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Online courses have become common in leisure studies and recreation education university programs, yet little is known about online instruction in this field, especially in courses about human diversity. Therefore, the purpose of this paper is (1) to discuss literature relevant to online courses about human diversity broadly, and in a leisure studies and recreation education context specifically, and (2) to discuss key findings from implementation of an online course about leisure behavior and human diversity. We take a key interest in the effectiveness of community-engaged learning as a teaching and learning tool. Using a case study approach, we systematically evaluated two courses to inform our course improvement. Students reported what they learned, elements of the course that contributed to their learning, and changes that would enhance their learning. We discuss key course components, our revisions, and provide suggestions for creating high-quality online courses about leisure behavior and human diversity.

An ongoing debate points to a possible gap between the published research about and the delivery of leisure services. For example, two of the major research journals in the field of leisure studies, "Journal of Leisure Research" ("JLR") and "Journal of Parks and Recreation Administration" ("JPRA"), are intended for different audiences, yet researchers are far more likely than practitioners to read both journals. Little empirical research has been conducted to explain the possible reasons for these readership disparities. This exploration utilized rhetorical analysis techniques to examine three matched article sets to determine if the science was accommodated for the distinct intended audiences of the two journals. The findings suggested that the ways in which the research was accommodated for the distinct intended audiences was inconsistent. Significance of the findings and recommendations for future accommodation of science in leisure studies are discussed.

Promotion with tenure is often the ultimate goal for PhD students who choose to pursue a career in higher education. Extensive mentorship is provided for tenure-track faculty to smooth the path toward promotion with tenure, but most faculty members achieve this goal relatively early in their careers, leaving years if not decades ahead in a tenured position. Despite its advantages, tenured faculty report varying levels of satisfaction. For some, the post-tenure experience lives up to the expectations of freedom and achievement. For others, career goals post-tenure are elusive, and they experience a downturn in drive and motivation. Research indicates that inequities in responsibility and pay make women faculty more susceptible to post-tenure dissatisfaction than male faculty,, and increased support and mentorship are among the most cited needs by post-tenure faculty. In this article, we present the details of the tenure contract that exists between faculty and universities and the unique pathways of three women faculty with the aim of presenting the diverse directions faculty can take in navigating a career in higher education.