Equity, Diversity and Inclusion in Sport Organizations:
This book presents good practices to improve the situation of girls and women, quantitatively and qualitatively, in several facets of sport. It also addresses all people who identify as girls and women, whether cisgender or trans, as well as racialized people, Aboriginal people, people with disabili...
Gespeichert in:
| 1. Verfasser: | |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Qu_bec City
Les Presses de l'Université Laval
2024
|
| Ausgabe: | 1st ed |
| Schriftenreihe: | Équité, Diversité et Inclusion Series
|
| Online-Zugang: | DE-2070s |
| Zusammenfassung: | This book presents good practices to improve the situation of girls and women, quantitatively and qualitatively, in several facets of sport. It also addresses all people who identify as girls and women, whether cisgender or trans, as well as racialized people, Aboriginal people, people with disabilities and LGBTQ2+ people |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (154 Seiten) |
| ISBN: | 9782763758459 |
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| 505 | 8 | |a Intro -- Acknowledgements -- Introduction -- The benefits of inclusion: Beyond appearances -- Stakeholders, transversal perspectives, intersectionality, and pillars of inclusion -- Methodology -- Limitations -- Structure of this book -- Chapter 1 -- Transversal Analysis of Inequalities and Social Relationships -- Taking stock of the situation with EDI data from different organizations -- Partial portrait of the situation in Quebec -- Sport, a man's world in Canada and around the globe -- Stereotypes that prevent women's advancement in sports organizations -- Raising awareness and reducing disparities (between regional, historically marginalized, and economic groups) in accessibility and different sports practices -- Using an intersectional perspective to better understand and consider disparities in access to sport for historically marginalized groups -- Racialized girls and women -- Indigenous girls and women -- Disabled women* and girls* -- LGBTQ2+ community members -- Increasing understanding and consideration of disparities in access to sport in economically disadvantaged areas -- Increasing consideration of urban-rural disparities in access to sport -- Considering unconscious bias in sport -- Biases associated with the individual: Parents' unconscious biases toward children, coaches, and referees -- Biases associated with the individual: Women's unconscious bias regarding low self-confidence and credibility in sport -- Biases linked to affinity groups: Unisex sports and gender bias -- Conclusion -- Chapter 2 -- The Importance of Specificity and Individual Strategies in Collective Contexts -- Featuring diverse role models who practise sport -- More representative media -- Increasing understanding of body image issues -- Participation in sport -- Systematically recruiting girls and creating a talent pool | |
| 505 | 8 | |a Offering training and mentorship for youth from historically marginalized groups -- Leadership -- Specific measures to increase the presence of women and other minoritized groups on governing boards -- Working on power dynamics -- Snapshot of national and international governing boards in sport -- Organizational will to include women enshrined in official documents and practices -- Conclusion -- Chapter 3 -- Equity and Sense of Justice -- Ensuring equitable recruitment processes -- Going beyond word of mouth -- Importance of posting and announcing positions for fixed periods in diverse locations -- Fighting bias in the hiring process -- Reserving permanent positions for members of historically excluded groups, identifying them, and implementing quotas for permanent coaches, referees, and staff -- Expanding the talent pool by including people from outside the sport world -- Effective onboarding processes -- Improving career management and retention for coaches, referees, and permanent staff in sports organizations -- Implementing measures to support work-life balance -- Teams of coaches for better family time management -- Inclusive spaces for children -- Fathers and parental leave -- Individual strategies to improve balance and involve others -- Implementing work-family balance policies and encouraging a culture of equality -- Adapt sports facilities and equipment with EDI in mind -- Providing adequate sanitation facilities -- Ensuring safe spaces for all genders -- Policies and measures to fight against sexual violence and psychological harassment -- Organizational responsibility to combat violence in sport -- Sport'Aide: A unique Quebec initiative -- Prevention programs in other countries -- Conclusion -- Chapter 4 -- Integrated Cooperation and Proposed EDI Model in Sport -- Systematizing an EDI governance model | |
| 505 | 8 | |a Ensuring the presence of EDI advisory committees at every level (regional, provincial, national, international) -- Inclusive leaders who believe in equality -- Developing cooperative models among stakeholders -- Spread the message of equality by implementing strategies and inclusive communications tools for all stakeholders -- Sharing best practices with diverse stakeholders -- Change is slow... -- Developing EDI culture -- Importance of keeping cultural complexity in mind when addressing diversity issues in sports organizations -- Model of intersectional praxis -- Conclusion -- Conclusion -- References -- Appendix -- Table indicating the presence of women in sports federations in Quebec -- Page vierge | |
