Bridging Divides in Industrial and Organisational Psychology in Canada: An Action-Oriented Collaborative Framework Silvia Bonaccio and François Chiocchio University of Ottawa Alain Forget Société Conseil Alain Forget, Laval, Québec, Canada Claude Forget André Filion et Associés, Montréal, Québec, Canada Roland Foucher Université du Québec en Outaouais E. Kevin Kelloway Saint Mary’s University Thomas A. O’Neill University of Calgary This article discusses 4 divides that characterise the Canadian landscape of industrial and organisational psychology and proposes action-oriented solutions for bridging them. It is in part based on a panel discussion held at the 74th Annual Convention of the Canadian Psychological Association (Bonaccio, 2013). This article draws on theory on collaboration and knowledge transfer to discuss divisions in science and practice, language, geography, and psychology and business academic settings. Furthermore, the article draws on the analysis of 7 authors who happen to represent these various groups and who, in most cases, have already bridged these divides. The ultimate goal of this article is to generate a boundary-spanning conversation and to provide a roadmap that will unite industrial and organisational psychology enthusiasts. Keywords: industrial psychology, organisational psychology, IO psychology, knowledge transfer, train- ing To effectively collaborate requires people to shift their mind-set (or mental models) from one of control to one of learning. But collabo- ration is often psychologically threatening because of what the solu- tions should be in order to find solutions that take full advantage of the collaboration itself. And under conditions of threat, we cling to the very mind-set that makes effective collaboration less likely. In short, our thinking undermines the outcome we say we want. —Schwarz (2006, p. 283) Industrial and organisational psychology is a complex field of knowledge and practice. It is fuelled by the contributions from academics in psychology departments and business schools, consultants, and graduate students in specialized pro- grams and internships. Research and practice is conducted in close partnerships with large and small public or private or- ganisations. These organisations are forced to ever-increasing levels of efficiency and productivity while striving for the well-being of their workforce. In Canada, those passionate about industrial and organisational psychology are spread out geographically. Of course, both French- and English-speaking industrial and organisational psychology enthusiasts benefit from a deep and rich history. Although the Canadian industrial and organisational community’s diverse landscape is an asset for meeting the difficult challenges of organisations, teams, and individuals, we will argue that the consequences of current divides causes its full potential to not yet be realised. Despite differences and divides, individuals and organisations enthusi- astic about the field share a common goal: fostering the ad- vancement of industrial and organisational psychology. As such, any lingering divides within the industrial and organisa- tional psychology community is detrimental to the field itself. Silvia Bonaccio and François Chiocchio, Telfer School of Manage- ment, University of Ottawa, Ottawa, Canada; Alain Forget, Société Conseil Alain Forget, Laval, Québec, Canada; Claude Forget, André Filion et Associés, Montréal, Québec, Canada; Roland Foucher, Dé- partement de relations industrielles, Université du Québec en Outa- ouais, Gatineau, Québec, Canada; E. Kevin Kelloway, Department of Psychology, Saint Mary’s University, Halifax, Nova Scotia, Canada; Thomas A. O’Neill, Department of Psychology, University of Calgary, Calgary, Alberta, Canada. This article was made possible by grants from the Social Sciences and Humanities Research Council of Canada held by S. Bonaccio (410-2009-0821), F. Chiocchio (410-2010-2004), and E. K. Kelloway and T. A. O’Neill (430-2012-0059). The first two authors contributed equally to the article. The remaining authors are listed by alphabetical order. We also want to thank Carolyn Hass, Sophie Ouellet, and Cecilia Tellis for their help on earlier version of this article. Opinions expressed by the authors do not necessarily represent the associations they belong to. Correspondence concerning this article should be addressed to Silvia Bonaccio, University of Ottawa, Telfer School of Management, 55 Laurier Avenue East, Ottawa, Canada. E-mail: bonaccio@telfer .uottawa.ca Canadian Psychology / Psychologie canadienne © 2013 Canadian Psychological Association 2013, Vol. 54, No. 4, 213–222 0708-5591/13/$12.00 DOI: 10.1037/a0034544 213