BelongingBridgesNCT07634432
Bridges: A Digital Intervention to Increase Workplace Belonging
A study testing Bridges in people with Belonging and Mental Health, run by Pro-Change Behavior Systems at 1 site in United States.
Trial summary
The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees. Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. Read more about this study
- Who is it for?
- Ages 21 years and olderHealthy volunteers can take part
- Conditions the study is for
- Belonging, Mental Health, LGBTQ
- What is being tested?
- Bridges
- Type of treatment
- Lifestyle or therapy programme
- Could I receive a placebo?
- No, everyone receives an active treatment
- How many people
- 136 participants
- Where
- 1 siteUnited States
- Study dates
- 14 Aug 2025to 22 Nov 2025
- Phase
- Interventional
- Are there results?
- None posted in the registry
Key requirements
Who can take part, as listed by the sponsor. Only the study team can confirm whether you are eligible, so take this list to your doctor.
- Ages 21 years and older
- All sexes
- Healthy volunteers accepted
- Adult, Older adult
Who may be able to join
- Able to speak and read English
- Lives in the U.S.
- Employed
- Works 32+ hours per week
- Works for an organization that provides health or human services
- Identity aligns with study/program purpose (i.e., identifies as LGBTQ+)
- Low to moderate level of belonging (as assessed by the IOWA-B)
Who cannot join
- Only employee of the organization
- Unwilling to receive program text messages
Trial locations and contacts
1 site in 1 country.
United States1 site
Pro-Change Behavior Systems
Narragansett, Rhode Island, 02882-3468
About this study
The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees.
Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. However, many LGBTQ+ individuals experience discrimination, stigma, exclusion, or isolation in workplace settings, which can negatively affect their sense of belonging and overall well-being.
Read more
Bridges was developed to help LGBTQ+ employees build a stronger sense of belonging at work. The program combines personalized text messages with online activities, self-reflection exercises, practical workplace strategies, and opportunities to learn skills that may support connection, inclusion, and well-being.
This study will enroll LGBTQ+ adults who are currently employed. Participants will use the Bridges program for approximately 30 days. During the study, participants will receive text messages and have access to online tools and activities. Participants will also complete surveys to assess their experiences, sense of workplace belonging, and feedback about the program.
The primary purpose of this pilot study is to determine whether the Bridges program is feasible and acceptable to participants. Researchers will examine participant engagement with the program and satisfaction with its content and usability. The study will also explore whether participation in Bridges is associated with improvements in workplace belonging, well-being, and related outcomes.
Information gathered from this study will be used to improve the program and guide future research on digital interventions designed to support belonging and well-being among LGBTQ+ employees.
Read the detailed description
Workplace belonging is increasingly recognized as an important contributor to employee well-being, engagement, and overall quality of life. Belonging refers to the experience of feeling accepted, valued, respected, supported, and connected to others. Individuals who experience low levels of belonging may report feelings of isolation, exclusion, loneliness, or disconnection, which can negatively affect mental health, physical health, workplace satisfaction, and professional fulfillment.
Changes in the workplace following the COVID-19 pandemic have altered how employees connect with one another. The growth of remote and hybrid work arrangements has created new opportunities for flexibility and autonomy, while also reducing opportunities for workplace interaction and social connection. As a result, many organizations are seeking innovative approaches to support employee well-being and foster a sense of belonging in increasingly digital work environments.
LGBTQ+ employees may face additional challenges related to workplace belonging. Experiences of discrimination, stigma, exclusion, or lack of organizational support can contribute to lower levels of belonging and well-being. Although many workplace wellness and diversity initiatives exist, few evidence-based programs have been developed specifically to address workplace belonging among LGBTQ+ employees.
