Although Miner et al. (2018) effectively argue that there is a need for greater efforts on the part of I-O psychologists to confront gender inequity in the STEM fields, we feel that the preoccupation with STEM may blind us to other domains where similar issues not only exist but may be even more prevalent and problematic. Specifically, we would argue that more attention needs to be paid to skilled trades, transportation-related jobs, and other so-called “dirty work.”

The focal article has given examples of children, other relatives, and friends as potential beneficiaries of preferential treatment and has discussed the counterbalancing likelihood of organizational gain from (properly) employing individuals who already share social connections. Surprisingly, there is minimal mention of spouses or domestic partners. From the 1970s through the 1990s, a number of articles were published on the legal and practical issues of applying antinepotism policies to spouses, but since 2000, the literature has been almost entirely silent. This is surprising given that, in 2013, the Bureau of Labor Statistics reported that 47.4% of U.S. families involve husbands and wives who both work.

Focal articles in Industrial and Organizational Psychology: Perspectives on Science and Practice present new ideas or different takes on existing ideas and stimulate a conversation in the form of comment articles that extend the arguments in the focal article or that present new ideas stimulated by those focal articles. The two focal articles in this issue stimulated a wide range of reactions and a good deal of constructive input.

The goal of focal articles in Industrial and Organizational Psychology: Perspectives on Science and Practice is to present new ideas or different takes on existing ideas and stimulate a conversation in the form of comment articles that extend the arguments in the focal article or that present new ideas stimulated by those articles. The two focal articles in this issue stimulated a wide range of reactions and a good deal of constructive input.

In their focal article, Ree, Carretta, and Teachout (2015) based their definition of a dominant general factor (DGF) on two criteria: (a) A DGF should be the largest source of reliable variance; (b) it is influencing every variable measuring the construct. Although detailed attention has been paid to the statistical properties of a DGF, I believe another criterion of equal if not greater importance is the theoretical justification to expect a DGF in the measurement of a construct. In the following commentary, I will highlight the importance of theory as another important criterion when determining the meaningfulness and usefulness of DGFs, discuss the risks of creating a DGF without any theoretical guidance, and elaborate on the complexities surrounding job performance as a detailed example to illustrate why theory is important before extracting a DGF from performance ratings.

Miner et al. (2018) call for industrial and organizational (I-O) psychologists to examine the societal structures that influence women's underrepresentation in STEM. Here we extend their ideas and suggest that diversity in STEM would benefit from considering how people develop within the context of their environment. Educational researchers refer to the knowledge people develop through daily experiences with their cultural milieu as funds of knowledge. Funds of knowledge essentially represent a person's expertise, and educational researchers have recognized that designing environments that draw from expertise facilitates success for students, including women and underrepresented minorities in STEM.

A major goal of Gardner, Ryan, and Snoeyink (2018) was to determine what steps are needed moving forward in examining gender representation in industrial and organizational (I-O) psychology. Specifically, on the topic of pay differences, we highlight that gender differences in pay are in part due to differences in negotiation behaviors and/or experiences. Prior research demonstrates that female negotiators receive greater backlash than male negotiators—a possible explanation to why men tend to negotiate more often and more successfully than women (Bowles, Babcock, & Lai, 2007). Based on this evidence, one next step in moving forward should involve providing resources and knowledge to improve negotiation skills and practices specifically aimed at eliminating differences between women and men in both propensity to negotiate and the evaluation/consequences of negotiating.