Racial and Ethnic Diversity of Athletic Trainers of the National Collegiate Athletic Association: A Retrospective Study

Context: Athletic trainers (ATs) are the most visible members of the sports medicine team and are responsible for the health and well-being of student-athletes (SAs). Objective: Quantifying the representation from Black, Indigenous, and People of Color (BIPOC) ATs in National Collegiate Athletic Association (NCAA) member institutions has not been previously studied. Design: Retrospective study Setting: National Collegiate Athletic Association's (NCAA) Demographic Database Participants: NCAA teams' athletic personnel at NCAA member institutions. Main Measures: Chi-square tests were employed to assess differences in racial and ethnic frequencies across division, calendar year and gender. Linear regressions models were used to examine change in racial and ethnic distributions of head and assistant ATs over time. Results: The majority of NCAA athletic trainers were categorized as white (88%), which was reflected in both head (90.8%) and assistant (87.2%) AT positions. Black ATs made up the largest proportion of a specific racial/ethnicity group within BIPOC ATs (3.4% of head ATs, 4.6% of assistant ATs), with the next most prevalent being Hispanic (2.8% of head ATs, 3.9% of assistant ATs). Historically Black College and Universities (HBCUs) showed higher proportions of BIPOC ATs in both head and assistant categories compared to non-HBCU institutions. Division I schools had the greatest AT racial/ethnicity diversity in comparison to Division II and Division III (p<0.0001). In our linear regression models, we found statistically significant increases in many of the racial/ethnic categories for both head and assistant ATs. Conclusions: Our study demonstrates that BIPOC ATs represent a small proportion of the ATs currently working at NCAA member institutions. Although there has been an increase in BIPOC athletic trainers over the past ten years, a large racial and ethnic discordance gap still exists between student athletes and the ATs caring for them. Future studies may identify barriers encountered by BIPOC ATs and the effectiveness of current diversity initiatives.

The Brazilian nursing workforce faced with the international trends: an analysis in the International Year of Nursing

The article analyzes the condition of the Brazilian Nursing workforce when confronted with international trends. Diagnoses in publications by international organizations marked the confrontation of international trends with the reality of Brazilian Nursing, based on secondary research data. The analysis allows asserting that the Brazilian Nursing workforce follows international trends, essentially, because the social and sexual division of work and the foundations of the origin of Nursing as a capitalist occupation are maintained. At the same time, the historical-structural assumption of female proletarianization is based on the following: the disparities between men and women in pay and access to prominent positions in the market; combined inequalities across nations and regions in the supply of the labor market, which stimulates immigration of professionals; exploitation of older professionals, in the context of restricted access to retirement and labor rights; and exposure to violence and harassment, associated with the potential for overload and work intensification, which result in workers contracting diseases. In summary, it is observed that the pillars of female proletarianization and professionalization of Nursing remain in today's differentiated forms of workforce exploitation, being configured depending on the intersections of gender, racial-ethnicity, and regional-nationality.

Disney’s Aladdin (2019), the Old Rum in the New Bottle

Disney Corporation has recently released Aladdin (2019) as their official remake of their own animated Film Aladdin (1992). By making some significant changes in the storyline, Guy Ritchie, the director of the film, tried to create some newness through the actions of the film. But the gender role of the princess Jasmine and the casting of Genie have brought back the same old tendency of the corporation that is the stereotypical representation of the females and racial ethnicity. The princess becomes the victim, and the male rescues the female, and the black becomes the slave. This very study shows how Disney has been doing the stereotyped portrayal of the women and showing the racist attitude towards the dark-skinned people. Since this study is conducted through a textual analysis approach, initially, the dialogues and actions related to the objective of the study have been coded. Then by analyzing the two characters and their dialogues, contexts and related actions, this study explains how Guy Ritchie’s Aladdin (2019) contains the old philosophy of Disney, that is keeping the women inside the house and neglecting the dark-skinned people, which at the end made the film nothing but the old rum in the new bottle. Keywords: Females, Genie, patriarchy, portrayal, slavery.

Society of Pediatric Psychology Workforce Survey: Updated Factors Related to Compensation

Objective The 2017 Society of Pediatric Psychology (SPP) Workforce Survey provides self-reported compensation by pediatric psychologists, identifies predictors of compensation, and establishes a better understanding of compensation within the context of gender and race/ethnicity minority status. Methods SPP members who attended the SPP Annual Conference (SPPAC; April 2017) were invited to complete the survey at the conference through electronic tablets provided on-site by the Workforce Survey Committee. The survey was subsequently distributed online to SPP members who did not complete the survey at SPPAC. The statistical analyses used for this salary data employed flexible semi-parametric models, cross-validation, and prediction models for both the overall sample and academic rank subgroups. Results Of 27 potential demographic and employment-related predictors from the 2017 SPP Workforce Survey, significant predictors of salary emerged within this sample: academic rank, time since obtaining doctoral degree, managing internal and external funds (of at least $50,000), years in primary employment position, obtaining Fellowship status in the American Psychological Association (APA), and managing other employees (at least 10 people). Given low response rates for males and individuals who identify as belonging to racial and ethnic minority subgroups, only limited, exploratory results are reported for these subgroups. Conclusions These findings suggest that not only is longevity in one’s career important but managing funds/personnel and obtaining professional designations are also predictors of higher salaries for pediatric psychologists, in general. Specific implications of salary according to the psychologist’s academic rank, gender, and racial/ethnicity group status are also explored.