To address this need, researchers developed Bridges, a digital intervention designed to promote workplace belonging and well-being among LGBTQ+ workers. Bridges combines personalized text messaging with web-based activities, self-reflection exercises, educational content, opportunities for self-appraisal, and practical workplace strategies designed to strengthen workplace belonging. The program is designed to help participants better understand belonging, reflect on their workplace experiences, develop skills that support connection and inclusion, and identify actionable steps that may strengthen their sense of belonging at work.
The Bridges intervention was developed using principles from behavior change science and a participatory design approach. LGBTQ+ worker advisors were actively involved in informing program content, design, usability, and overall user experience throughout development.
The purpose of this Phase I study was to evaluate the feasibility, acceptability, and preliminary effects of the Bridges intervention. A total of 136 LGBTQ+ employees participated in a 30-day pilot study. Of the 136 enrolled participants, 127 completed the one-month follow-up assessment. Participants received text messages and access to online program content and activities during the study period. Participants completed baseline and one-month follow-up assessments measuring workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes.
This study used a single-arm pre-post pilot design. Eligible participants completed a baseline assessment, received access to the Bridges intervention for approximately 30 days, and completed a follow-up assessment at the end of the intervention period. Feasibility and acceptability outcomes were evaluated alongside exploratory assessments of psychosocial and workplace well-being outcomes.
The primary objectives of the study were:
- To evaluate the feasibility of the Bridges intervention, as measured by participant engagement with text messaging and online program components during the 30-day pilot period.
- To evaluate the acceptability of the intervention, as measured through usability, satisfaction, and participant willingness to recommend the program to others.
- To explore preliminary changes in workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes following participation in the program.
Study findings will be used to refine the Bridges intervention and inform future research on digital interventions designed to promote workplace belonging and well-being for LGBTQ+ employees and other populations experiencing challenges related to workplace belonging and connection.
- Conditions
- Belonging, Mental Health, LGBTQ
- Being tested
- Bridges
- Keywords
- Belonging, LGBTQ Health, Mental Health, well-being
- Medical subject headings
- Psychological Well-Being
What participants receive
What participants receive. In a randomised study each person is assigned to one group by chance.
BridgesBehavioural
Bridges is a digital behavioral intervention designed to support workplace belonging and well-being among LGBTQ+ employees. The program combines personalized text messaging with web-based educational content, self-reflection activities, self-assessment tools, and practical workplace strategies.
Participants received tailored text messages throughout the 30-day intervention period and were provided access to an online platform containing interactive activities and resources. Program content focused on helping participants understand workplace belonging, reflect on workplace experiences, develop skills that support connection and inclusion, build confidence in addressing workplace challenges, and identify actionable steps to enhance belonging and well-being at work.
The intervention was developed using behavior change science principles and a participatory design approach involving LGBTQ+ worker advisors.
| Study group | Role | What they receive |
|---|---|---|
| Bridges Intervention Pilot | Experimental | After completing the baseline assessment, all pilot participants will have access to the Bridges pilot program for 30 days. At the end of the 30 day pilot, they will be directed to the follow-up assessment. Receives: Behavioral: Bridges |
What is being measured
The primary outcome is the main question the study is designed to answer.
Percentage of participants who continued receiving text messages
Proportion of participants who continued receiving text messages throughout the intervention period. Range is 0-100, with 100% indicating everyone continued receiving messages.
Measured: 1 month
Percentage rating program 7 or higher on the Net Promoter Score
Percentage of participants providing a recommendation rating of 7 or higher. Range is 0-100% with 100% indicating everyone rated the program a 7 or higher.
Measured: 1 month
Modified Professional Fulfillment Index-Professional Fulfillment Score
Six items that assess positive intrinsic rewards and meaningfulness at work on a 5 point Likert scale. Scores are standardized to a 0-100 scale with higher scores on the fulfillment subscale signifying thriving occupational well-being.
Measured: 1 month
Modified Professional Fulfillment Index-Work Exhaustion
Four items that assess physical and emotional fatigue on a 5 point Likert scale. Scores are standardized to a 0-100 scale with higher scores signifying higher levels of fatigue.
