As a follow-up to our April TIP issue, in this column we’ll be revisiting and extending the discussion about SIOP 2017 sessions that not only incorporated technology but that conceptualized it as an integral component of workplace practices and employee experiences.

In 2015, we launched a new journal, Personnel Assessment and Decisions (http://scholarworks.bgsu.edu/pad/). We strived to create a new journal that would: (1) counter the trend away from practical scientific research; (2) be no cost to authors and readers; (3) ease the burden on reviewers; (4) publish shorter and more accessible articles; and, 5) begin to respond to calls for changes in the basic nature of the publication enterprise (see Highhouse, 2015). So far, we believe that we are aligned with these goals. It is free to read and publish in the journal. The articles are of interest to both researchers and practitioners. Reviewers are asked to focus on only major, substantive issues in the first round of review. The articles are brief (maximum 4000 words), and readable. Of course, changing the nature of the research and publication process is a much longer term goal.

True to the 2017 theme of Exploring New Frontiers, SIOP attendees explored new and insightful research and best practices in various areas of I-O psychology. We are sure that all of you enjoyed your time meeting experts face to face, learning new things, and networking. SIOP is also a fantastic place to reconnect with friends from graduate school. Well, this article is a product of such reconnection and informal conversation at SIOP among three of us.

I am halfway into my 2-year position as chair of the Committee on Ethnic Minority Affairs (CEMA), a SIOP committee that concentrates on attending to issues relevant to racial/ethnic minorities in SIOP and the I-O psychology field overall. CEMA is made up of a wonderful group of SIOP members from all racial/ethnic backgrounds who are interested in advancing this important work. I have enjoyed having the opportunity to serve SIOP and its ethnic minority community in this role. I have also appreciated the help that the SIOP office has provided to myself and the committee as we have attempted to reach our goals. One example of this support is their assistance in CEMA’s recent attempt to survey ethnic minority former SIOP members by adding additional items to the SIOP member exit survey. This information was collected by us to better understand how SIOP can serve its ethnic minority membership in the future. However, as I reviewed the anonymous responses to the question of how CEMA could have better supported them, I became concerned. Some of these ethnic minority former members mentioned that they had not heard of CEMA and wished that CEMA had better engaged them while they were a part of SIOP.

SIOP’s visibility mission continues to grow in scope and importance. Visibility—for SIOP and for the field of I-O psychology—is embedded in our mission statement, our vision, and our strategic goals.

Many SIOP members are equally passionate about SIOP and I-O psychology visibility. The annual conference program is just one example: each year, sessions offer new insights on how to be visible, articulate our value, communicate with business leaders, and/or operate effectively among non-I-Os.