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The National Institutes of Health (NIH) recognizes that, despite HIV scientific advances, stigma and discrimination continue to be critical barriers to the uptake of evidence-based HIV interventions. Achieving the Ending the HIV Epidemic: A Plan for America (EHE) goals will require eliminating HIV-related stigma. NIH has a significant history of supporting HIV stigma research across its Institutes, Centers, and Offices (ICOs) as a research priority. This article provides an overview of NIH HIV stigma research efforts. Each ICO articulates how their mission shapes their interest in HIV stigma research and provides a summary of ICO-relevant scientific findings. Research gaps and/or future opportunities are identified throughout, with key research themes and approaches noted. Taken together, the collective actions on the part of the NIH, in tandem with a whole of government and whole of society approach, will contribute to achieving EHE's milestones.Los Institutos de Salud Nacional (NIH, siglas en inglés) reconocen que, a pesar de los avances en la prevención y el tratamiento, el estigma y la discriminación continúan siendo barreras críticas a la adopción de la prevención y el cuido basados en la evidencia. Las metas de Logrando el Fin de la Epidemia de VIH: Plan para América (EHE, siglas en inglés) requerirán la eliminación del estigma relacionado al VIH. Los NIH tienen una historia significativa apoyando la investigación del estigma relacionado al VIH a través de sus Institutos, Centros, y Oficinas (ICOs, siglas en inglés). Esta investigación es una prioridad fundamental y entrelazada para los ICOs. En este artículo, los autores de los NIH proveen una reseña sobre la investigación del estigma relacionado al VIH a través de los ICOs selectos. Cada ICO articula como su misión y prioridad dan forma a su interés en la investigación del estigma al VIH y provee una breve reseña de los hallazgos científicos pertinentes al ICO. Lagunas en la investigación relacionada a la misión, prioridades, y/o áreas de investigación futuras se identifican a través del artículo. También se apuntan en el resumen los temas de investigación claves y sus estrategias. En conjunto, las acciones colectivas de parte de los NIH, junto a la estrategia necesaria de parte del gobierno en su totalidad y de la sociedad en su totalidad, contribuirán al logro de las metas del EHE.

Workplace harassment, particularly sexual harassment, has substantial negative implications for individuals and organizations and for scientific advancement. The National Institutes of Health (NIH) is uniquely positioned to lead the effort to prevent sexual harassment in the scientific community and mitigate its detrimental effects. Recognizing the need for benchmark data, NIH developed and validated the 2019 NIH Workplace Climate and Harassment Survey. The goal was to use best practices in survey design methods to create an instrument for rigorous assessment of harassment incidence and organizational climate predictors of sexual harassment in scientific research environments. This article summarizes the processes used to design and administer the NIH survey and provides brief descriptions of 3 products of the process developed to guide scientific institutions wishing to embark on a data-driven approach to assess and prevent harassment: a document detailing survey development and methods, a survey implementation guide, and the key findings obtained from the survey, including recommendations for interventions targeting the organizational climate at NIH and limitations of the survey. The survey identified that 1 in 5 respondents had experienced sexual harassment in the 12 months preceding their participation in the survey and that women, sexual and gender minorities, younger respondents, trainees/students, and individuals with a disability were more likely to have experienced sexual harassment. Those who had experienced sexual harassment during that period were also more likely to have experienced incivility, bullying, and intimidating behaviors in the workplace. NIH intends to use the survey findings as a quality assurance and quality improvement guide to inform future activities to prevent and address harassment across NIH.

Perceived responsibility for responding predicts whether people confront others’ discriminatory behavior, but who is seen as and actually feels responsible for confronting prejudice? Study 1 examined whether people view status-based authority figures, stigmatized targets, or other bystanders as responsible for confronting a witnessed prejudicial remark. Results revealed that participants viewed the authority figure as most responsible for responding, and they reported feeling less personally responsible in the presence of both authorities and targets. Study 2 examined whether being in a position of authority enhances perceptions of responsibility for responding to discrimination and, in turn, facilitates confrontation. Participants who were randomly assigned to a leadership (vs. non-leader control) condition witnessed a racially insensitive remark. Leadership increased perceived responsibility, but did not significantly increase confrontation. Study 3 builds on the previous two studies by showing that leaders in actual organizations feel more responsible for confronting prejudice compared to those who are not conferred authority status. These findings extend previous studies by uncovering an important antecedent (i.e., conferred authority) of feeling responsible for addressing prejudice, which is shown to be a key factor in predicting whether bystanders confront discrimination. Theoretical and practical implications are discussed.

