Diversity
Tiffin University
Diversity
Submitted for :
SRM 537
Personnel Management in Sports
Dean Dr. Bonnie Tiell, DSM
By: Bryant Spencer
Houston, Texas
June 3, 2012
Diversity
Recruitment, selection and diversity are terms that we in today’s society normally do not go together in the same sentence, let alone in sports organizations. Although recent gains in intercollegiate athletics have been made with regards to diversity, college and conference administration still have to make strides to give minority more chances in attaining upper-level management positions in intercollegiate athletics.
The NCAA has been a long-time proponent in diversity among their 1,200-member colleges and universities, conferences and organizations. With the commitment of NCAA to diversity, the organization has developed initiatives to bring a sharper focus to the ideas of the late Myles Brand by the created of Office of Diversity and Inclusion in 2005. The goal of this department is to advocate for the future without barriers and an atmosphere of common purpose. This department wants to open up dialogue with the national office and members institutions about issues with diversity. The NCAA just wants to develop a culture in which each person is seen as unique and every individuals feels like he or she is viable and valued part of the university, athletics department and intercollegiate athletics.
With that said, intercollegiate athletics lacks behind professional sports in relations to hiring practices for diversity. The grade given to college sports for racial and gender hiring practice by The Institute for Diversity and Ethics in Sports (TIDES) at University of Central Florida was a B which is up from a C+ in the 2008 reports (Lapchick, 2011). The report shows areas of promises in the hiring of more African-Americans head football coaches and improves hiring practices for both races and gender in college sports. The 2010 College Racial and Gender Report Card (College
Diversity
Submitted for :
SRM 537
Personnel Management in Sports
Dean Dr. Bonnie Tiell, DSM
By: Bryant Spencer
Houston, Texas
June 3, 2012
Diversity
Recruitment, selection and diversity are terms that we in today’s society normally do not go together in the same sentence, let alone in sports organizations. Although recent gains in intercollegiate athletics have been made with regards to diversity, college and conference administration still have to make strides to give minority more chances in attaining upper-level management positions in intercollegiate athletics.
The NCAA has been a long-time proponent in diversity among their 1,200-member colleges and universities, conferences and organizations. With the commitment of NCAA to diversity, the organization has developed initiatives to bring a sharper focus to the ideas of the late Myles Brand by the created of Office of Diversity and Inclusion in 2005. The goal of this department is to advocate for the future without barriers and an atmosphere of common purpose. This department wants to open up dialogue with the national office and members institutions about issues with diversity. The NCAA just wants to develop a culture in which each person is seen as unique and every individuals feels like he or she is viable and valued part of the university, athletics department and intercollegiate athletics.
With that said, intercollegiate athletics lacks behind professional sports in relations to hiring practices for diversity. The grade given to college sports for racial and gender hiring practice by The Institute for Diversity and Ethics in Sports (TIDES) at University of Central Florida was a B which is up from a C+ in the 2008 reports (Lapchick, 2011). The report shows areas of promises in the hiring of more African-Americans head football coaches and improves hiring practices for both races and gender in college sports. The 2010 College Racial and Gender Report Card (College