries. These challenges include inadequate collections, microaggressions from reference staff, a lack of gender-neutral bathrooms, and circulation policies preventing remote name changes. To compensate for these difficulties and increase accessibility for transgender and gender nonconforming patrons, libraries should incorporate diversity and inclusion initiatives into their functions. The author evaluated current collections, programs, services, policies, and resources for inclusivity, equity, and accessibility and created a strategic diversity action plan for the institution. The strategic diversity action plan identified six steps the library should take to foster inclusion and increase accessibility for its transgender and gender nonconforming patrons. These six steps include: 1) create an official, transgender-friendly bathroom policy; 2) develop a diversity and inclusion statement that includes gender identity in its language; 3) invest in staff training and continuing education about gender, sexuality, and transgender issues and service needs; 4) conduct a needs assessment of the transgender and gender nonconforming community; 5) establish programming based on the needs and wants expressed by the transgender and gender nonconforming community; and 6) implement a remote name-change or preferred name-change process.

Beyond Diversity and Inclusion: Understanding and Addressing Ableism, Heterosexism, and Transmisia in the Legal Profession: Comment on Blanck, Hyseni, and Altunkol Wise’s National Study of the Legal Profession

2021 ◽  
Vol 47 (1) ◽  
pp. 76-87
Author(s):  
Shain A. M. Neumeier ◽  
Lydia X. Z. Brown
Keyword(s):  
Gender Identity ◽  
Legal Profession ◽  
National Study ◽  
Anecdotal Evidence ◽  
Diversity And Inclusion ◽  
Sexuality And Gender ◽  
And Gender ◽  
The U.S ◽  
Do So ◽  
Bias And Discrimination

Far too many—if not most—of us in the legal profession who belong to both the disability and LGBTQ+ communities have known informally, through our own experiences and those of others like us, that workplace bias and discrimination on the basis of disability, sexuality, and gender identity is still widespread. The new study by Blanck et al. on diversity and inclusion in the U.S. legal profession provides empirical proof of this phenomenon, which might otherwise be dismissed as being based on anecdotal evidence.1 Its findings lend credibility to our position that the legal profession must make systemic changes to address workplace ableism, heterosexism, and transmisia.2 They also suggest possibilities as to where and how it might start to do so through providing information on who employers discriminate against most often and in what forms.3

Coordination in International and Domestic Sports Events: Examining Stakeholder Network Governance

2016 ◽  
Vol 30 (5) ◽  
pp. 521-537 ◽  
Author(s):  
Michael L. Naraine ◽  
Jessie Schenk ◽  
Milena M. Parent
Keyword(s):  
Network Flow ◽  
Network Governance ◽  
Comparative Case Study ◽  
Sport Organizations ◽  
Community Based ◽  
Sports Events ◽  
Stakeholder Interests ◽  
Stakeholder Network ◽  
Committee Government

This paper sought to examine the stakeholder network governance structures of two international and two domestic multisports events focusing on (a) exploring the structural connectedness of these networks and (b) illuminating powerful stakeholders vis-à-vis centrality and the ability to control the network’s flow. An exploratory, comparative case study design was built by means of 58 interviews and 550 archival materials. Findings highlight international sports events are sparsely connected networks with power concentrated in the organizing committee, government, and venue stakeholders, who broker coordination with other stakeholders. In contrast, domestic sport event organizing committees appear more decentralized as coordinating actors: Sport organizations, sponsors, and community-based stakeholders emerged as highly connected, powerful stakeholders. Domestic event governance decentralization highlights a potential imbalance in stakeholder interests through network flow control by multiple actors, while the governments’ centrality in international events demonstrates not only mode-dependent salience but also visibility/reputational risks and jurisdictional responsibilities-based salience.

scholarly journals And ya don’t stop: investigating race, space and meaning in Toronto’s queer party ‘Yes Yes Y’all’

2021 ◽  
Author(s):  
Trudie Jane Gilbert
Keyword(s):  
Critical Race Theory ◽  
Queer Theory ◽  
Hip Hop ◽  
Major Research ◽  
Race Theory ◽  
Theoretical Frameworks ◽  
Sexuality And Gender ◽  
Race And Sexuality ◽  
And Gender

This Major Research Paper (MRP) is a case study of the queer hip hop and dancehall party Yes Yes Y’all (YYY). This MRP seeks to challenge white, cismale metanarratives in Toronto’s queer community. This paper employs Critical Race Theory (CRT) and queer theory as theoretical frameworks. Racialization, racism, homophobia, homonormativities and homonational rhetoric within queer discourses are interrogated throughout the analysis. In pursuit of this research, five participants and two key informants were interviewed. Four emergent themes are explored: fluid identities, the intersection of race and sexuality, dancing as expression of sexuality and gender identity, and the transgressive possibilities of YYY.

scholarly journals And ya don’t stop: investigating race, space and meaning in Toronto’s queer party ‘Yes Yes Y’all’

2021 ◽  
Author(s):  
Trudie Jane Gilbert
Keyword(s):  
Critical Race Theory ◽  
Queer Theory ◽  
Hip Hop ◽  
Major Research ◽  
Race Theory ◽  
Theoretical Frameworks ◽  
Sexuality And Gender ◽  
Race And Sexuality ◽  
And Gender

This Major Research Paper (MRP) is a case study of the queer hip hop and dancehall party Yes Yes Y’all (YYY). This MRP seeks to challenge white, cismale metanarratives in Toronto’s queer community. This paper employs Critical Race Theory (CRT) and queer theory as theoretical frameworks. Racialization, racism, homophobia, homonormativities and homonational rhetoric within queer discourses are interrogated throughout the analysis. In pursuit of this research, five participants and two key informants were interviewed. Four emergent themes are explored: fluid identities, the intersection of race and sexuality, dancing as expression of sexuality and gender identity, and the transgressive possibilities of YYY.

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