The community-based participatory research (CBPR) approach across health contexts has matured greatly over the last 20 years. Though contributions to the literature on the development and effectiveness of CBPR interventions have grown, the number of publications on the function and evaluation of actual community-research partnerships has not kept pace. To help address that gap, we searched National Institutes of Health archival data and identified a set of 489 CBPR projects including collaboration-building, exploratory/pilot, research, and program project grants. We found community partner contact information commonly was absent from grant records and contacted principal investigators (PIs) for community-partner contact information. Subsequently, we built upon established measures to ask principal investigators and community partners for their perceptions of participation in NIH-funded CBPR projects. Many principal investigators and community partners reported existing collaborations—between academicians and community organizations as well as among community organizations. Partners tended to agree on the appropriateness of funding levels to accomplish projects and on the community partners’ ability to recruit and retain participants, collect data, and implement interventions. Partners differed in perceptions of participation in research design, data analyses, manuscript and presentation production, and dissemination of findings. Suggestions include collection of lead community partner information without undue burden and increased standard education and involvement of community organizations in research vocabulary and practices.

This study examined whether applicant qualifications influences the reactions of others to the practice of nepotism. Business students reviewed materials describing three job applicants and then completed a questionnaire assessing their reactions to the hiring process. Results showed that, regardless of how qualified the hired applicant was, those who observed nepotism expected to have lower job satisfaction, organizational commitment and motivation than those who did not, and that the nepotism applicant was perceived as being less competent and likeable than the non-nepotism applicant. Additionally, results showed that perceptions of fairness mediate the relationship between hiring method and reactions of nonbeneficiaries.

Background: Childhood obesity remains prevalent and is increasing in some disadvantaged populations. Numerous research, policy and community initiatives are undertaken to impact this pandemic. Understudied are natural experiments. The need to learn from these efforts is paramount. Resulting evidence may not be readily available to inform future research, community initiatives, and policy development/implementation. Methods: We discuss the implications of using an adaptation of the Systematic Screening and Assessment (SSA) method to evaluate the Childhood Obesity Declines (COBD) project. The project examined successful initiatives, programs and policies in four diverse communities which were concurrent with significant declines in child obesity. In the context of other research designs and evaluation schemas, rationale for use of SSA is presented. Evidence generated by this method is highlighted and guidance suggested for evaluation of future studies of community-based childhood obesity prevention initiatives. Support for the role of stakeholder collaboratives, in particular the National Collaborative on Childhood Obesity Research, as a synergistic vehicle to accelerate research on childhood obesity is discussed. Results/Discussion: SSA mapped active processes and provided contextual understanding of multi-level/component simultaneous efforts to reduce rates of childhood obesity in community settings. Initiatives, programs and policies were not necessarily coordinated. And although direct attribution of intervention/initiative/policy components could not be made, the what, by who, how, to whom was temporally associated with statistically significant reductions in childhood obesity. Conclusions: SSA provides evidence for context and processes which are not often evaluated in other data analytic methods. SSA provides an additional tool to layer with other evaluation approaches.

Two experiments examined the role of perpetrator power in witnesses’ decision to confront a prejudicial remark. In Experiment 1, participants who witnessed a sexist remark by a higher-power (vs. an equal-power) perpetrator were significantly less likely to express confrontation intentions, despite finding the remark highly biased and inappropriate. In Experiment 2, participants read scenarios involving a sexist versus racist remark perpetrated by someone higher vs. lower vs. equal in power, and they reported their confrontation intentions. Perpetrator power again inhibited direct confrontation intentions, and this effect was mediated by perceptions of responsibility for intervening, perceived ability to decide how to respond, and perceived costs versus benefits of confronting. Findings were not qualified by discrimination type (racism vs. sexism) or by individual differences in participant prejudice. Consistent with power-as-approach theory, feeling powerless increased sensitivity to confrontation obstacles and thereby inhibited confrontation intentions.