Measured: 1 month
Modified Professional Fulfillment Index-Interpersonal Disengagement
Three items that assess a loss of empathy and connection with colleagues on a 5 point Likert Scale. Scores are standardized on a 0-100 scale with elevated scores indicating individuals at a high risk for burnout.
Measured: 1 month
Modified Professional Fulfillment Index-Burnout
Combines items from work exhaustion and disengagement subscales. Scores are on a 0-100 scale with higher scores indicating high risk for burnout.
Measured: 1 month
Secondary outcomes (6)
Duke Emotional Exhaustion
Five items measure the frequency and severity of physical and emotional fatigue from work on a 5 point Likert scale with a range of 0-100. Higher scores function as a key diagnostic indicator for individuals or organizational units experiencing high rates of burnout.
Measured: 1 month
Duke Emotional Thriving
Four items measure psychological flourishing and the daily use of personal strengths on a 5 point Likert scale with a range 0-100. Higher scores indicate higher professional fulfillment and vitality.
Measured: 1 month
Patient Health Questionnaire-2 (PHQ-2)
The PHQ-2 is a 2-item screening measure of depressive symptoms that asks respondents to rate the frequency of depressed mood and loss of interest or pleasure over the past two weeks on a 4-point scale ranging from 0 ("Not at all") to 3 ("Nearly every day"), with higher total scores (range 0-6) indicating greater depressive symptom severity.
Measured: 1 month
Generalized Anxiety Disorder-2 (GAD-2)
The GAD-2 is a 2-item screening measure of anxiety symptoms that asks respondents to rate the frequency of feeling nervous, anxious, or on edge and inability to control worrying over the past two weeks on a 4-point scale ranging from 0 ("Not at all") to 3 ("Nearly every day"), with higher total scores (range 0-6) indicating greater anxiety symptom severity.
Measured: 1 month
Iowa Workplace Belonging Scale (IOWA-B)
The IOWA-B is a 3 item self-report measure of workplace belonging that assesses employees' perceptions of acceptance, inclusion, connection, and value within their workplace on a 5 point Likert scale; higher scores indicate greater workplace belonging on the 0-100 scale.
Measured: 1 month
Resilience Evaluation Measure-3 (REM-3)
The REM-3 is a 3-item self-report measure that assesses key components of resilience, including positive thinking, meaning and purpose, and meaningful social connections. Items are rated on a 5-point Likert scale and transformed to a standardized score ranging from 0 to 100, with higher scores indicating greater resilience.
Measured: 1 month
Timeline
From the start of the study to its completion; the mark is today. Estimated dates are the sponsor’s plan.
- First posted8 Jun 2026
- Study start14 Aug 2025
- Primary completion22 Nov 2025
- Study completion22 Nov 2025
Resources
- Official record on ClinicalTrials.govThe registry entry this page is built from, with its full change history.
- Other trials for BelongingStudies of the same condition, open and under way.
- What the trial phases meanHow a treatment moves from first tests in people to approval.
More details
For doctors and researchers: how the study is designed, who runs it, and its registry IDs.
Study design
- Study type
- Interventional
- Phase
- Phase N/A
- Primary purpose
- Supportive care
- Allocation
- Not applicable
- Intervention model
- Single group
- Masking
- None (open label)
- Enrolment
- 136 participants (actual)
Sponsor and investigators
- Lead sponsor
- Pro-Change Behavior Systems
- Sponsor type
- University, hospital or other
- Collaborators
- University of Pennsylvania
- Responsible party
- Principal investigator, Kerry E. Evers, Pro-Change Behavior Systems
IDs, dates and publications
- ClinicalTrials.gov ID
- NCT07634432
- Sponsor's protocol ID
- Bridges 2024-2
- Acronym
- Bridges
- Status last verified
- Jun 2026
- First submitted
- 4 Jun 2026
- Last updated
- 10 Jun 2026
- Results posted
- No
- Data monitoring committee
- No
- FDA-regulated drug
- No
- FDA-regulated device
- No
- Individual data sharing
- Yes: De-identified individual participant data underlying the results reported in publications arising from this study, including derived scale scores, subscale scores, and associated data documentation.
