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Impact of racial discrimination in sport
Impact of racial discrimination in sport
Effects of racism on sport
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INTRODUCTION Racial diversification has become one of the many objectives of several sport organizations throughout the world. In New Zealand for instance, we have many parks, sports clubs, and recreations that are accessible to everybody, regardless of their ethnicity. However, on the other side of the spectrum, there are a few sports organizations in New Zealand, which only allows certain ethnic groups to be a part of it. In other words, racial discrimination remains as a plague in the sporting institution (Armstrong, 2011). Furthermore, this managerial constraint prevents individuals from different cultural backgrounds from getting jobs in sport management. Therefore, this could be a disadvantage to such sport organizations as well. This Sport brings different people together and leads to racial diversification. Nevertheless, this article explains and analyses the situations where sport management has ignored the idea of racial diversity. The research revolves around men who are African American. These men have been contributing effectively to the financial stability of sport. However, they were under-represented though they were successful players. The study uses theories such as race relation theory. Arguments suggest for implementation of systematic processes over race-related practices. This hiring practice will adhere to the clear and concise individuals needed for the jobs throughout sport management. The research states that adaptation and dominant groups may still bring about different outcomes to the ethnicity involvement in sport management. This article focuses mainly on how racism in sports industry can be resolved. It describes some solutions, which includes policies and programs for sports organizations. These will help in promoting racial diversity in sport management. This research concluded with the notion of implicating such policies for minimizing racism in the management of sport Therefore, Doherty and Chelladurai (1999) describe that racial diversity varies in different sports and sports organizations. In other words, there are sport organizations that value cultural diversity more than others do. Specifically, the selection policies of organizational recruitment as well as the sport’s feeder system manage racial diversity (Hanlon & Coleman, 2006). Whilst choosing a career path into sport management, there is consideration of race/ethnicity as well as gender (Cuneen & Sidwell, 2007; Parks & Quarterman, 2003; Scott, 1997) (cited in Barnes, 2014). Nonetheless, there is a shortage of research study in the management of sport, regarding racial diversity and ethnicity issues. Sport organizations do not hold ample amount of information or data regarding ethnicity and race in their information systems for management. According to Lapchick (2009) (cited inArmstrong, 2011), non-white people do not hold a stable role where they can help maintain the structures of sport management. Eventually, the stakeholders claim the presence of racial diversity, but dominating races are still present amongst sports organizations as well as professional
Goff, Brian L, Robert E. McCormick and, Robert D. Tollison. “Racial Integration as an Innovation: Empirical Evidence from Sports Leagues.” The American Economic Review 92.1 (2002): 16-26. JSTOR. Web. 12 Jan. 2014
Dramatically different percentages of blacks and whites engaged in various sports are not random events. It appears that blacks concentrate on sports in which future economic incentives exist, and in which exclusive training facilities, equipment, and personalized coaching is not necessary during the developmental years. On the other hand, whites tend to gravitate toward individual sports in which developmental expenses are relatively high; they tend to engage in team sports in which future employment as professionals is minimal.
It seems certain that Anglo-American males are victims of the unfair and discriminatory practices of the National Basketball Association. Further, society has by now created such obstacles to the success of Anglo-American basketball players that some sort of inte...
The diversity issue within America’s most popular game is apparent. Both the NFL and FBS are at an all time high in terms of revenue and viewership while the opportunity for minorities to coach at these levels has become a significant issue especially in collegiate football. Lack of proper awareness and prejudice beliefs are the core of the problem. The NFL has taken many steps to help improve the issue, while college football is beginning to realize the problem they have in hiring procedures. Many people believe the sports are turning a corner, others continue to believe they are far from resolving the issue. Whatever notion one takes in this matter it is clear that both sports suffer from a major lack in diversity when it comes to the face of their franchises and programs.
Asian Americans must go above and beyond what is expected in the industry, compared to white and black Americans who seem to have it much easier. “Always, it is the Asian who assimilates, who must explain his or her presence and professionalism, who must earn the right to exist and speak, who must prove his or her authority and credibility” (Agtarap, 1994, p.267).... ... middle of paper ... ... Retrieved December 9, 2004 from http://www.cds http://sree.net/quotes/chron2.html Portrayal of race, ethnicity and nationality in televised international athletic events.
The National Basketball Association is the most popular professional basketball league in North America; it is also the most popular professional basketball league in the world. The National Basketball Association (NBA) is one of the most diverse businesses in the world, which was the deliberate plan of former NBA commissioner David Stern. The NBA was once an all white and male dominated league, now through years of an aggressive effort to diversify the organization the NBA is now one of the shining beacons for diversity, tolerance and acceptance in the workplace. Former NBA commissioner David Stern spearheaded and put into action on the best examples of creating and cultivation opportunities for success based on merit. “When David Stern steps down as NBA Commissioner in 2014, among the legacies he will have created is an era in professional sport when leagues and teams hired the best people possible. He embraced the moral imperative for diversity while helping to show the other leagues that diversity is also a business imperative. The evidence for the NBA’s continued commitment to racial equality is seen in the strong grades in the League Office and in many key areas on the team level.”(Lapchick, R.) To fully understand the transformation of the league we will cover the history of the association, team diversity, league diversity, the NBA diversity initiative, and current diversity issues.
