Statement:

I am honored and excited to be considered for the position of Division Representative to APA Council for Division 56. My commitment to the vision and mission of Division 56 is longstanding. I am a Charter Member and have served the Division wearing different hats over the years, including Early Career Psychologist Committee Co-Chair, President, and Journal Editorial Board Member. As President I spearheaded and supported several initiatives that continue to benefit members today, including diverting funds toward more grants to support under-researched areas, honoraria for grant reviewers and training providers, and external evaluation and consultation regarding Division policies and processes to ensure we maximally benefit the entire membership. I was also (and continue to be) focused on making trauma psychology more accessible to the general public and policy makers, and demonstrating the important role that trauma psychology has in addressing issues that affect all human beings. My professional portfolio also includes directing clinics and training programs, conducting and disseminating research, and providing trainings and publishing books for professionals and lay audiences. I currently serve as Distinguished Professor and Program Director of the PhD Clinical Psychology Program at Alliant International University. As your Representative I would look forward to continuing to use my demonstrated leadership and advocacy skills to ensure the scientific and professional expertise of the Division informs APA decisions and directions as your Representative.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

I would continue to pursue several of the initiatives I was engaged in during my three-year Presidential term. This would include continuing to implement the recommendations generated by the external audit and consultation; centering the voices and contributions of psychologists from marginalized groups in Division publications, trainings, leadership and committee roles; and advocating within and outside of APA for what we stand for as a Division, which is the eradication of trauma in all its forms, including injustice, inequity, and maltreatment. I believe that different strategies are needed at different times for different ends, and that member input needs to be not welcomed but actively solicited and integrated into these efforts in order for them to be effective for all members.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

The barrage of harmful actions and threats, combined with the unpredictability of what the future holds results in substantial challenges. Barriers have been put up through a barrage of serious penalties and threats for engaging in anti-racism, diversity, equity and inclusion, and many more can be expected. These actions have also resulted in justifiable fear, feeling of overwhelm and helplessness, and avoidance. History and science tell us that the actions of courageous individuals and institutions who keep openly standing and speaking against oppression and injustice can provide hope to countless others, and that there is power in numbers. I believe the Division can be such a courageous beacon of hope and power.

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

Besides the information I have already provided, I conduct research on cultural and diversity issues that is collaborative and centers knowledge and needs identified by individuals from the communities under study. I also have experience with policy and social advocacy and public education.

Statement:

As an early career psychologist, I am committed to advancing trauma psychology through leadership, mentorship, and policy development. At Palo Alto University, I teach in the Trauma Area of Emphasis and mentor students in the Association for Traumatic Stress Studies (ATSS), guiding them in organizing trauma-related initiatives, outreach strategies, and professional development opportunities. I have also enhanced the trauma treatment curriculum to integrate cultural competence and complex trauma, ensuring students are better equipped to address trauma as a systemic issue.

In my role as co-chair of the Complex Trauma Special Interest Group (SIG) within the International Society for Traumatic Stress Studies (ISTSS), I oversee one of the largest and most active SIGs. I collaborate with fellow co-chairs to organize initiatives, manage communications, and support student co-chairs in their leadership roles. I also developed a code of conduct for SIG meetings, demonstrating my ability to create policies that promote inclusivity and professionalism.

Strong communication, organization, and leadership have been central to my work. I prioritize collaboration, transparency, and mentorship to empower early career professionals in trauma psychology. My broader vision is to expand trauma education and advocacy across all psychology training programs, ensuring trauma-informed care is embedded in both research and practice.

As ECP Representative, I will leverage my experience in leadership, mentorship, and policy development to support early career psychologists and advance trauma-related initiatives within the field.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

"As a trauma psychologist, I view anti-racism, diversity, equity, and inclusion (DEI) as essential to ethical care, research, and training. My top priority would be to elevate trauma-informed, culturally responsive practices across the field by promoting initiatives that acknowledge the intersection of trauma with systems of oppression. I would advocate for the integration of DEI content into all trauma education and training efforts—moving beyond representation toward systemic change.