| 520 | |a This book presents good practices to improve the situation of girls and women, quantitatively and qualitatively, in several facets of sport. It also addresses all people who identify as girls and women, whether cisgender or trans, as well as racialized people, Aboriginal people, people with disabilities and LGBTQ2+ people | ||
| 700 | 1 | |a Brière, Sophie |e Sonstige |4 oth | |
| 700 | 1 | |a St-Pierre, Marilou |e Sonstige |4 oth | |
| 700 | 1 | |a Demers, Guylaine |e Sonstige |4 oth | |
| 700 | 1 | |a Culver, Diane |e Sonstige |4 oth | |
| 700 | 1 | |a LeBlanc, Catriona |e Sonstige |4 oth | |
| 776 | 0 | 8 | |i Erscheint auch als |n Druck-Ausgabe |a Keyser-Verreault, Amélie |t Equity, Diversity and Inclusion in Sport Organizations |d Qu_bec City : Les Presses de l'Université Laval,c2024 |z 9782763758442 |
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Datensatz im Suchindex
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| author | Keyser-Verreault, Amélie |
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| contents | Intro -- Acknowledgements -- Introduction -- The benefits of inclusion: Beyond appearances -- Stakeholders, transversal perspectives, intersectionality, and pillars of inclusion -- Methodology -- Limitations -- Structure of this book -- Chapter 1 -- Transversal Analysis of Inequalities and Social Relationships -- Taking stock of the situation with EDI data from different organizations -- Partial portrait of the situation in Quebec -- Sport, a man's world in Canada and around the globe -- Stereotypes that prevent women's advancement in sports organizations -- Raising awareness and reducing disparities (between regional, historically marginalized, and economic groups) in accessibility and different sports practices -- Using an intersectional perspective to better understand and consider disparities in access to sport for historically marginalized groups -- Racialized girls and women -- Indigenous girls and women -- Disabled women* and girls* -- LGBTQ2+ community members -- Increasing understanding and consideration of disparities in access to sport in economically disadvantaged areas -- Increasing consideration of urban-rural disparities in access to sport -- Considering unconscious bias in sport -- Biases associated with the individual: Parents' unconscious biases toward children, coaches, and referees -- Biases associated with the individual: Women's unconscious bias regarding low self-confidence and credibility in sport -- Biases linked to affinity groups: Unisex sports and gender bias -- Conclusion -- Chapter 2 -- The Importance of Specificity and Individual Strategies in Collective Contexts -- Featuring diverse role models who practise sport -- More representative media -- Increasing understanding of body image issues -- Participation in sport -- Systematically recruiting girls and creating a talent pool Offering training and mentorship for youth from historically marginalized groups -- Leadership -- Specific measures to increase the presence of women and other minoritized groups on governing boards -- Working on power dynamics -- Snapshot of national and international governing boards in sport -- Organizational will to include women enshrined in official documents and practices -- Conclusion -- Chapter 3 -- Equity and Sense of Justice -- Ensuring equitable recruitment processes -- Going beyond word of mouth -- Importance of posting and announcing positions for fixed periods in diverse locations -- Fighting bias in the hiring process -- Reserving permanent positions for members of historically excluded groups, identifying them, and implementing quotas for permanent coaches, referees, and staff -- Expanding the talent pool by including people from outside the sport world -- Effective onboarding processes -- Improving career management and retention for coaches, referees, and permanent staff in sports organizations -- Implementing measures to support work-life balance -- Teams of coaches for better family time management -- Inclusive spaces for children -- Fathers and parental leave -- Individual strategies to improve balance and involve others -- Implementing work-family balance policies and encouraging a culture of equality -- Adapt sports facilities and equipment with EDI in mind -- Providing adequate sanitation facilities -- Ensuring safe spaces for all genders -- Policies and measures to fight against sexual violence and psychological harassment -- Organizational responsibility to combat violence in sport -- Sport'Aide: A unique Quebec initiative -- Prevention programs in other countries -- Conclusion -- Chapter 4 -- Integrated Cooperation and Proposed EDI Model in Sport -- Systematizing an EDI governance model Ensuring the presence of EDI advisory committees at every level (regional, provincial, national, international) -- Inclusive leaders who believe in equality -- Developing cooperative models among stakeholders -- Spread the message of equality by implementing strategies and inclusive communications tools for all stakeholders -- Sharing best practices with diverse stakeholders -- Change is slow... -- Developing EDI culture -- Importance of keeping cultural complexity in mind when addressing diversity issues in sports organizations -- Model of intersectional praxis -- Conclusion -- Conclusion -- References -- Appendix -- Table indicating the presence of women in sports federations in Quebec -- Page vierge |
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| edition | 1st ed |
