Rail Business Daily Guest Writer Feature: Neurodiversity - Thinking Differently, Delivering Together
In a Rail Business Daily Guest Writer article, Hannah Bullock shares insights from a recent BPS Neurodiversity Essentials event.
Up to one in five people are thought to be neurodivergent, meaning a sizeable proportion of todays, and tomorrow’s, rail workforce may experience and process the world differently from those considered as neurotypical. While this difference may be often viewed as a deficit, it can bring strengths, from problem-solving to focus on detail, that can add real value in rail roles.
At a recent British Psychological Society (BPS) Neurodiversity Essentials event, led by Dr Nancy Doyle, she shared new research exploring how neurodivergent employees experience the workplace. The findings pointed to a number of challenges, such as barriers around disclosure and lower psychological safety for neurodivergent employees, but also highlighted the important role of supportive line-managers, recruitment adjustments, and thoughtful job design that may be beneficial for all staff.
Another powerful insight shared was the value of applying Universal Design, embedding inclusive practices into recruitment, assessment, and role design from the outset, rather than relying only on individual requests for adjustments. This approach can help create fairer, more accessible processes for everyone.
For rail leaders, there could be important considerations, for example:
- Ensuring the correct choice of recruitment tools.
- Considering the wider working environment.
- Equipping line-managers with the coaching skills to support all colleagues effectively.
At OPC Assessment, we work closely with rail organisations to enhance recruitment processes and assessment settings, helping ensure they are robust, fair, and inclusive for all candidates – including those who are neurodivergent.
Read the full article by Hannah on Rail Business Daily's website to explore more about the research and some reflections on what it might mean for us as rail leaders.
If you think we can support your business with more neuro-inclusive selection and recruitment practices, get in touch with the friendly OPC Assessment team.