A scoping review of the structuring of questions about sexual orientation and gender identity.

The purpose of this scoping review is to map the extent of the current research on how to best structure questions asking respondents to self-identify their sexual orientation and gender identity and to ascertain what further issues about measurement need to be explored. Using the Arksey and O'Malley framework for scoping reviews, 52 articles describing primary research about how to structure sexual orientation and gender identity (SOGI) questions, published in the years 2000-2021, were identified and analyzed. The domain of sexuality being asked about (e.g., self-label vs. behavior) needs to be clarified, and gender identity should be asked through a multipart item differentiating current identity from the sex assigned at birth. The terms used in the response options should be defined and may vary based on the study population or context. Contrary to expectations given the wide range of question formats currently being used in the field, there is considerable consensus around the basic tenets for structuring questions designed to assess SOGI dimensions.

Mobilizing bystanders to address microaggressions in the workplace: The case for a systems-change approach to Getting A (Collective) GRIP.

Microaggressions present significant barriers to the entry and advancement of individuals from marginalized groups within the workplace. Their ubiquity, coupled with their harmful impact, creates an urgent need for organizations to mitigate them to foster truly equitable and inclusive work environments. In this paper, we present a bystander-focused approach to address this particular form of workplace bias. Informed by the empirical literature and grounded in socioecological principles, we underscore the importance of a systems-change approach to the development and implementation of any bystander program. We describe ways to incorporate social-ecological sensibilities into the substance of the training itself by outlining our "Get A (Collective) GRIP" framework. This framework emphasizes the need for active bystanders to employ an ecological scan that includes Assessing what happened, determining one's Goals for intervening, considering the Relationships among those involved in the incident (target/s, transgressor/s, and witness/es), taking into account the Institutional context in which the incident occurs, and being attuned to structural issues and Power dynamics within the context. Finding ways to address microaggressions that embody systemic analyses has transformative potential for the workplace and doing so through activating bystanders to alter local social norms is an area that has tremendous promise in this regard.

Scholarship for Social Change: Reflections of an Accidental Academic.

In this article, I describe how I stumbled my way into an academic career doing research to promote social change toward greater equity and inclusion. I reflect on how my path has been informed by my own experiences with harassment, marginalization, and privilege. These reflections build upon the belief that we are all informed by our histories, vantage points, and social locations and that those forces shape the questions we ask, the way we ask them, how and where we look for evidence, and what we do with the results once we get them. My diverse, urban high school experience combined with my circuitous educational path did not portend great potential to become an academic. I describe experiences that expanded my awareness and opened up opportunities to grow and expand upon my role as an activist scholar. Through examples from my own work, I explore three possible functions of research that can contribute to social change: (a) NAMING, which leads to awareness, recognition, and engagement; (b) FRAMING, which expands our view beyond the moment and specific instances and leads to the identification and disruption of constraining contextual circumstances and assumptions; and (c) CATALYZING action, which builds momentum and promotes capacity for action.

Leading the Way on Diversity: Community Psychology's Evolution from Invisible to Individual to Contextual.

To take up the AJCP editor's call to think forward in this article, I offer up three challenges that revolve around further contextualizing our understandings of diversity, i.e., reconsidering the notion of "difference" between discrete categories; more fully emphasizing diversity as socially situated; and further delving into local, setting-specific practices that shape the meanings of diversity. Enhanced attention to these three challenges can transform theory, research, and action about diversity as we move into community psychology's next 50 years.

Gendered work conditions, health, and work outcomes.

This cross-sectional study of nonfaculty university employees examined associations among gendered work conditions (e.g., sexism and discrimination), job demands, and employee job satisfaction and health. Organizational responsiveness and social support were examined as effect modifiers. Comparisons were made by gender and by the male-female ratio in each job category. The relationship of gendered conditions of work to outcomes differed on the basis of respondents' sex and the job sex ratio. Although the same predictors were hypothesized for job satisfaction, physical health, and psychological distress, there were some differing results. The strongest correlate of job satisfaction was social support; perceived sexism in the workplace also contributed for both men and women. Organizational factors associated with psychological distress differed between female- and male-dominated jobs.

Listening to diversity stories: principles for practice in community research and action.

Three broad Diversity Principles for Community Research and Action are described and offered as community psychology's contribution to the growing literature on multicultural competence in psychology. The principles are applicable to multiple dimensions of diversity including race, ethnicity, gender, sexual orientation, religion, disability, and social class. The diversity principles are illustrated with examples from the twenty-two diversity stories in the AJCP Special Issue on Diversity Stories in Community Research and Action. Each of the three diversity principles (Community Culture, Community Context, and Self-in-Community) are associated with a fundamental assumption, a process emphasis (descriptive, analytic, and reflective), a core question to engage, an orienting stance (informed compassion, contextualized understanding, and empowered humility), and three areas of focus. Taken together, the principles suggest the value of the overarching stance of connected disruption. It is suggested that applying the principles to community work in diverse settings will facilitate the process of bridging differences and enhance the relevance and effectiveness of our work.