Study at a glance
From the registry record, last updated by the sponsor on 10 Jun 2026. Recruitment status is as the sponsor reported it: confirm with the study team.
- Official title
- Bridges: A Digital Intervention to Increase Workplace Belonging
- ClinicalTrials.gov ID
- NCT07634432
- Acronym / sponsor ID
- Bridges / Bridges 2024-2
- Conditions
- Belonging, Mental Health, LGBTQ
- Keywords
- Belonging, LGBTQ Health, Mental Health, well-being
- Study type
- Interventional
- Recruitment status
- Completed
- Enrolment
- 136 participants (actual)
- Lead sponsor
- Pro-Change Behavior SystemsUniversity, hospital or other
- Collaborators
- University of Pennsylvania
- Study start
- 14 Aug 2025 (actual)
- Primary completion
- 22 Nov 2025 (actual)
- Study completion
- 22 Nov 2025 (actual)
- First posted
- 8 Jun 2026 (actual)
- Results
- Not posted in the source record
Clinical summary
The research question as the sponsor registered it. This describes what the study plans to test, not what it found.
The purpose of this study is to evaluate Bridges, a digital program designed to support workplace belonging among LGBTQ+ employees.
Belonging is an important part of health and well-being. People who feel accepted, valued, connected, and included often experience better mental and physical health. However, many LGBTQ+ individuals experience discrimination, stigma, exclusion, or isolation in workplace settings, which can negatively affect their sense of belonging and overall well-being.
Bridges was developed to help LGBTQ+ employees build a stronger sense of belonging at work. The program combines personalized text messages with online activities, self-reflection exercises, practical workplace strategies, and opportunities to learn skills that may support connection, inclusion, and well-being.
This study will enroll LGBTQ+ adults who are currently employed. Participants will use the Bridges program for approximately 30 days. During the study, participants will receive text messages and have access to online tools and activities. Participants will also complete surveys to assess their experiences, sense of workplace belonging, and feedback about the program.
The primary purpose of this pilot study is to determine whether the Bridges program is feasible and acceptable to participants. Researchers will examine participant engagement with the program and satisfaction with its content and usability. The study will also explore whether participation in Bridges is associated with improvements in workplace belonging, well-being, and related outcomes.
Information gathered from this study will be used to improve the program and guide future research on digital interventions designed to support belonging and well-being among LGBTQ+ employees.
Detailed description
Workplace belonging is increasingly recognized as an important contributor to employee well-being, engagement, and overall quality of life. Belonging refers to the experience of feeling accepted, valued, respected, supported, and connected to others. Individuals who experience low levels of belonging may report feelings of isolation, exclusion, loneliness, or disconnection, which can negatively affect mental health, physical health, workplace satisfaction, and professional fulfillment.
Changes in the workplace following the COVID-19 pandemic have altered how employees connect with one another. The growth of remote and hybrid work arrangements has created new opportunities for flexibility and autonomy, while also reducing opportunities for workplace interaction and social connection. As a result, many organizations are seeking innovative approaches to support employee well-being and foster a sense of belonging in increasingly digital work environments.
LGBTQ+ employees may face additional challenges related to workplace belonging. Experiences of discrimination, stigma, exclusion, or lack of organizational support can contribute to lower levels of belonging and well-being. Although many workplace wellness and diversity initiatives exist, few evidence-based programs have been developed specifically to address workplace belonging among LGBTQ+ employees.