I would also prioritize creating accessible leadership pathways for early career psychologists and students from historically marginalized backgrounds. This includes mentorship opportunities, transparent communication about involvement in leadership roles, and platforms for emerging voices to influence policy and programming.

Additionally, I would support ongoing efforts to evaluate and improve our division’s policies, procedures, and climate through an anti-racist and equity-informed lens. This might include reviewing award processes, leadership selection, and training offerings to ensure they reflect our values.

Ultimately, I believe advancing DEI requires collective responsibility, sustained action, and a commitment to reimagining the systems we work within. I would bring both experience and humility to this work, with the goal of fostering a more inclusive and justice-oriented trauma psychology community."

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

"A key challenge in promoting anti-racism, diversity, equity, and inclusion (DEI) in our field is the growing political pushback against these values, which can stifle open dialogue and discourage institutions from taking bold action. There also remains a gap between stated DEI commitments and sustained, systemic change—leading to frustration among students and early career professionals.

To address this, the Division can model an equity-centered, trauma-informed approach by creating space for honest conversation, offering mentorship and leadership pathways for psychologists from historically marginalized communities, and ensuring transparency in decision-making. We can also support the development of practical tools and policy statements that position DEI as central—not optional—to ethical trauma work."

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

I bring a strong foundation in organizational leadership, inclusive mentorship, trauma-informed education, and policy development that aligns well with I-DARE’s goals. I have extensive experience organizing collaborative projects and leading teams, both as co-chair of the ISTSS Complex Trauma Special Interest Group and as a faculty mentor for trauma-focused student groups. My organizational skills include managing complex initiatives, coordinating meetings and communications, and overseeing student leaders. I am also an effective communicator, regularly translating complex topics for diverse audiences in both academic and applied settings. Additionally, I have experience in curriculum development, having revised courses to embed cultural responsiveness and intersectional perspectives. I bring a systems-level mindset and a deep commitment to equity, which guides my approach to leadership and problem-solving. These skills position me to contribute meaningfully to initiatives that promote anti-racism, inclusion, and systemic change in trauma psychology.

Early Career Representative Nominee | Rebecca Babcock Fenerci

Statement:

As Assistant Professor and Director of Outpatient Trauma and Acute Care Psychology Services at the Medical College of Wisconsin, I am eager to serve as Early Career Psychologists (ECP) Representative for Division 56. My experiences in trauma research, clinical practice, and leadership have positioned me well to support early career professionals in our field.

My research portfolio demonstrates a strong commitment to advancing trauma psychology through two key pathways: (1) investigating mechanisms that influence risk and resilience following trauma exposure, and (2) developing and validating prevention and intervention strategies for trauma survivors. My work examining racial disparities in trauma care, studying the gut microbiome's role in PTSD development, and investigating diagnostic tools' utility in diverse populations reflects an integrated approach to understanding both biological and sociocultural factors in trauma response.

As Health Psychology Practicum Program Director at the Medical College of Wisconsin, I have experience mentoring and supporting early career professionals in our field. This experience has given me valuable insight into the needs, challenges, and aspirations of early career psychologists in the trauma field. My work was recognized with the Excellence in Clinical Supervision Award for our health psychology residency program, reflecting my commitment to supporting trainees’ development. I understand the importance of creating accessible pathways for professional development and networking, which aligns nicely with the ECP committee's goal of fostering an engaging space for junior members within the division.

My involvement in numerous professional organizations, including the International Society for Traumatic Stress Studies, the Eastern Association for the Surgery of Trauma, and the Society of Biological Psychiatry, has provided me with a broad perspective on the field and the opportunities available to early career professionals. My research presentations at major conferences and publications in peer-reviewed journals demonstrate my active engagement in advancing trauma psychology. This includes a 2022 publication in Trauma Psychology News on integrating mental health services in trauma centers, which exemplifies my commitment to connecting research with clinical practice.