This study tested competing predictions about the impact of nepotistic hiring on perceptions of nepotism beneficiaries, focusing specifically on the performance attributions made about nepotism hires. Of particular interest is how the qualifications of the family member compared to other applicants impacts perceptions of the nepotism hire. Two experimental studies, using scenarios that simulated the hiring process, were conducted. Participants reviewed materials describing the hiring process for a manager and then completed a questionnaire assessing their perceptions of the person hired. Results showed that successful performance of nepotism beneficiaries was attributed more to political skills and relationships with upper management and less to ability and effort than was the case for non-beneficiaries and that they were perceived as less competent and as having fewer characteristics of successful managers. These negative perceptions occurred regardless of the family member’s qualifications. This study contributes to our understanding of nepotistic hiring practices. More negative performance attributions and perceptions of competence for nepotism beneficiaries may hinder their effectiveness on the job. Knowledge gained from this study may help businesses who want to hire family members of current employees to manage this process more effectively. This is one of the first studies to examine the consequences of nepotistic hiring for nepotism beneficiaries and the first study to examine how nepotistic hiring effects the performance attributions made about nepotism beneficiaries. It is also the only study to empirically examine how the qualifications of the nepotism beneficiary influence others’ reactions to them.

The Implicit Association Test (IAT) is a popular means of examining “hidden” biases. However, some express concerns about classroom use of the IAT, citing students' potentially negative affective reactions to taking the IAT and discovering their implicit biases. To investigate the validity of this criticism, 35 social psychology students completed affect measures after taking and discussing the Race IAT. Students reported more positive than negative affect both immediately after taking the IAT and 1 week later. They also reported greater awareness of their own and others' implicit racial biases, knowledge of implicit processes, and perceived value of the IAT demonstration.

Despite increased diversity efforts, stigmatized targets report frequent experiences with discrimination, particularly in its subtle, everyday forms. We argue that confrontation provides targets an...

The purpose of this research was to examine the consequences of being perceived as having benefited from a family connection during the hiring process. One hundred and ninety-seven upper-level undergraduate students reviewed materials describing three candidates for a managerial position. Selection method (merit vs. nepotism) and gender of the person who received the position were manipulated in the materials. Results revealed that not only was nepotism perceived as being less fair than merit-based hiring, but individuals believed to have benefited from a family connection during the hiring process were viewed less favorably than individuals believed to have been hired based on merit.

Engaged in a literary tradition and a cultural heritage which remains defiantly patriarchal, Jamaica Kincaid's writing thrives on bringing erasures back to life, to re- placing the lives of women and indigenous cultures as foundational elements of the discursive Caribbean. Her fiction emerges as a voracious poetics, aimed at consuming colonial Caribbean narratives. In Kincaid's 1996 novel, The Autobiography of My Mother, Xuela Richardson is born at the moment her mother, a Carib woman, dies. Xuela laments: "(m)y mother died at the moment I was born, and so for my whole life there was nothing standing between myself and eternity; at my back was always a bleak, black wind" (3). This paper examines Kincaid's portrayal of Xuela's self- making as a re-fashioning of that "bleak, black" space. Kincaid constructs a metaphor of sexual devouring as a response to colonial history's objectifying representation of the Carib people as ravenously sexual and cannibalistic. After the mother's death, Xuela's father abandons her, placing her in the care of the woman who launders his clothes, Ma Eunice. The mother's van(qu)ished Carib body and voice is a marked, compensatory space in which Xuela attempts to transcend the fate she inherits from her mother. Xuela is the receptacle of the mother's life and history, a history that culminates in vanquishment. Without the mother's presence and without her father's presence, Xuela must find out for herself who she is and what her place is in Dominica. At the age of four, she becomes accustomed to seeing her father every fortnight when he comes to Ma Eunice for his clothes. When he does not appear after one fortnight, Xuela asks "Where is my father?" (6-7). This first utterance in English, a language that Xuela has never heard anyone speak, yet in which she knows how to form a sentence, sets up the novel's argument with history and colonialism. Xuela continues: "That the first words I said were in the language of a people I would never like or love is not now a mystery to me; everything in my life, good or bad, to which I am inextricably bound is a source of pain" (7). As a child, Xuela can already identify the histories that make up her identity. While at school, in a class with seven boys and herself, she is conscious of the marks that distinguish her from the teacher and the other students