To address this need, researchers developed Bridges, a digital intervention designed to promote workplace belonging and well-being among LGBTQ+ workers. Bridges combines personalized text messaging with web-based activities, self-reflection exercises, educational content, opportunities for self-appraisal, and practical workplace strategies designed to strengthen workplace belonging. The program is designed to help participants better understand belonging, reflect on their workplace experiences, develop skills that support connection and inclusion, and identify actionable steps that may strengthen their sense of belonging at work.
The Bridges intervention was developed using principles from behavior change science and a participatory design approach. LGBTQ+ worker advisors were actively involved in informing program content, design, usability, and overall user experience throughout development.
The purpose of this Phase I study was to evaluate the feasibility, acceptability, and preliminary effects of the Bridges intervention. A total of 136 LGBTQ+ employees participated in a 30-day pilot study. Of the 136 enrolled participants, 127 completed the one-month follow-up assessment. Participants received text messages and access to online program content and activities during the study period. Participants completed baseline and one-month follow-up assessments measuring workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes.
This study used a single-arm pre-post pilot design. Eligible participants completed a baseline assessment, received access to the Bridges intervention for approximately 30 days, and completed a follow-up assessment at the end of the intervention period. Feasibility and acceptability outcomes were evaluated alongside exploratory assessments of psychosocial and workplace well-being outcomes.
The primary objectives of the study were:
- To evaluate the feasibility of the Bridges intervention, as measured by participant engagement with text messaging and online program components during the 30-day pilot period.
- To evaluate the acceptability of the intervention, as measured through usability, satisfaction, and participant willingness to recommend the program to others.
- To explore preliminary changes in workplace belonging, professional fulfillment, burnout, emotional well-being, resilience, confidence, anxiety, depression, and related psychosocial outcomes following participation in the program.
Study findings will be used to refine the Bridges intervention and inform future research on digital interventions designed to promote workplace belonging and well-being for LGBTQ+ employees and other populations experiencing challenges related to workplace belonging and connection.
Study design
- Primary purpose
- Supportive care
- Allocation
- Not applicable
- Intervention model
- Single group
- Masking
- None (open label)
- Number of arms
- 1
| Arm | Type | Receives |
|---|---|---|
| Bridges Intervention Pilot | Experimental | Behavioral: BridgesAfter completing the baseline assessment, all pilot participants will have access to the Bridges pilot program for 30 days. At the end of the 30 day pilot, they will be directed to the follow-up assessment. |
Who may qualify
- Ages
- 21 years and older
- Sex
- All
- Healthy volunteers
- Accepted
- Age groups
- Adult, Older adult
Key inclusion criteria (7 listed)
- Able to speak and read English
- Lives in the U.S.
- Employed
- Works 32+ hours per week
- Works for an organization that provides health or human services
Key exclusion criteria (2 listed)
- Only employee of the organization
- Unwilling to receive program text messages
Eligibility is decided by the study team after screening; this overview does not establish that a patient qualifies. Full inclusion and exclusion criteria.
Interventions
| Intervention | Type | Arms |
|---|---|---|
| BridgesBridges is a digital behavioral intervention designed to support workplace belonging and well-being among LGBTQ+ employees. The program combines personalized text messaging with web-based educational content, self-reflection activities, self-assessment tools, and practical workplace strategies. Participants received tailored text messages throughout the 30-day intervention period and were provided access to an online platform containing interactive activities and resources. Program content focused on helping participants understand workplace belonging, reflect on workplace experiences, develop skills that support connection and inclusion, build confidence in addressing workplace challenges, and identify actionable steps to enhance belonging and well-being at work. The intervention was developed using behavior change science principles and a participatory design approach involving LGBTQ+ worker advisors. | Behavioural | Bridges Intervention Pilot |
Primary outcome
Percentage of participants who continued receiving text messages
Time frame: 1 month
Proportion of participants who continued receiving text messages throughout the intervention period. Range is 0-100, with 100% indicating everyone continued receiving messages.
