The 24-item Body Image Flexibility and Inflexibility Scale (BIFIS; Brichacek et al., 2023) measures body image flexibility (i.e., openly experiencing negative body image thoughts, feelings, emotions, and sensations as they arise while connecting with a broader sense of self and personal values) and body image inflexibility (i.e., resisting, or getting stuck in, negative body-related experiences and disconnecting from important areas of life) as two distinct ways of responding to body image threats. The BIFIS was developed for adolescents and emerging adults (aged 11 to 30 years), is free to use, and can be administered online or in-person. This chapter describes the adaptation and development of the BIFIS and provides evidence of its psychometrics. The BIFIS has a hierarchical factor structure (two higher-order body image flexibility and inflexibility factors, each comprising four subfactors) and demonstrates measurement invariance across binary genders and age cohorts, and over time. Internal consistency, test-retest reliability, convergent validity, discriminant validity, and incremental validity support the use of the BIFIS with young people. This chapter includes the BIFIS items, response scale, and instructions for administration and scoring. Logistics of use, including permissions, copyright, and contact information, are also provided.

The 3-item State Appearance Comparison Scale (Tiggemann & McGill, 2004) is a widely used measure of the amount of appearance comparison participants engage in within a specific situation. The State Appearance Comparison Scale can be administered online or in-person to adolescents and adults and is free for use in any setting. This chapter first discusses the development of the State Appearance Comparison Scale within the media effects literature and then provides evidence of its psychometrics. Importantly, the State Appearance Comparison Scale has been found to be reactive to experimental manipulation. Internal consistency reliability and convergent validity support its use. Next, this chapter provides the State Appearance Comparison Scale items, instructions for administration, the item response scale, the scoring procedure, and known translations. Logistics of use, such as permissions and copyright, are provided for readers.

The 49-item Fat Attitudes Assessment Toolkit (FAAT; Cain et al., 2022) is a multidimensional, non-stigmatizing measure of contemporary attitudes towards fatness and fat people, some of which are targeted in stigma reduction research. The FAAT can be administered online or in-person to adults and is free to use. This chapter first discusses the development of the FAAT and then provides evidence of its psychometrics. More specifically, the FAAT has a 9-factor structure within exploratory and confirmatory factor analyses: Empathy (7 items), Activism Orientation (7 items), Size Acceptance (6 items), Attractiveness (5 items), Critical Health (5 items), General Complexity (6 items), Socioeconomic Complexity (3 items), Responsibility (6 items), and Body Acceptance (4 items). Internal consistency reliability, test-retest reliability, convergent validity, and discriminant validity support the use of the FAAT. Next, this chapter provides the FAAT items in their entirety, instructions for administration and scoring, and the item response scale. Logistics of use, such as permissions, copyright, and contact information, are available for readers.

This chapter examines the legal and social context of employment testing bias and fairness in Germany. Germany’s legal framework emphasizes individual rights and experienced discrimination, rather than scrutinizing testing systems. The Holocaust’s legacy shapes German views on fairness, making “Rasse” (“race”) a loaded term. The chapter addresses demographics, including the large migrant population and debates on sex/gender equality. Key legal protections are enshrined in the “Grundgesetz” (Basic Law) and the General Act on Equal Treatment (“Allgemeines Gleichbehandlungsgesetz”). A German standard sets quality criteria for selection processes. Regulatory bodies – such as the Federal Anti-Discrimination Agency, works councils (“Betriebsrat,” representing employees’ interests in many German organizations), and the Disabled Employee Representative Body – address workplace discrimination, with the Betriebsrat able to veto selection methods. Legal recourse is limited to minor compensation. In summary, although German laws affect other areas of industrial, work, and organizational psychology, their impact on personnel selection science is rather low.

Culture can be a source of identity, including topics such as nationality, religion, race, and personal background. Culture can be an artistic inspiration, which can encompass many dimensions. Artists can want to share and teach, to process controversial social issues, and to engage in self-discovery. In this chapter, artists share how their culture shapes their creative output. For some, art enables them to address difficult topics that might not otherwise see the light of day.

In this chapter we provide an introduction to research in a very crucial time for women’s mental health, the perinatal period, beginning with an overview of perinatal psychiatry and the importance of conducting research in this field. We discuss some of the key considerations in determining the quality of information in published studies, with a focus on factors that may affect perinatal psychiatric research, and present examples of published research demonstrating these key considerations. We then give an overview of the challenges and opportunities for perinatal psychiatric research. Finally, we present some of the emerging topics in this field and provide the reader with online resources where they can find out more about perinatal psychiatric research.

