Racial Diversity In Sports Management Essay

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