The 9-item Body Image Life Disengagement Questionnaire (BILD-Q; Atkinson & Diedrichs, 2021) assesses behavioral avoidance of important life activities due to body image and appearance concerns. Encompassing life domains beyond physical and mental health (e.g., participation in education and sport, socializing, seeking healthcare, self-assertion), the BILD-Q contributes to understanding the broader consequences of negative body image on individual development and future contribution to society. The BILD-Q can be administered online or in-person to adolescents and adults and is free to use. Women and men complete the same 28 items. This chapter first discusses the development of the BILD-Q and then provides evidence of its psychometrics. Exploratory and confirmatory factor analyses have shown the BILD-Q to have a unidimensional factor structure. Its gender invariance has been upheld among early adolescents. Internal consistency reliability, test-retest reliability, convergent validity, and incremental validity support the use of the BILD-Q. This chapter provides the BILD-Q items in their entirety, instructions for administration and scoring, and the item response scale. Links to available translations are included. Logistics of use, such as permissions, copyright, and citation information, are also provided for readers.

The 15-item Body Image Self-Consciousness (BISC) Scale (Wiederman, 2000) is a widely used contemporary measure of the extent individuals are self-conscious of their own bodily appearance during physical intimacy with a partner. The BISC Scale can be administered online or in-person to adolescents and adults with and without partnered sexual experience, and to those with male or female sexual partners. The BISC Scale is free to use in any setting. First, this chapter discusses the development of the BISC Scale and provides evidence of its psychometrics properties. Specifically, the BISC Scale has been found to have a single-factor structure within exploratory and confirmatory factor analyses and is invariant across male and female genders. Internal consistency reliability, test-retest reliability, convergent validity, discriminant validity, and incremental validity support the use of the BISC Scale. Next, this chapter provides BISC Scale items in their entirety, instructions for administering the BISC Scale, the item response scale, and the scoring procedure. Logistics of use, including permissions, copyright, and contact information, are provided for readers. A Polish translation of the BISC Scale is provided and a modified version of the BISC Scale for use with men specifically is described (M-BISC; McDonough et al., 2008).

The 23-item Body Compassion Questionnaire (BCQ; Beadle et al., 2021) assesses compassion directed towards one’s own body. The BCQ can be administered online and in-person to adolescents over 16, and adults and is free to use in any setting. This chapter first discusses the development of the BCQ and then provides evidence of its psychometrics. More specifically, the BCQ has been found to have a 3-factor structure within exploratory and confirmatory factor analyses. Gender invariance was demonstrated in the subscales, however overall score does not vary by gender. Internal consistency reliability, test-retest reliability, convergent validity, discriminant validity, and incremental validity support the use of the BCQ. Next, this chapter provides the BCQ items in their entirety, instructions for administering the BCQ to participants, the item response scale, and the scoring procedure. Logistics of use, such as permissions, copyright, and contact information, are provided for readers.

This chapter explores the historical, legal, and regulatory landscape of employment testing bias and fairness in Canada. Canada’s history of colonization and immigration has resulted in a multicultural society. In 1984, the landmark Abella Report, and the subsequent Employment Equity Act, established key protections for historically disadvantaged groups, shaping modern employment practices. The chapter discusses the jurisdictional complexities of employment law, detailing federal and provincial regulations that prohibit discrimination based on race, sex/gender, disability, and other characteristics. Legal frameworks (e.g., the Canadian Charter of Rights and Freedoms, the Canadian Human Rights Act, and the Employment Equity Act) define bias and fairness in employment testing. Key court case decisions illustrate legal principles guiding test validity and adverse impact. We also examine professional guidelines, burden of proof requirements, regulatory oversight, and emerging challenges such as AI-driven assessments and balancing validity with diversity. The legal landscape continues to evolve, with growing emphasis on fairness, transparency, and inclusion.