When do artists feel that first intense pull toward creation? Some artists know early in their lives what they want to do with their lives. Sometimes, artists feel like their specific art choice has always been a key part of their identities. Other times, there is a sudden jolt of insight in which they realize their life path, whether from a gift, a moment of creation, or working on an artistic project in tandem with a friend or sibling. Peer support and approval can be a powerful reinforcement to pursue one’s artistic passion.

The 10-item Cosmetic Procedure Screening Scale (COPS; Veale et al., 2012) is used to screen for body dysmorphic disorder (BDD) within cosmetic settings and is often used as an outcome measure in the treatment of BDD. It can be used to predict dissatisfaction with a cosmetic procedure. The 9-item Body Image Questionnaire (BIQ-9) omits the first COPS item and is considered a weekly version of the COPS. A labia specific version, the COPS-L and a penis specific version, the COPS-P are also available. This chapter first discusses the development of the COPS and then provides evidence of its psychometrics. More specifically, the COPS is unidimensional, although the BIQ-9 has been found to contain two factors (interference/avoidance, other BDD symptoms) among adolescents. Internal consistency reliability, sensitivity to change, test-retest reliability, and convergent validity support the use of the COPS and BIQ-9. Next, this chapter provides the COPS items in their entirety, instructions for administration and scoring, and the item response scale. Links to known translations are included. Logistics of use, such as permissions, copyright, and contact information, are available for readers.

The 16-item Everyday Colourism Scale (ECS; Craddock et al. 2023) assesses perceived experiences of subtle and more overt mistreatment and prejudice based on an individual’s skin shade. The ECS can be administered online and/or in-person to adults and is free to use in any setting. This chapter first discusses the development of the ECS and then provides evidence of its psychometrics. More specifically, the Everyday Colourism Scale has been found to have a 2-factor structure within exploratory and confirmatory factor analyses. Internal consistency reliability, test-retest reliability, convergent validity, and incremental validity support the use of the ECS. This chapter also provides the ECS items in their entirety, instructions for administering the ECS to participants, the item response scale, and the scoring procedure. Logistics of use, such as permissions, copyright, and contact information, are provided for readers.

The 44- item Ben-Tovim Walker Body Attitudes Questionnaire (BAQ) generates a profile of women’s body related attitudes as found in the population at large. The BAQ can be administered in person, by mail, or on-line, and there are no restrictions on its use. The 44 questions are grouped into 6 sub-scales (Feeling Fat, Disparagement, Strength and Fitness, Salience of Weight and Shape, Attractiveness, Lower Body Fatness). The BAQ can be used in full, or in a variety of abbreviated forms. The BAQ and its subscales have well-developed psychometric properties, as described in the chapter. The BAQ has been translated into a number of languages. Unusually for Body Image measures, genetic as well as social determinants related to measured Body Image have been studied with the BAQ, and are referenced in the chapter. The BAQ is provided in its entirety, as is the scoring key and instructions for use. The BAQ has proved to be suitable for assessing body-related attitudes in general and specific population groups, and its internal structure has been validated in many different groups of women.

In the United States, the legal environment for selection is a central issue that plays a large role in the practice of industrial, work, and organizational psychology. Concern for adverse impact, bias, and fairness goes hand in hand with concern for reliability and validity in the design of any professionally developed selection system. The United States is racially and ethnically diverse (roughly 59 percent White, 19 percent Hispanic/Latino, 13 percent Black/African American, 6 percent Asian American, and 1 percent Native Americans/Alaskans Natives). Federal legislation specifies seven protected classes: race, color, religion, sex, national origin, age, and disability. Most of the discussion of bias and fairness in the selection field focuses on race and sex. Legislation, court rulings, government guidance, and professional standards offer a complex framework for the consideration of issues of bias and fairness, an overview of which is provided in this chapter.

The 10- or 11-item Modified Weight Bias Internalization Scale (WBIS-M; Pearl & Puhl, 2014) assesses weight bias internalization (i.e., internalized weight stigma or weight self-stigma). The WBIS-M can be administered on paper, online, or by interview to adolescents or adults (with adapted versions for children) and is free to use in any setting. This chapter first discusses the development of the WBIS-M and then provides evidence of its psychometrics. More specifically, the WBIS-M has been found to have a unidimensional factor structure within most exploratory and confirmatory factor analyses. Internal consistency reliability, test-retest reliability, convergent validity, and discriminant validity support the use of the WBIS-M. Next, this chapter provides the WBIS-M items in their entirety, instructions for administering the WBIS-M to participants, the item response scale, and the scoring procedure. Abbreviated forms and known translations are described. Logistics of use, such as permissions, copyright, and contact information, are provided for readers.