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| id | DE-604.BV049873699 |
| illustrated | Not Illustrated |
| indexdate | 2024-12-06T13:11:36Z |
| institution | BVB |
| isbn | 9782763758459 |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-035213157 |
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| physical | 1 Online-Ressource (154 Seiten) |
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| publishDate | 2024 |
| publishDateSearch | 2024 |
| publishDateSort | 2024 |
| publisher | Les Presses de l'Université Laval |
| record_format | marc |
| series2 | Équité, Diversité et Inclusion Series |
| spelling | Keyser-Verreault, Amélie Verfasser aut Equity, Diversity and Inclusion in Sport Organizations 1st ed Qu_bec City Les Presses de l'Université Laval 2024 ©2024 1 Online-Ressource (154 Seiten) txt rdacontent c rdamedia cr rdacarrier Équité, Diversité et Inclusion Series Description based on publisher supplied metadata and other sources Intro -- Acknowledgements -- Introduction -- The benefits of inclusion: Beyond appearances -- Stakeholders, transversal perspectives, intersectionality, and pillars of inclusion -- Methodology -- Limitations -- Structure of this book -- Chapter 1 -- Transversal Analysis of Inequalities and Social Relationships -- Taking stock of the situation with EDI data from different organizations -- Partial portrait of the situation in Quebec -- Sport, a man's world in Canada and around the globe -- Stereotypes that prevent women's advancement in sports organizations -- Raising awareness and reducing disparities (between regional, historically marginalized, and economic groups) in accessibility and different sports practices -- Using an intersectional perspective to better understand and consider disparities in access to sport for historically marginalized groups -- Racialized girls and women -- Indigenous girls and women -- Disabled women* and girls* -- LGBTQ2+ community members -- Increasing understanding and consideration of disparities in access to sport in economically disadvantaged areas -- Increasing consideration of urban-rural disparities in access to sport -- Considering unconscious bias in sport -- Biases associated with the individual: Parents' unconscious biases toward children, coaches, and referees -- Biases associated with the individual: Women's unconscious bias regarding low self-confidence and credibility in sport -- Biases linked to affinity groups: Unisex sports and gender bias -- Conclusion -- Chapter 2 -- The Importance of Specificity and Individual Strategies in Collective Contexts -- Featuring diverse role models who practise sport -- More representative media -- Increasing understanding of body image issues -- Participation in sport -- Systematically recruiting girls and creating a talent pool Offering training and mentorship for youth from historically marginalized groups -- Leadership -- Specific measures to increase the presence of women and other minoritized groups on governing boards -- Working on power dynamics -- Snapshot of national and international governing boards in sport -- Organizational will to include women enshrined in official documents and practices -- Conclusion -- Chapter 3 -- Equity and Sense of Justice -- Ensuring equitable recruitment processes -- Going beyond word of mouth -- Importance of posting and announcing positions for fixed periods in diverse locations -- Fighting bias in the hiring process -- Reserving permanent positions for members of historically excluded groups, identifying them, and implementing quotas for permanent coaches, referees, and staff -- Expanding the talent pool by including people from outside the sport world -- Effective onboarding processes -- Improving career management and retention for coaches, referees, and permanent staff in sports organizations -- Implementing measures to support work-life balance -- Teams of coaches for better family time management -- Inclusive spaces for children -- Fathers and parental leave -- Individual strategies to improve balance and involve others -- Implementing work-family balance policies and encouraging a culture of equality -- Adapt sports facilities and equipment with EDI in mind -- Providing adequate sanitation facilities -- Ensuring safe spaces for all genders -- Policies and measures to fight against sexual violence and psychological harassment -- Organizational responsibility to combat violence in sport -- Sport'Aide: A unique Quebec initiative -- Prevention programs in other countries -- Conclusion -- Chapter 4 -- Integrated Cooperation and Proposed EDI Model in Sport -- Systematizing an EDI governance model Ensuring the presence of EDI advisory committees at every level (regional, provincial, national, international) -- Inclusive leaders who believe in equality -- Developing cooperative models among stakeholders -- Spread the message of equality by implementing strategies and inclusive communications tools for all stakeholders -- Sharing best practices with diverse stakeholders -- Change is slow... -- Developing EDI culture -- Importance of keeping cultural complexity in mind when addressing diversity issues in sports organizations -- Model of intersectional praxis -- Conclusion -- Conclusion -- References -- Appendix -- Table indicating the presence of women in sports federations in Quebec -- Page vierge This book presents good practices to improve the situation of girls and women, quantitatively and qualitatively, in several facets of sport. It also addresses all people who identify as girls and women, whether cisgender or trans, as well as racialized people, Aboriginal people, people with disabilities and LGBTQ2+ people Brière, Sophie Sonstige oth St-Pierre, Marilou Sonstige oth Demers, Guylaine Sonstige oth Culver, Diane Sonstige oth LeBlanc, Catriona Sonstige oth Erscheint auch als Druck-Ausgabe Keyser-Verreault, Amélie Equity, Diversity and Inclusion in Sport Organizations Qu_bec City : Les Presses de l'Université Laval,c2024 9782763758442 |
