D and I

Question 1

What are the key learning objectives for studying D&I in sport organizations?

Answer 1

Examine research, discuss contemporary issues, explore business and social justice cases, analyze experiences, and evaluate what’s missing.

Question 2

Who is over-represented in sport management leadership roles?

Answer 2

White, cis-male, able-bodied individuals dominate coaching, governance, CEO roles, and media representation (e.g., < 10% of national teams coached by women in Australia, 2024).

Question 3

What does managing “for” diversity entail?

Answer 3

It focuses on creating inclusive organizations, rather than viewing diversity as a problem or a resource to exploit (Shaw, 2018).

Question 4

Why is inclusion important in sports organizations?

Answer 4

It ensures respect, empathy, and equitable treatment, allowing all individuals, including transgender people, to participate fully (Sport NZ, 2022).

Question 5

What are some milestones in D&I governance in New Zealand?

Answer 5

By December 2021, 91% of NSOs met the 40% gender representation requirement, and 90% of Olympic sports boards had over 20% women directors by 2015.

Question 6

What is the business case for D&I in sports organizations?

Answer 6

Increased diversity leads to better organizational outcomes, reduces problems, and fosters inclusive outcomes (Wicker et al., 2013; Taylor & Shaw, 2022).

Question 7

How can diversity serve as a niche/business asset?

Answer 7

Diverse groups can access new markets, leverage different work ethics, and enhance organizational effectiveness, but may face challenges from commercial pressures (Fink et al., 2003).

Question 8

What is a potential weakness of making diversity a social justice focus?

Answer 8

While it reviews all practices for diversity, it can be difficult to achieve buy-in from all organizational members (Shaw & Frisby, 2006).

Question 9

What are some factors to consider when analyzing D&I videos or case studies?

Answer 9

Examine whose perspectives are prioritized, the promoted values, and the levels challenged (personal, organizational, societal).

Question 10

What is the significance of the Sport NZ guideline for transgender inclusion?

Answer 10

It asserts that all New Zealanders have the right to participate in sports respectfully and according to their gender identity (Sport NZ, 2022).

Question 11

What are the reported statistics on media coverage of women in sports in New Zealand?

Answer 11

Only 15% of media reports in NZ are focused on women (Source: Velija & Piggott, 2022).

Question 11

What does “inclusion at the core of everything we do” mean?

Answer 11

It emphasizes that leadership, promotion, policy, and program design should all prioritize inclusivity (Shaw, 2018).

Question 12

How does diversity in leadership impact organizational effectiveness?

Answer 12

Diverse leadership can enhance problem-solving, foster innovation, and improve decision-making by incorporating varied perspectives (Wicker et al., 2020).

Question 13

What role does organizational culture play in D&I?

Answer 13

A culture that values diversity encourages inclusive practices and reflects the organization’s commitment to D&I (Shaw & Frisby, 2006).

Question 14

What does “zero-sum” mean in the context of D&I?

Answer 14

It refers to the misconception that inclusion must come at the expense of others; true inclusion benefits everyone and can lead to financial success.

Question 15

What is the significance of the term “proactive” in relation to diversity?

Answer 15

Proactive diversity strategies actively seek to include marginalized groups and leverage their strengths for organizational success (Fink et al., 2003).

Question 16

What is meaningful representation in D&I?

Answer 16

Ensuring diverse voices are present on governance boards, coaching, administration, and training without using language like ‘acceptance’ or ‘tolerance.’

Question 17

Why is reparative justice important in D&I?

Answer 17

It acknowledges historic and ongoing discrimination, as well as the lack of investment in marginalized communities, particularly Māori.

Question 18

What does significant culture change involve in the context of D&I?

Answer 18

Actively addressing and calling out discrimination, changing board processes to be inclusive, and fostering an environment where organizational members reflect on their identity and willingness to change.

Question 19

How is intersectionality relevant to D&I efforts?

Answer 19

It recognizes the overlapping identities of individuals (e.g., gender, ethnicity, ability) and addresses how these intersections affect experiences of inclusion and equity.

Question 20

Why should Māori be a focus in D&I discussions in sport organizations?

Answer 20

Māori are under-represented in governance and management roles; meaningful inclusion requires recognizing them as central rather than as an ‘other’ needing inclusion.

Question 21

What does the term “mana motuhake” refer to?

Question 22

What does “kaitiakitanga” symbolize in governance?

Answer 22

It represents guardianship and the responsibility to nurture and protect the environment and communities involved in sports.

Question 23

What is the significance of the “Waka Hourua” metaphor?

Answer 23

It symbolizes partnership and collaboration, reflecting the need for Māori and Pākehā to work together in navigating sport governance.

Question 24

What are the goals of the Papa Noho partnership?

Answer 24

To ensure active recreation opportunities, prioritize local needs through community hubs, and ensure equitable access to resources and opportunities.

Question 25

How can the concept of “pepehā” contribute to D&I in sports?

Answer 25

By centering personal narratives and connections to identity, it fosters a stronger sense of belonging and community within sport organizations.