Percentage rating program 7 or higher on the Net Promoter Score
Time frame: 1 month
Percentage of participants providing a recommendation rating of 7 or higher. Range is 0-100% with 100% indicating everyone rated the program a 7 or higher.
Modified Professional Fulfillment Index-Professional Fulfillment Score
Time frame: 1 month
Six items that assess positive intrinsic rewards and meaningfulness at work on a 5 point Likert scale. Scores are standardized to a 0-100 scale with higher scores on the fulfillment subscale signifying thriving occupational well-being.
Modified Professional Fulfillment Index-Work Exhaustion
Time frame: 1 month
Four items that assess physical and emotional fatigue on a 5 point Likert scale. Scores are standardized to a 0-100 scale with higher scores signifying higher levels of fatigue.
Modified Professional Fulfillment Index-Interpersonal Disengagement
Time frame: 1 month
Three items that assess a loss of empathy and connection with colleagues on a 5 point Likert Scale. Scores are standardized on a 0-100 scale with elevated scores indicating individuals at a high risk for burnout.
Modified Professional Fulfillment Index-Burnout
Time frame: 1 month
Combines items from work exhaustion and disengagement subscales. Scores are on a 0-100 scale with higher scores indicating high risk for burnout.
6 secondary outcomes
Duke Emotional Exhaustion
Time frame: 1 month
Duke Emotional Thriving
Time frame: 1 month
Patient Health Questionnaire-2 (PHQ-2)
Time frame: 1 month
Generalized Anxiety Disorder-2 (GAD-2)
Time frame: 1 month
Iowa Workplace Belonging Scale (IOWA-B)
Time frame: 1 month
Resilience Evaluation Measure-3 (REM-3)
Time frame: 1 month
Results and safety
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
Research links
- Official record on ClinicalTrials.govLast updated by the sponsor 10 Jun 2026.
- Individual participant dataSharing planned: Yes. De-identified individual participant data underlying the results reported in publications arising from this study, including derived scale scores, subscale scores, and associated data documentation.
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Referral and contact
AzTrials does not enrol participants or take referrals. Contact the study team or a site listed below; they decide who can take part. This study is not recruiting at the moment.
The record lists no contact. Use the official record to reach the sponsor.
1 site in 1 country: see every site and its status.
Questions about this trial
What is this clinical trial studying?
A study testing Bridges in people with Belonging and Mental Health, run by Pro-Change Behavior Systems at 1 site in United States.
The full registered description is in the About this study section and the official record.
Who may be eligible to take part?
The sponsor lists 7 inclusion and 2 exclusion criteria. Eligibility is decided by the study team after screening, so read the full criteria and contact a listed site.
Is this clinical trial currently recruiting?
The record says: finished, as of the sponsor's last update on 10 Jun 2026. Status can change between updates, so confirm with the study contact before making plans.
Where is the study taking place?
The record lists 1 site in United States. Whether a site is taking part right now should be confirmed with that site. See every site.
What are the possible benefits and risks?
They depend on the study and the treatment, and no study can promise a benefit. The study team explains the known risks during informed consent, before anyone joins; the record itself does not list them.
Are results available for this study?
The study is completed, but results are not available in the source record. That does not mean the treatment did or did not work.
How can a doctor refer a patient or contact the research team?
The record lists no contact. The official record names the sponsor, who can be asked directly. AzTrials does not enrol participants or take referrals.
What does the primary outcome measure?
Percentage of participants who continued receiving text messages (time frame: 1 month). The study lists 6 primary outcomes in all. It is what the study was designed to measure, not a finding.
Where can I read the original study information?
Does a listing mean the treatment is approved or proven to work?
No. A listing means the study is registered. It does not show that the treatment is safe, works, or is approved by a regulator.
How often is this information updated?
AzTrials copies changed records from ClinicalTrials.gov every night and reloads the whole registry every week. The sponsor last updated this record on 10 Jun 2026.