We Just Treat Everyone the Same

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Reading Response Paper
Over the past few years, the rate of the LGBTQ+ community has been rising at an alarming rate globally, especially in the United States. Gender identity and sexual orientation are integral facets of a young individual's identity. Learning and expressing gender and sexual orientation are common development responsibilities that are diverse across kids and youth. However, despite the continued rise of LGBTQ+ community members, these groups are significantly paying the price of discrimination in various fields, including aquatic and employment sectors.
In the journal "We Just Treat Everyone the Same: LGBTQ Aquatic Management Strategies, Barriers and Implementation,” Anderson et al. (2018) reflected on the administration of marine places, including programming, facilities, policies, human resource management, and marketing, because it involves the LGBTQ+ community. While this article did produce important findings offering essential understandings of the existing state of LGBTQ+ community annexation in the aquatic division, there are notable limitations related to specific realities that occur within the different aquatic sectors. This paper critiques "We Just Treat Everyone the Same: LGBTQ Aquatic Management Strategies, Barriers, and Implementation" by Anderson et al. (2018).
Anderson et al. (2018) employed in-depth semi-structured interviews with a sample of 16 aquatic managers to evaluate various steps incorporated when developing environments that tend to be open or closed to the LGBTQ+ community. Moreover, the article employed a grounded theory-based data collection and examination procedure that led to emergent themes. Some notable themes comprised gendered space, staff, knowledgeability, non-aquatic initiatives, aquatic-specific programming and regulations, departmental and organizational mission, and inclusion barriers. The paper further reflects on the administration approaches through these developing themes with influences on marine executives concerning generating inclusive atmospheres for LGBTQ+ communities.
A snowball sampling method was incorporated, utilizing suggestions and expert contacts from those interviewed. Sampling led to nine cisgender male marine directors and seven feminine marine administrators. Managers from diverse aquatic surroundings were drafted to ensure the study was applicable to aquatic settings in the USA, leading six firm campus recreational sports areas and ten from public, community, and nonprofit settings. Study participant interviews involved questions evaluating aquatic management in different areas: facilities, marketing, human resource management, programming, and policies.
Furthermore, the researchers afterward sophisticated thematic division and matching data into completed universal thematic divisions depending on the preceding clustering. The themes were associated with executive meaning-constructing and administration practices because they are linked with the LGBTQ+ community and marine venue. Anderson et al. (2018) results indicated that the familiarities of the marine managers associated with the entire management of ...