Vision for the Role:
• Build practical mentorship programs connecting early career trauma psychologists with senior researchers and clinicians
• Create regular networking opportunities for ECPs
• Develop clear resources and guides for early career trauma psychologists navigating clinical practice, research, and funding
• Continue to increase ECP representation in division committees and leadership

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

"As Early Career Psychologist Representative, I would pursue three key priorities to strengthen Division 56’s commitment to anti-racism, diversity, equity, and inclusion.

First, I would advocate for advancing culturally responsive assessment and diagnostic tools. Through my research examining the PTSD Checklist in Black trauma survivors, I have seen firsthand how conventional measures often fail to capture culturally specific manifestations of distress. To address these gaps, I would work with colleagues to promote the development, validation, and broader use of assessment strategies that are equitable and contextually grounded.

Second, I would prioritize expanding structured mentorship pathways specifically designed to support early career trauma psychologists from historically marginalized backgrounds. In my own role directing practicum training, I have witnessed how intentional mentorship can dramatically shift access, confidence, and retention for BIPOC professionals. Building sustainable mentor-mentee connections that reflect cultural humility and lived experience would be central to this effort.

Third, I would focus on translating research findings related to racial trauma into practical clinical guidance. My recent investigations into the impact of racial discrimination on PTSD outcomes underscore the urgent need for culturally competent interventions. I would collaborate with Division members to develop resources that support providers in recognizing and addressing identity-based trauma in their work.

Together, these initiatives would help bridge gaps between research, training, and practice to promote equity throughout trauma psychology."

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

"One of the most pressing challenges faced is the polarization surrounding conversations on race, equity, and systemic oppression. In my experience, even well-meaning professionals can withdraw from engagement out of fear of “saying the wrong thing” or causing offense. Division 56 can lead by creating trauma-informed, facilitated spaces where members feel supported in exploring difficult conversations, with an emphasis on compassion and growth.

Another critical challenge is the gap between research and clinical implementation, especially regarding racial trauma and culturally responsive care. I believe the Division could take meaningful action by developing formal practice guidelines and offering continuing education opportunities that provide clinicians with tangible tools to better serve diverse populations.

Finally, systemic barriers to entry and advancement for BIPOC trauma psychologists remain significant. Division 56 could work to lower these barriers by expanding initiatives like the CHANGE Grant into sustained, multi-year funding streams that support BIPOC scholars and clinicians across career stages. Scholarships, research awards, and mentorship programs — tied explicitly to anti-racism and equity goals — would send an important message about our Division’s commitments and priorities.

By addressing these challenges, Division 56 can model the systemic change we seek within the field at large."

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

"My professional interests and experiences align strongly with the I-DARE strategic plan’s priorities.

My research into racial disparities in trauma care and culturally sensitive PTSD assessment maps directly onto Strategic Goal 5’s emphasis on affirming the safety and wellbeing of Black, Indigenous, and People of Color within the Division. Studying how racial discrimination impacts recovery outcomes has deepened my understanding of the structural changes needed both within organizations and at the point of clinical care.

In my role as Health Psychology Practicum Program Director at the Medical College of Wisconsin, I have worked closely with early career professionals to foster culturally responsive, trauma-informed care practices. Receiving the Excellence in Clinical Supervision Award was a meaningful acknowledgment of my commitment to mentorship — work that speaks directly to Strategic Goal 3’s aim of expanding engagement and professional development opportunities for members, particularly those from historically excluded communities.

Further, my publication in Trauma Psychology News on integrating mental health services into trauma centers reflects my drive to bridge research and applied practice. This interest in practical implementation aligns closely with Strategic Goal 4’s call to support trauma psychologists’ involvement in advocacy and systems change.

Finally, my time serving on the City of Oshkosh Diversity, Equity, and Inclusion Committee gave me hands-on experience in guiding organizational transformation efforts. That experience will inform my contributions toward Strategic Goal 1: ensuring that Division 56’s operational practices fully embody principles of equity, inclusion, and social justice.

