Diversity in sport? Utilizing the business literature to devise a comprehensive framework of diversity initiatives

Diversity in sport, especially in relation to those who hold positions of power in interscholastic, intercollegiate, and professional sport, seems to be somewhat of an oxymoron. There is ample evidence that those who are not similar to the status quo that has long dominated such sport settings (i.e., white, heterosexual, male) are far less represented within positions of power in sport than they are in the population at large (Acosta & Carpenter, 1996; Washington, 1998). Furthermore, some suggest that the maintenance of the status quo goes beyond demographics and that homologous reproduction exists in attitudes, values, and leadership priorities among those in leadership positions in sport (Boutlier & San Giovanni, 1994). Because diversity and valuing diversity have received a great deal of attention in the corporate world, this paper utilizes the business literature in an attempt to obtain a fresh perspective regarding the lack of diversity in one of the most criticized areas of sport, Division IA intercollegiate athletic organizations. A review of the literature resulted In a framework comprised of three dimensions: 1) noncompliance/compliance, 2);reactive diversity management; and 3) proactive diversity management. The framework is presented and described and its application to kinesiology, physical education, and sport is provided.