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This practice brief offers a guide to organizations and projects that want to better align their cultures with values of diversity, equity, and inclusion. Rooted in the intuitive, theoretically grounded view of culture as a tool kit that people use to solve various problems, the authors offer examples of cultural change work emerging from the National Science Foundation-funded Inclusive Graduate Education Network. We present lessons learned that may be instructive for other efforts, as well as recommended actions and specific questions for collective reflection and discussion. (PsycInfo Database Record (c) 2025 APA, all rights reserved) 

Maintaining your research team’s productivity during the COVID-19 era can be a challenge. Developing new strategies to mentor your research trainees in remote work environments will not only support research productivity and progress toward degree, but also help to keep your mentees’ academic and research careers on track. We describe a three-step process grounded in reflective practice that research mentors and mentees can use together to reassess, realign, and reimagine their mentoring relationships to enhance their effectiveness, both in the current circumstances and for the future. Drawing on evidence-based approaches, a series of questions for mentees around documented mentoring competencies provide structure for remote mentoring plans. Special consideration is given to how these plans must address the psychosocial needs and diverse backgrounds of mentors and mentees in the unique conditions that require remote interactions.