I am deeply committed to helping Division 56 translate the I-DARE vision into lasting, actionable change."

Member-at-Large Nominee | Ani Kalayjian

Statement:

I am so honored to be nominated for the role of member-at-large for APA Division 56! With 20 years of experience in mental health, I am deeply committed to addressing trauma as the root cause of many challenges in clinical settings and society. As a nominee, I am eager to collaborate with like-minded professionals to advance trauma-focused work.

I am a professor of behavioral neuroscience/cognition at Alliant International University, where I supervise doctoral research and present nationally and internationally on the neurobiology of trauma. I specialize in treating complex trauma using an integrative somatic approach and am trained in psychedelic-assisted therapy, currently developing a field placement for students in this area. As a clinical supervisor, I train clinicians in evidence-based trauma modalities. Additionally, I’ve held leadership roles in community mental health, including as Director of Clinical Training at the Institute on Violence, Abuse, and Trauma. I also have forensic and assessment experience and specialize in treating youth with sexually abusive behavior. I delivered a TEDx talk that has been instrumental in shifting the treatment paradigm for this population towards trauma-informed care.

My vision for the field emphasizes trauma education for clinicians and the public, particularly regarding its impact on biopsychosocial development. As a queer, nonbinary individual and social justice advocate, I am passionate about advancing equity, inclusivity, and policy changes in underserved communities. Serving as member-at-large will provide me the opportunity to collaborate with professionals I admire to further these goals.

Thank you for your consideration and this humbling nomination!

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

Promoting anti-racism, diversity, equity, and inclusion (DEI) is central to my work, both professionally and personally, and I would make it a key priority in my role as member-at-large. Given my background as a queer, nonbinary individual, and my work in community mental health, I recognize the deep intersection of trauma, systemic oppression, and need for DEI within our field. I would focus on integrating anti-racism and DEI training across all Division 56 activities, including workshops, conferences, and webinars, ensuring trauma care is inclusive and culturally responsive. This would involve not just addressing racism but also focusing on how other forms of oppression (e.g., homophobia, ableism, sexism) intersect with trauma. I aim to amplify marginalized voices in leadership, research, and practice, especially those who have been historically excluded or underserved in trauma work. This could involve creating spaces for underrepresented voices in leadership roles, research, and practice within the division. I would work to advance policies within the division that specifically address the unique needs of marginalized communities in trauma care. Additionally, I would support interdisciplinary, intersectional research on the impact of oppression on trauma, which would help us better understand and address trauma in diverse populations, particularly those who are disproportionately impacted by social inequities. Above all I would foster safe, inclusive spaces where all members feel valued and heard. This would include actively working against microaggressions, ensuring accessibility for all members, and encouraging dialogue about how we can further cultivate inclusivity within the division.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

"Challenges in promoting DEI in our field include resistance to change, systemic inequities, and tokenization of marginalized voices. The growing political polarization in the U.S. and globally has led to resistance against DEI efforts, often framed as divisive or unnecessary. This backlash can manifest within institutions, clinical settings, and professional organizations, making it difficult to create and sustain inclusive spaces. In our field, systemic inequities influence access to mental health care, resources, and opportunities for professional development. There is also the tendency at times for DEI efforts to be reduced to superficial or symbolic gestures rather than genuine, sustained actions. This can include “diversity hiring” without adequate support for retention, or participation in DEI initiatives that don’t directly challenge structural inequities. As a result, marginalized individuals may feel tokenized or excluded from meaningful involvement in decision-making and leadership roles.

To address these, we could advocate for policy changes and promote ongoing, deeper-level DEI training, by developing and mandating comprehensive DEI training that challenges biases, educates about structural racism, and teaches practical ways to create inclusive, trauma-informed environments. Training should also focus on how to engage in difficult conversations about race, identity, and power in ways that are constructive and inclusive.

