Question 1

Researchers have shown that recategorization can be an effective strategy for reducing bias. This process involves:

Accepted Answer

A)  People making distinctions among out-group members. 
B)  People come to see others in relation to the self. 
C)  Members of different groups compete against one another in high-stakes sports. 
D)  Members of different groups come to consider themselves as members of a larger, common group. 
A)  People making distinctions among out-group members. 
B)  People come to see others in relation to the self. 
C)  Members of different groups compete against one another in high-stakes sports. 
D)  Members of different groups come to consider themselves as members of a larger, common group. D

Question 2

Which of the following is not an individual level source of resistance to diversity and inclusion in sport organizations?

Accepted Answer

A)  Inertia 
B)  Habit 
C)  Fear of the unknown 
D)  Security 
A)  Inertia 
B)  Habit 
C)  Fear of the unknown 
D)  Security A

Question 3

At Quality Sports Performance, diversity and inclusion principles are embedded in the mission statement, hiring procedures, annual performance evaluation, and training. These are examples of:

Accepted Answer

A)  Power relationships. 
B)  Systemic integration. 
C)  Economic factors. 
D)  Psychological characteristics. 
A)  Power relationships. 
B)  Systemic integration. 
C)  Economic factors. 
D)  Psychological characteristics. B

Question 4

Engaging in difficult dialogues in the workplace is likely to hurt inclusion efforts.

Accepted Answer

A) True 
 B)False

Question 5

According to Allport, intergroup contact should be most effective when:

Accepted Answer

A)  There is institutional support. 
B)  People are racially similar to one another. 
C)  Groups compete against one another. 
D)  There are clear status differences. 
A)  There is institutional support. 
B)  People are racially similar to one another. 
C)  Groups compete against one another. 
D)  There are clear status differences.

Question 6

Tyrell supports diversity in his sport organization because of the perceived costs of not doing so. This is consistent with a continuance commitment.

Accepted Answer

A) True 
 B)False

Question 7

Researchers have shown that, for Whites with a strong racial identity, increased diversity is met with enthusiasm and support.

Accepted Answer

A) True 
 B)False

Question 8

Employees at Performance Sports, Inc. went on a ropes course get-away in an effort to become better acquainted, learn about each other, and strengthen relationships. This is consistent with decategorization.

Accepted Answer

A) True 
 B)False

Question 9

Researchers have shown that liberals and conservatives show similar levels of intolerance.

Accepted Answer

A) True 
 B)False

Question 10

Summarize the influence of macro-level factors on the diversity and inclusion of sport organizations.

Accepted Answer

Macro-level factors such as government p

Question 11

Hudson Taylor's work with Athlete Ally focuses on racial equality in sports.

Accepted Answer

A) True 
 B)False

Question 12

At State University, Nanc was hired as a new diversity officer, but some of the human resource staff resisted the move because they believed they had the skills and qualifications needed to accomplish the tasks. This is consistent with a threat to:

Accepted Answer

A)  Expertise 
B)  Power relationships 
C)  Resource allocations 
D)  Personnel checks 
A)  Expertise 
B)  Power relationships 
C)  Resource allocations 
D)  Personnel checks

Question 13

Robert runs a golf club, and many of the members have called for greater gender equity when it comes to tee times for the members, allowing women and men to make reservations whenever they choose. Thus, he decided to make the change to the club's policy. This is an example of __________ pressures for deinstitutionalization.

Accepted Answer

A)  Political 
B)  Functional 
C)  Social 
D)  Human 
A)  Political 
B)  Functional 
C)  Social 
D)  Human

Question 14

According to Spaaij and colleagues, Australian sport organizations largely focus on:

Accepted Answer

A)  The moral imperative for diversity and inclusion. 
B)  Social forces influencing diversity and inclusion. 
C)  The business case for diversity and inclusion. 
D)  A and B only. 
A)  The moral imperative for diversity and inclusion. 
B)  Social forces influencing diversity and inclusion. 
C)  The business case for diversity and inclusion. 
D)  A and B only.

Question 15

Diversity and inclusion efforts are least likely to be embraced by employees:

Accepted Answer

A)  Who have a strong social justice orientation. 
B)  Who embrace social hierarchies. 
C)  Who have high intellectual humility. 
D)  Who are open to new experiences. 
A)  Who have a strong social justice orientation. 
B)  Who embrace social hierarchies. 
C)  Who have high intellectual humility. 
D)  Who are open to new experiences.

Question 16

Summarize the influence of micro-level factors on the diversity and inclusion of sport organizations.

