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Sport and exercise psychologists work with a diverse range of client groups, but there is a need to promote cultural understanding in our training pathways and work toward the development of more diversity among the practitioners themselves. We need continually work on decolonising and enhancing inclusion in our undergraduate teaching and ensure that students can see that ours is a profession for anyone. This article includes reflections on this process, focusing on a third-year applied performance psychology module led by an academic aiming to learn more and make positive changes. The article outlines the steps taken, including understanding a new evidence base and seeking input from lived experience from a former athlete who now delivers teaching in psychology. Changes made to the module are discussed, including the addition of taught sessions on how on working with performers who may have faced discrimination based on race, gender, sexual orientation and impairments. The article finishes with reflections from a student who recently completed the module and has begun to pursue a career as a sport and exercise psychologist. The authors hope that this article will provide some simple and useful ideas for others to enhance diversity and inclusion in their own teaching.

Sport and exercise psychologists work with a diverse range of client groups, but there is a need to promote cultural understanding in our training pathways, and work toward the development of more diversity among the practitioners themselves. We need continually work on decolonising and enhancing inclusion in our undergraduate teaching and ensure that students can see that ours is a profession for anyone. This article includes reflections on this process, focusing on a third-year applied performance psychology module led by an academic aiming to learn more and make positive changes. The article outlines the steps taken, including understanding a new evidence base and seeking input from lived experience from a former athlete who now delivers teaching in psychology. Changes made to the module are discussed, including the addition of taught sessions on how on working with performers who may have faced discrimination based on race, gender, sexual orientation, and impairments. The article finishes with reflections from a student who recently completed the module and has begun to pursue a career as a sport and exercise psychologist. The authors hope this article will provide some simple and useful ideas for others to enhance diversity and inclusion in their own teaching.

Introduction Patterson et al. (2015) conducted a systematic review examining selection methods used in medical education. The researchers assessed the quality, along with the strengths and weaknesses, of common selection methods. The review evaluated the effectiveness of aptitude tests, academic records, personal statements, references, SJTS, personality and emotional intelligence assessments, interviews, MMIs and selection centres. Since the publishing of Patterson et al.’s review in 2015, a wealth of research has been completed on selection methods, including a number of longitudinal studies. The present systematic review aims to provide an updated analysis of the literature on the quality of selection methods in medical education. The current review will aim to overcome significant limitations present within the original review. The review will consider literature published from 2015 onwards, encompassing research that has so far not been included in a systematic review of this nature. Completing an updated review will allow medical education providers to understand how recent contributions to the literature may have changed our understanding of the quality of methods used. This will allow for a more comprehensive decision process of which selection methods should be used within medical education in the future. Conflicts of interest There are no conflicts of interest to report. There is no funding or sponsorship associated with this review.

The International Personality Item Pool (IPIP) five-factor model inventories are widely used for personality research and have been translated into multiple languages. However, the extent of the psychometric assessment of translated scales is variable, often minimal. The lack of psychometric scrutiny is particularly problematic because translation is an inherently complex process. Here, we present a structural analysis of one Spanish translation of the 50-item IPIP five-factor inventory in a sample of Peruvian, non-university educated, working adults (n = 778). A global confirmatory factor analytic (CFA) model of the a priori five factors failed to fit. So too did single factor models for four of the five factors, the exception being Neuroticism. Fit was improved via use of an exploratory structural equation measurement model, but the resultant solution showed very poor theoretical coherence. So, we explored the data for systematic measurement artefacts and sought to model them to improve the psychometric properties of the scale. Specifically, the pattern of factor loadings suggested that the lack of coherence might be due to the effects of the valence of item wording (i.e., positively or negatively worded items). CFA models including five substantive factors and a series of method factors modelling shared covariance based on item wording, improved fit and coherence. This investigation suggests that unless method factors are explicitly modelled the tested Spanish translation may not be suitable for use in certain Spanish-speaking countries or samples composed of non-university educated participants. More broadly, the study has implications for many translated scales, especially when used without thorough psychometric evaluation.

The International Personality Item Pool (IPIP) five-factor model inventories are a widely used resource for personality research and have been translated into multiple languages. However, the extent of the psychometric assessment of translated scales is variable. Here we present a structural analysis of one Spanish translation of the 50-item IPIP five-factor inventory in a sample of Peruvian non-university educated working adults (n=778). A global confirmatory factor analytic (CFA) model of the a priori five factors failed to fit. So too did single factor models for four of the five factors, the exception being Neuroticism. Fit was improved via use of an exploratory structural equation measurement model, but the resultant solution showed very poor theoretical coherence. The pattern of factor loadings suggested that the lack of coherence might be due to the effects of the valence of item wording. CFA models including five substantive factors and a series of method factors modelling shared covariance based on item wording, improved fit and coherence. This investigation suggests that the tested Spanish translation, without explicitly modelling method factors, may not be suitable for use in certain Spanish-speaking countries or samples composed of non-university educated participants.

Walking Works Wonders (WWW) is a workplace intervention designed to increase physical activity and reduce sedentary behaviour. WWW involves tailoring health information according to employees’ readiness for change. The approach recognises that when attempting to motivate behaviour change, success is greater when interventions align with recipients’ attitudes and beliefs. The impact of the tailored approach was investigated by comparing tailored interventions with standard conditions and control groups in a 24-month longitudinal study in 10 worksites across the UK. Employees who received either a standard or tailored intervention demonstrated significantly higher self-reported work ability and improved organizational commitment, job motivation, job satisfaction, and a reduction in intention to quit the organization. The tailored interventions significantly reduced BMI and waist circumference compared to standard and control conditions. Workplace health interventions designed to increase physical activity and reduce sedentary behaviour are likely to be more effective where the information is tailored to employees’ readiness to change.

This article presents longitudinal data from 1120 participants across 10 worksites enrolled in Walking Works Wonders, a tailored intervention designed to increase physical activity and reduce sedentary behaviour. The intervention was evaluated over 2 years, using a quasi-experimental design comprising 3 conditions: tailored information; standard information and control. This study explored the impact of the intervention on objective measures (BMI, %Fat, waist circumference, blood pressure and heart rate) and self-reported measures of physical activity, sedentary behaviour, physical and psychological health. Interventions tailored to employees' stage of change significantly reduced BMI and waist circumference compared to standard and control conditions. Employees who received either a standard or tailored intervention demonstrated significantly higher work ability, organizational commitment, job motivation, job satisfaction and a reduction in intention to quit the organization. The results suggest that adopting a tailored approach to interventions is particularly effective in terms of improving health in the workplace. Practitioner Summary: This study describes Walking Works Wonders, a tailored intervention, which aims to encourage physical activity in the workplace. The study evaluated Walking Works Wonders over a 2 year period and demonstrated that interventions are more effective in improving health outcomes where the information is tailored to employees' stage of change.

This chapter discusses the Working Late research project, which investigated the practice and policy issues associated with later life working. This multidisciplinary research project explored later life working across three main themes: employment context, occupational health context and the work environment. The Working Late research was underpinned by active engagement with agencies, employers and older workers to guide the research process and deliver effective and wide ranging dissemination of the findings. The project developed and evaluated new interventions, resources and design solutions to promote health and quality of working life across the life course.