In addition, we could support diverse leadership and empower marginalized voices, by actively recruiting and mentoring professionals from diverse backgrounds for leadership positions, not only at the board level but also in decision-making roles within committees, research initiatives, and conference planning. This could also involve creating mentorship programs to support the professional development of underrepresented clinicians, researchers, and students in trauma and psychology. Long-term structural change would also be important, and could include advocating for funding and research that specifically addresses the impact of systemic racism on trauma and mental health. Additionally, Division 56 can partner with other organizations that focus on social justice and anti-racism to build coalitions and expand the reach of these efforts.

One of the most powerful ways to address these all of these challenges is to provide ongoing opportunities for open dialogue about race, identity, and inclusion within the division. This includes creating spaces for members to share their experiences, especially those from marginalized communities, and allowing for honest conversations about the barriers and challenges they face. By fostering an environment of mutual learning and respect, Division 56 can continue to build a culture where all members feel heard and valued."

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

"I have extensive experience developing and delivering educational content on trauma-informed care. This aligns with I-DARE’s focus on advancing trauma-focused research and education, as I can help design curricula and training initiatives that integrate anti-racism and culturally responsive care. For example, I have developed and delivered numerous trainings such as inclusive, affirming care and psychosocial support for LGBTQIA+ clients, survivors of torture, youth with sexually abusive behavior, and human rights defenders and humanitarian actors, always incorporating anti-oppressive frameworks into both academic and community settings.

In addition to my academic and clinical work, I bring a rich background in innovative research focused on trauma, interpersonal violence, and treatment outcomes among marginalized populations. As a queer professional and lifelong advocate for equity in both my personal and professional life, I have also contributed to multiple diversity-focused initiatives, particularly within my roles on the Diversity, Equity, and Inclusion Committee at the Institute on Violence, Abuse, and Trauma, as well as co-chair for the Committee for Diversity, Equity, and Inclusion at Alliant International University.

The leadership roles I have held over the last ten years, from clinical supervisor to professor to director of clinical training, reflect my dedication to mentoring the next generation of trauma professionals, many of whom come from historically underrepresented communities. I also co-facilitate psychedelic-assisted therapy education programs that prioritize healing for LGBTQIA+ individuals, demonstrating my commitment to innovative, intersectional approaches to trauma care.

Finally, my work with federally qualified healthcare centers, correctional settings, and culturally immersive psychology training programs in India, Mexico, and Italy underscores my dedication to systems-level advocacy and culturally grounded healing practices. I have a sustained interest in policy-informed practice and a commitment to community-engaged, liberation-psychology focused mental health education. I would be honored to bring this experience to I-DARE as it continues to embed equity and justice into the fabric of Division 56."

Statement:

I am grateful for this opportunity to run for the office of President of Division 56. As a member since its inception, I feel this division is my home within APA and fosters growth for the essential parts of my professional identity as a researcher, clinician, and educator.

My early career was primarily devoted to clinical and training activities as therapist and supervisor in the National Center for PTSD at VA Boston clinical program. A mid-career shift to research has allowed me to conduct intervention trials with a focus on complementary and integrative health. Training has been one of the most satisfying aspects of my work and maintaining the Division 56 environment that encourages continued learning, professional development, and collaboration is an important goal of mine.

Serving as division Treasurer for the past five years has given me an important window into the division’s inner workings and the impressive contributions of the journal editors, executive committee, committee chairs, and members. While Treasurer, I gained consensus to invest the funds generated by our journal into long term investments that will ensure the longevity of our division for decades to come. I also worked to start up three new Division 56 grants at the American Psychological Foundation to provide research funding for Early Career Psychologists, the leadership of our future.