Accepted Answer

Micro-level factors have a significant i

Question 17

Summarize the influence of meso-level factors on the diversity and inclusion of sport organizations.

Accepted Answer

Meso-level factors, such as organization

Question 18

Leaders can influence the inclusiveness of the workplace through:

Accepted Answer

A)  Their advocacy for inclusion. 
B)  Setting expectations for others in the workplace. 
C)  Modeling inclusive behaviors themselves. 
D)  All of the above. 
E)  B and C only. 
A)  Their advocacy for inclusion. 
B)  Setting expectations for others in the workplace. 
C)  Modeling inclusive behaviors themselves. 
D)  All of the above. 
E)  B and C only.

Researchers have shown that recategorization can be an effective strategy for reducing bias. This process involves:

Which of the following is not an individual level source of resistance to diversity and inclusion in sport organizations?

At Quality Sports Performance, diversity and inclusion principles are embedded in the mission statement, hiring procedures, annual performance evaluation, and training. These are examples of:

Engaging in difficult dialogues in the workplace is likely to hurt inclusion efforts.

According to Allport, intergroup contact should be most effective when:

Tyrell supports diversity in his sport organization because of the perceived costs of not doing so. This is consistent with a continuance commitment.

Researchers have shown that, for Whites with a strong racial identity, increased diversity is met with enthusiasm and support.

Employees at Performance Sports, Inc. went on a ropes course get-away in an effort to become better acquainted, learn about each other, and strengthen relationships. This is consistent with decategorization.

Researchers have shown that liberals and conservatives show similar levels of intolerance.

Summarize the influence of macro-level factors on the diversity and inclusion of sport organizations.

Hudson Taylor's work with Athlete Ally focuses on racial equality in sports.

At State University, Nanc was hired as a new diversity officer, but some of the human resource staff resisted the move because they believed they had the skills and qualifications needed to accomplish the tasks. This is consistent with a threat to:

According to Spaaij and colleagues, Australian sport organizations largely focus on:

Diversity and inclusion efforts are least likely to be embraced by employees:

Summarize the influence of micro-level factors on the diversity and inclusion of sport organizations.

Summarize the influence of meso-level factors on the diversity and inclusion of sport organizations.

Leaders can influence the inclusiveness of the workplace through:

Overview of Diversity and Inclusion

Theoretical Tenets of Diversity and Inclusion

Bias

A Framework to Understand Diversity Forms

Race

Gender

Age

Disability

Weight

Religion

Sexual Orientation, Gender Identity, and Gender Expression

Social Class

Diversity Training

Change and Inclusion Through Sport

Filters

Exam 13: Strategies for Inclusion

Researchers have shown that recategorization can be an effective strategy for reducing bias. This process involves:

Which of the following is not an individual level source of resistance to diversity and inclusion in sport organizations?

At Quality Sports Performance, diversity and inclusion principles are embedded in the mission statement, hiring procedures, annual performance evaluation, and training. These are examples of:

Engaging in difficult dialogues in the workplace is likely to hurt inclusion efforts.

According to Allport, intergroup contact should be most effective when:

Tyrell supports diversity in his sport organization because of the perceived costs of not doing so. This is consistent with a continuance commitment.

Researchers have shown that, for Whites with a strong racial identity, increased diversity is met with enthusiasm and support.

Employees at Performance Sports, Inc. went on a ropes course get-away in an effort to become better acquainted, learn about each other, and strengthen relationships. This is consistent with decategorization.

Researchers have shown that liberals and conservatives show similar levels of intolerance.

Summarize the influence of macro-level factors on the diversity and inclusion of sport organizations.

Hudson Taylor's work with Athlete Ally focuses on racial equality in sports.

At State University, Nanc was hired as a new diversity officer, but some of the human resource staff resisted the move because they believed they had the skills and qualifications needed to accomplish the tasks. This is consistent with a threat to:

According to Spaaij and colleagues, Australian sport organizations largely focus on:

Diversity and inclusion efforts are least likely to be embraced by employees:

Summarize the influence of micro-level factors on the diversity and inclusion of sport organizations.

Summarize the influence of meso-level factors on the diversity and inclusion of sport organizations.

Leaders can influence the inclusiveness of the workplace through:

Overview of Diversity and Inclusion

Theoretical Tenets of Diversity and Inclusion

Bias

A Framework to Understand Diversity Forms

Race

Gender

Age

Disability

Weight

Religion

Sexual Orientation, Gender Identity, and Gender Expression

Social Class

Diversity Training

Change and Inclusion Through Sport

Filters