Given its recent history of anti-racist activity, English football is often cited as a figurehead example of challenging racism through popular culture and encouraging ethnic minority participation. (Garland, and Rowe, 2001) Although the growing example of black players in the professional game in England has greatly risen over the last decade, there is still increasing concern. With 568 players competing in the English Premier League (EPL) 183 black, 379 white and eight Asian, of all the players 32.22 percent are black. Of the 232 English players in the EPL 80 are black, a small 34.47 percent considering the EPL is the largest and wealthiest league in the world (Omi & Winant, 1994). Players from ethnic minority backgrounds are rarely represented in the English game and yet the biggest target for racial descent. In the other parts of the football industry, particularly in coaching and managerial positions or roles with real power and authority we don’t see genuine ethnical diversity.
Unintentionally, a lot of us have been boxed into institutions that promote gender inequality. Even though this was more prominent decades ago, we still see how prevalent it is in today’s world. According to the authors of the book, Gender: Ideas, Interactions, Institutions, Lisa Wade and Myra Marx Ferree define gendered institutions as “the one in which gender is used as an organizing principle” (Wade and Ferree, 167). A great example of such a gendered institution is the sports industry. Specifically in this industry, we see how men and women are separated and often differently valued into social spaces or activities and in return often unequal consequences. This paper will discuss the stigma of sports, how gender is used to separate athletes, and also what we can learn from sports at Iowa State.
Historical and sociological research has shown, through much evidence collection and analysis of primary documents that the American sporting industry can give an accurate reflection, to a certain extent, of racial struggles and discrimination into the larger context of American society. To understand this stance, a deep look into aspects of sport beyond simply playing the game must be a primary focus. Since the integration of baseball, followed shortly after by American football, why are the numbers of African American owners, coaches and managers so very low? What accounts for the absence of African American candidates from seeking front office and managerial roles? Is a conscious decision made by established members of each organization or is this matter a deeper reflection on society? Why does a certain image and persona exist amongst many African American athletes? Sports historians often take a look at sports and make a comparison to society. Beginning in the early 1980’s, historians began looking at the integration of baseball and how it preceded the civil rights movement. The common conclusion was that integration in baseball and other sports was indeed a reflection on American society. As African Americans began to play in sports, a short time later, Jim Crow laws and segregation formally came to an end in the south. Does racism and discrimination end with the elimination of Jim Crow and the onset of the civil rights movement and other instances of race awareness and equality? According to many modern sports historians and sociologists, they do not. This paper will focus on the writings of selected historians and sociologists who examine th...
Jarvie, G. (2012). Sport, Social Division and Social Inequality. Sport Science Review. 20 (1-2), 95–109.
The question of minorities holding head-coaching jobs is often heard in the sports world. As of 1997, there were only three minority head coaches in the National Football League (NFL). All three of these coaches are African- American (New York Amsterdam News). Some people say that there should be more African-American head coaches in sports that are dominated by African-Americans. The three minority head coaches coach one-tenth of the teams that are in the NFL. One-tenth of the general population of theUnited States is made up of native-born African-Americans (Barret). So, one could say that one-tenth of the population is coaching one-tenth of the NFL teams; an equal ratio.
Dealing with the issue of sport and ethnology, three major factors come to mind; prejudice, racism, and discrimination. These factors span across gender, ethnic, racial, religious, and cultural groups. In the following paragraphs, I will discuss how these factors have played a part in the evolution of sport in our society. The first issue tackled in this paper will be racism in sports, followed by prejudice and discrimination.
Brett, J., Behfar, K. & Kern, M. (2006) ‘Managing multicultural teams’, Harvard Business Review, 84 (11), pp.84-91, Business Source Premier [online].
In a society filled with people that strongly believe that sports is an industry that is removed and immune from the ills of the world—racism. Many fans and spectators of sports, such as baseball, basketball, football, and many other sports that include players of different races and ethnicities considers that racism is a thing of the past because of the inclusion and acceptance of all races in different sports. However, the misconception of living in a post-racial (colorblind) world is prevalent. Even though racial discrimination in sports and society in general, are not overt as in the past, racism continues to plague the industry. Regardless of fans and spectators wanting to ignore the racial biases and discrimination in the sports industry,
America is often referred to as “The Melting Pot” of the world. With this appellation, it is not wrong to assume that the U.S. has one of the most diverse cultures. Conversely, a majority percentage of people in America would disagree with this sentiment and argue that the U.S. is comprised of many subgroups. These subgroups vary based on race and skin color and are hardly “melted” together. This apparent racial divide is very common in many American corporations as well. Management researchers have found that maintaining a racially diverse workforce has been proven to have many important benefits within a corporation. For example, having a racially diverse workforce can help match the culture of the customers in the economy to build trust, provide new and differing insights, and right some of the wrongs caused by racism and sexism in our society. Facilitating diversity is not easy, and many organizations have encountered challenges from attempting to do so. Fortunately, there actions that organizations can take to overcome these challenges in order to make diversity a reality.