During this era of great change, I look forward to partnering with division colleagues to support educators, trainees, clinicians, and researchers to sustain a stimulating, caring, and stable environment for our division.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

As Division 56 President, I plan to work with division leadership to increase financial and practical support for our 5 grants at the American Psychological Foundation (APF). This includes the original Trauma Psychology grant, the Blasey-Ford grant, and three CHANGE grants. As Treasurer over the past 5 years, I worked with D56 Presidents to move funding for the CHANGE grants to go through APF to reduce administrative burden, and, importantly, to provide enough capital funding for the grants to continue in perpetuity. These grants fund students and early career professionals to conduct research that examines and promotes anti-racism, diversity, equity, and inclusion. In addition, D56 provides stipends to grant reviewers, increasing the likelihood that a diverse reviewer pool will be recruited.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

Given uncertain future funding for Colleges and Universities, I am concerned psychology graduate degrees and research careers will be inaccessible to financially struggling students and ECPs. In addition to increasing APF grant funding as noted above, I plan to work with division colleagues to find creative ways to provide mentorship and financial and practical support to students and ECPs. Funding expenses for attendance at the APA convention where students are encouraged to present their study findings began at the 2024 meeting and can be expanded in future years. To encourage dissemination of findings with clinical impact, D56 can pair grantees with mentors to guide them in presenting findings at D56 webinars, other conferences, and publications. Providing “bridge” funding for students who are transitioning to internship of postdoctoral roles is another way D56 could support equity and inclusion in our division.

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

As a clinician, researcher, and supervisor in a large medical center with excellent and diverse pre and postdoctoral training programs, I bring skills for working with trainees and colleagues involved in delivery of clinical services, scientific inquiry, and training. Over the past 5+ years as D56 Treasurer, I have gained important skills for managing D56 finances and understanding the details of our financial picture. The wealth of our division allows us to “put our money where our mouth is” to support aspects of the I-DARE strategic plans and goals.

Statement:

As a doctoral student in Counseling Psychology at the University of Illinois and a Master's level practicing licensed clinical counselor with over a decade of experience specializing in trauma-focused therapy I am honored to be considered for the student representative position for Division 56. If chosen for this role I hope to bring the voice of students and emerging professionals into ongoing conversations about trauma-informed care, research, and advocacy particularly during a time where it seems efforts to provide equitable and well informed care are at risk.

My clinical work has focused on survivors of interpersonal violence, racial trauma, and chronic adversity. These experiences continue to shape my academic pursuits, which center on the intersections of trauma, self-efficacy, and relational well-being.

I am deeply invested in both clinical and research work that reflects the evolving needs of trauma survivors. If elected, I will advocate for greater student engagement in trauma scholarship, create opportunities for connection and mentorship across training levels, and ensure that the diverse experiences of trauma psychology students are represented and uplifted.

It would be a privilege to serve and collaborate with fellow students and professionals who are equally committed to trauma-informed change. Thank you for your consideration.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

I believe open dialogue amongst diverse groups is a remarkable way to advance our work. The more variety in the experiences voiced the greater our understanding. It would be my hope to not only add to the chorus of voices but to amplify the voices of my current students in the areas of research, practice, and to promote diversity in future psychologists.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

I think one of the greatest threats is the limiting of language. It is imperative now more than ever that forums are created and sustained that allow for open and free communication. I hope in this role I can create these kinds of spaces for students.

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

"In my pursuit of this position I bring a strong commitment to culturally responsive, anti-oppressive practice. My clinical work has centered on survivors of complex trauma, many of whom have been impacted by systemic racism, gender-based violence, and socioeconomic inequity. These experiences have shaped my understanding of trauma as inherently tied to issues of power, identity, and access—an understanding that aligns closely with the I-DARE plan’s intersectional and equity-driven approach.

I believe my interests in trauma recovery, racial socialization, and resilience among racially marginalized individuals individuals reflect the I-DARE goals of increasing inclusion and affirming the safety and belonging of Black, Indigenous, and People of Color within Division 56. I also bring experience mentoring students of color and engaging in community-based trauma work, which supports the plan’s focus on mentorship, member engagement, and activism. I would be honored to help foster collaboration, increase student voice, and contribute to sustaining a trauma-informed, socially just culture within the Division."

Statement:

My passion for trauma psychology was sparked by the agency and resolve of survivors who have shared their stories with me. As a psychologist-in-training, I have come to understand traumatic events as impactful experiences that challenge the limits of coping capacities and meaning-making abilities, but also as enormous opportunities for growth if supported by professionals with specialized training. It is a great honor to work with survivors of trauma and doing so encourages me to advocate for the needs of this population.