| spellingShingle | Keyser-Verreault, Amélie Equity, Diversity and Inclusion in Sport Organizations Intro -- Acknowledgements -- Introduction -- The benefits of inclusion: Beyond appearances -- Stakeholders, transversal perspectives, intersectionality, and pillars of inclusion -- Methodology -- Limitations -- Structure of this book -- Chapter 1 -- Transversal Analysis of Inequalities and Social Relationships -- Taking stock of the situation with EDI data from different organizations -- Partial portrait of the situation in Quebec -- Sport, a man's world in Canada and around the globe -- Stereotypes that prevent women's advancement in sports organizations -- Raising awareness and reducing disparities (between regional, historically marginalized, and economic groups) in accessibility and different sports practices -- Using an intersectional perspective to better understand and consider disparities in access to sport for historically marginalized groups -- Racialized girls and women -- Indigenous girls and women -- Disabled women* and girls* -- LGBTQ2+ community members -- Increasing understanding and consideration of disparities in access to sport in economically disadvantaged areas -- Increasing consideration of urban-rural disparities in access to sport -- Considering unconscious bias in sport -- Biases associated with the individual: Parents' unconscious biases toward children, coaches, and referees -- Biases associated with the individual: Women's unconscious bias regarding low self-confidence and credibility in sport -- Biases linked to affinity groups: Unisex sports and gender bias -- Conclusion -- Chapter 2 -- The Importance of Specificity and Individual Strategies in Collective Contexts -- Featuring diverse role models who practise sport -- More representative media -- Increasing understanding of body image issues -- Participation in sport -- Systematically recruiting girls and creating a talent pool Offering training and mentorship for youth from historically marginalized groups -- Leadership -- Specific measures to increase the presence of women and other minoritized groups on governing boards -- Working on power dynamics -- Snapshot of national and international governing boards in sport -- Organizational will to include women enshrined in official documents and practices -- Conclusion -- Chapter 3 -- Equity and Sense of Justice -- Ensuring equitable recruitment processes -- Going beyond word of mouth -- Importance of posting and announcing positions for fixed periods in diverse locations -- Fighting bias in the hiring process -- Reserving permanent positions for members of historically excluded groups, identifying them, and implementing quotas for permanent coaches, referees, and staff -- Expanding the talent pool by including people from outside the sport world -- Effective onboarding processes -- Improving career management and retention for coaches, referees, and permanent staff in sports organizations -- Implementing measures to support work-life balance -- Teams of coaches for better family time management -- Inclusive spaces for children -- Fathers and parental leave -- Individual strategies to improve balance and involve others -- Implementing work-family balance policies and encouraging a culture of equality -- Adapt sports facilities and equipment with EDI in mind -- Providing adequate sanitation facilities -- Ensuring safe spaces for all genders -- Policies and measures to fight against sexual violence and psychological harassment -- Organizational responsibility to combat violence in sport -- Sport'Aide: A unique Quebec initiative -- Prevention programs in other countries -- Conclusion -- Chapter 4 -- Integrated Cooperation and Proposed EDI Model in Sport -- Systematizing an EDI governance model Ensuring the presence of EDI advisory committees at every level (regional, provincial, national, international) -- Inclusive leaders who believe in equality -- Developing cooperative models among stakeholders -- Spread the message of equality by implementing strategies and inclusive communications tools for all stakeholders -- Sharing best practices with diverse stakeholders -- Change is slow... -- Developing EDI culture -- Importance of keeping cultural complexity in mind when addressing diversity issues in sports organizations -- Model of intersectional praxis -- Conclusion -- Conclusion -- References -- Appendix -- Table indicating the presence of women in sports federations in Quebec -- Page vierge |
| title | Equity, Diversity and Inclusion in Sport Organizations |
| title_auth | Equity, Diversity and Inclusion in Sport Organizations |
| title_exact_search | Equity, Diversity and Inclusion in Sport Organizations |
| title_full | Equity, Diversity and Inclusion in Sport Organizations |
| title_fullStr | Equity, Diversity and Inclusion in Sport Organizations |
| title_full_unstemmed | Equity, Diversity and Inclusion in Sport Organizations |
| title_short | Equity, Diversity and Inclusion in Sport Organizations |
| title_sort | equity diversity and inclusion in sport organizations |
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