Mnemonic strategies, such as acronyms, effectively increase student retention of course material. We present an acronym based on a popular television character to help students remember the basic steps in the scientific method. Our empirical evaluation of the acronym revealed that students found it to be enjoyable, useful, and worthy of use in future courses.

Background The purpose of this study was to examine parent report of conversations about difference and disability in families of adolescents with intellectual disability. Materials and Methods Participants included 50 parents (44 mothers, four fathers, and two other caregivers) and their adolescents with intellectual disability (M age = 15.9). Parents provided written responses to open-ended questions regarding conversations with their adolescent. Adolescents completed measures of self-concept and self-determination. Results The majority (66%) of parents reported talking to their adolescent about difference and/or disability. Consistent with previous research, some of these conversations were in response to social exclusion (e.g. child was bullied). Parents who knew the aetiology of their child's disability were significantly more likely to talk with their child about his or her disabling condition. Conclusions Parents' narratives illustrate their struggle to explain disability to their adolescent. Professionals are challenged to consider how to promote proactive conversations between parents and adolescents.

I describe a classroom exercise that demonstrates people's inability to detect deception better than chance. In the exercise, students worked in pairs and took turns asking each other a series of questions. Students lied to their partners some of the time, and they in turn attempted to determine when their partners lied to them. Students also reported their degree of confidence in their lie detection abilities. The results consistently replicated classic findings in this area of research. In addition, students who participated in this exercise retained the knowledge gained from their participation for 6 to 30 months. I discuss the courses in which this exercise might be useful.

Synthese du compose du titre a partir d'(α-ethoxycarbonyl-P,P,P-triphenyl) phosphoniomethanure, de dichlorure d'acide oxalique et de succinate de benzhydryle

Positive-ion fast atom bombardment mass spectra of 13 keto acid and keto ester phosphoranes were examined. All compounds gave a protonated molecular ion and characteristic peaks at m/z 303, 279, 262 and 201.

The regioselectivity of the addition of N-nucleophiles to N-carbonyl protected dehydroalanine derivatives, β-conjugate addition vs. α-imine capture, can be controlled completely by varying the N-protecting group, or, the carboxy protecting group thereby providing a model for the chemistry of dehydroalanine residues within enzymes.

The X-ray crystal structures of 3,3-dimethyl-6-ethoxycarbonyl-5-oxo-6-(triphenylphosphoranyli-dene)hexanoic acid 3 and 7-ethoxycarbonyl-6-oxo-7-(triphenylphosphoranlylidene)heptanoic acid 4 revealed acid-to-ketone intramolecular and catemeric hydrogen bonding, respectively. Inter-molecular hydrogen bonding for the related 1, 2 and 7 and intramolecular hydrogen bonding for 5 are consistent with the length and substitution of acid to ketone carbon chain. Raman and infrared spectroscopy have also been used to differentiate the centrosymmetric and vibrationally coupled acid to acid dimeric hydrogen bonding of the keto acid phosphorane 1 from the alternative modes of acid to ketone hydrogen bonding found in 2–5 and 7.

An X-ray crystal structure and 1H n.m.r. analysis of the biphenyl phosphorane (4a) has revealed the presence of an intramolecular hydrogen bond resulting in an unusual biphenyl with a bridge forming a nine- membered ring. The related biphenyl phosphorane (4b) exists as two diastereoisomers.