As a member of the American Psychological Association and APA Division 56 for the last five years, I have learned about the dire need for more research, education, and training in the field of trauma psychology. The trends and prevalence of traumatic stress observed in the U.S. call for immediate action to prepare trainees to meet the clinical needs of those we serve, and it is disheartening to witness the lack of formal education and training evident in programs across the nation.

As Student Representative of APA Division 56, I would make it my mission to connect with students from universities across the nation to support them in advocating for specialized training and education in the treatment of traumatic stress disorders. Additionally, I would also call attention to the need for cultural awareness and humility in the training and clinical practice of trauma psychology. I believe my leadership experience and passion for this field will help me achieve these goals given the opportunity to serve in this role.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

Promoting equity, inclusion, diversity, and anti-racism in the field of traumatic stress psychology is of upmost importance in supporting the needs of vulnerable populations exposed to trauma. If I had the opportunity to serve as student representative of APA Division 56, I would highlight the need to increase recruitment and training of mental health providers that identify as people of color or members of other minority groups. Additionally, I would promote training in cultural sensitivity and how cultural factors influence trauma and stress responses.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

I believe a key challenge in promoting anti-racism, diversity, equity, and inclusion under the current administration comes from threats to the accreditation power of the APA as well as threats to withhold federal funding for research and programs that support these efforts. An idea of how this division and the APA could tackle this challenge is through increasing outreach and education, political lobbying, and increasing member engagement in communities.

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

Like Alfred Adler, I hold a strong appreciation for social justice and perceived sense of belonging. I believe these values align with the plans and goals of the I-DARE initiative by aiming to promote acceptance of diversity and increased sense of community through activism, policy work, and community education events.

Statement:

I am honored to announce my candidacy for Treasurer of APA Division 56. With a deep commitment to the mission of advancing the science and practice of trauma psychology, I am eager to contribute my skills in financial stewardship, organizational leadership, and strategic planning to support the Division’s continued growth and impact.

Throughout my career as a psychologist, I have served as owner and CEO of a large group practice and have been active in my state Association. As past Treasurer for the Illinois Psychological Association, I have demonstrated a strong dedication to both clinical excellence and organizational service. I have managed budgets and ensured transparency and accountability in financial operations. As Treasurer, I will continue the goal of prioritizing responsible management of Division resources and will ensure ongoing clear and consistent financial reporting.

Thank you for your consideration.

What are some priorities you would pursue to further promote anti-racism, diversity, equity, and inclusion within our division and our field?

Given the robust financial picture and portfolio within Division 56, in conjunction with the IDARE committees recommendations, I will support, whenever possible, initiatives that aim to provide resources to marginalized students and psychologists.

Given the current socio-political landscape, what do you see as the key challenges in promoting anti-racism, diversity, equity, and inclusion in our field and what are some ideas for how the division can tackle these challenges?

Transgender and other LGBQ people, people of color and women are literally being erased from our institutions and policies. People in these communities have suffered traumas for simply existing. Division 56, as the trauma psychology division, has a responsibility and many potential opportunities to lead efforts in educating psychologists and the community at large about anti-racism and DEI. We can provide safe spaces for marginalized students and psychologists to gather. Division 56 can be a professional home for those looking for a place that will support them, even when institutions and policies do not.

What are some skills and interests that you bring that might align with the I-DARE strategic plan and goals?

"My practice has long been a leader in providing safe space for marginalized people to work and to find care. We have an active and resolute DEI committee that has been tasked with ensuring the safety and visibility of marginalized therapists and clients within our practice and within our community.

In order to live our mission, I founded a not-for-profit arm of the practice that provides free therapy for marginalized people without fiscal or other needed resources. We work daily to live our values of dignity and respect for the individual, collective growth and empowerment, as well as justice and equity for our staff, for those we serve and for the larger community."