The Ghanaian employment space prioritizes procedural fairness, the basis on which the Labour Act, 2003 (Act 651) and the National Labour Commission were established. Other regulations govern certification and employment testing to uphold professional standards and worker rights. For instance, the Ghana Psychology Council regulates the certification and practice of psychologists who are also mindful of other guidelines such as the American Psychological Association (APA) Standards and Society for Industrial and Organizational Psychology (SIOP) Principles. The 1992 Constitution and the Labour Act, 2003 (Act 651) of Ghana further guarantee equality, prohibit employment discrimination based on race, sex, disability, religion, and age, with specific protection for children, the disabled, and women. For instance, women in Ghana are under-represented in the workplace, in response to which the Affirmative Action Law (Act 2024) was passed, aimed at improving equality and participation of women in decision making positions. With the increasing use of artificial intelligence in employment testing worldwide, Ghana has yet to establish formal regulations for the utilization of artificial intelligence in employee selection to ensure ethical standards and data protection.

Chapter 10 predicts the “future” of chilling effects – which today looks darker and more dystopian than ever in light of the proliferation of new forms of artificial intelligence, machine learning, and automation technologies in society. The author here introduces a new term “superveillance” to explain new forms of AI-driven systems of automated legal and social norm enforcement that will likely cause mass societal chilling effects at an unprecedented scale. The author also argues how chilling effects today enable this more oppressive future and proposes a comprehensive law and public policy reforms and solutions to stop it.

The Body Image in Pregnancy Scale (BIPS; Watson et al., 2017) provides a comprehensive assessment of dissatisfaction and preoccupation with appearance and physical function, perceived sexual attractiveness, and behavioral consequences of pregnancy-related changes to physical appearance. Where other measures of body image during pregnancy typically have narrower focus, BIPS is intended to cover a wide range of common body image experiences identified in prior qualitative and quantitative studies. BIPS offers flexibility for users; it is freely available to use, either in online or in-person format, and takes approximately 5-10 minutes to complete. The measure has been validated for use in a range of languages, including English, Turkish, and German, and has good factorial structure and reliability. This chapter details this psychometric evidence, as well as providing a full list of BIPS items and instructions for scoring.

Many young artists try their hand at a variety of creative forms. Even those who know their passion early on may still dabble a bit in related domains, often fueled by the need to explore different artforms and endless curiosity. Many artists might use insights or skills learned in one domain throughout their career, even if they ultimately do not keep creating in that area. Some artists whose stories are told in this chapter kept shifting areas into college and young adulthood. Most stayed within the arts, but some found their way to the arts from other areas from sports to science. Other times, artists will work across multiple domains for their whole career.

The 6-item Hourglass Body Shape Ideal Scale (HBSIS) assesses a woman’s internalization of the hourglass body ideal. This measure can be administered online or in paper-form to women with a sixth grade reading level or above and is free to use in any setting. This chapter first discusses the development of the HBSIS and then provides evidence of its psychometrics. This scale has been found to have a unidimensional factor structure among an undergraduate and a community sample of women through exploratory and confirmatory factor analyses. Internal consistency, reliability, and convergent validity support the use of the HBSIS. This chapter provides the scale items, instructors for administering the scale, the recommended item response scale and scoring procedures. Logistics of use, such as permissions, copyright, and contact information are provided.

As a result of its complexity, integration of multiple functions and brain regions, and prolonged development, decision-making is particularly vulnerable to deficit or dysfunction. Decision-making deficits have been described in schizophrenia, psychopathy, autism and depression. A commonality in proposed explanations is that of differences in the way networks associated with decision-making are structured. In some cases it may be over-connection, in others under-connection.

The 7-item Drive for Muscularity Scale - YT (DMS-YT; Yelland & Tiggemann, 2003) measures the desire and motivation directed toward obtaining muscularity. The DMS-YT can be administered online or in-person to adolescents and adults across genders, including women. It is free to use in any setting. This chapter first discusses the development of the DMS-YT within the literature on gay men’s body image and then provides evidence of its psychometrics. More specifically, the DMS-YT has been found to have a single-factor structure within exploratory and confirmatory factor analyses with both men and women. Internal consistency reliability, test-retest reliability, convergent validity, discriminant validity, and incremental validity support the use of the DMS-YT. Next, this chapter provides the DMS-YT items, instructions for administration, the item response scale, the scoring procedure, and known translations. Logistics of use, such as permissions, copyright, and contact information, are provided for readers.