Institution news
Responses to stimuli and the resulting behaviours and actions are largely shaped by these differences. Where an individual’s perception of situations and ‘inputs’ departs significantly from what is viewed as ‘normal’ or ‘average’, other people may react unhelpfully or negatively to responses or acts that they do not expect. This can lead to the rejection of useful contributions and, more seriously, the originator of the idea or concept. In many cases, a direct consequence may be social exclusion and multiple types of socio-economic loss. The labels ‘neurodiverse person’ or ‘cognitive diversity’ are often used to discuss situations and outcomes.
National employment statistics for people with a disability make depressing reading, notably in terms of neurodiverse people and people on the autistic spectrum. Just over 20% of neurodiverse adults, and a smaller proportion of those deemed to be on the autistic spectrum, are in paid employment. The education and training provision for people with neurodiverse conditions has improved immeasurably over the past 40 or so years. Yet, on completion of their preparation for the world of work, many find themselves underemployed or unemployed and having to live on often meagre state handouts. Some may even be confined to institutions if they cannot cope with ‘normal’ environments.
There are many reasons for this highly unsatisfactory situation, but a hidden reason might be found in our use of language: The neuro-diversity landscape is littered with abbreviations and terms that cover a multitude of conditions, e.g., ADHD, APD, AS, ASD1 , dyscalculia, dysgraphia, dyslexia, dysmetria, dyspraxia, learning disorder. What is common to all these terms for neurodiverse features or attributes is their essential negativity: ‘disorder’, ‘syndrome’ and the dys- prefix all denote ‘undesirable’ characteristics in a person. The Wiktionary definition of the dys- prefix is very telling, it is “Used to convey the idea of being difficult, impaired, abnormal, or bad.” Similarly, Language Log states: “…, dys- doesn't typically refer to inborn problems, but simply to abnormal, difficult, impaired, or bad characteristics.” The implication is: why would one want to hire a problem?
It is accepted widely that the railway workforce is aging and that the rate of recruitment of new staff is well below that what is needed, not for a lack of trying. Often, it is stated that people are simply not attracted to the industry. Thus, one might expect that the net would be cast wider, to include candidates with non-traditional backgrounds and characteristics. However, organisations in the railway industry are no better than others in recruiting, using and retaining people with neurodiverse conditions.
Therefore, they are unable to benefit from the specific strengths of recognising the lack of interest in railway careers and the opportunities available by attracting more people from neurodiverse members of the community.
With support from the National Skills Academy for Railway Engineering (NSARE) and the Institution of Mechanical Engineers (IMechE) The University of Birmingham (UoB) in the shape of the Birmingham Centre for Railway Research and Education, and, since 2021, has worked with a substantive body of industry stakeholders to deliver a conference with the working title Neurodiversity in Rail: Advancing with Difference. A wide range of individuals and organisations have pledged their support. The main purpose of this UoB and NSAR event is to create a community of employers, employees, parents and partners with a shared interest in enhancing opportunities for neurodiverse people in and for the railway industry.
The organisers hope that this will increase the rail industry’s talent pool, while offering high quality employment for neurodiverse individuals. NSAR and the BCRRE conference team want to satisfy six objectives in hosting the event:
• Provide a thorough and expert introduction to the conditions that are commonly associated with neurodiversity or cognitive diversity
• Identify railway industry roles that can benefit from the specific strengths of neurodiverse
individuals
• Identify how roles and environments can be adapted to suit neurodiverse people by
addressing specific weaknesses created by the condition
• Identify how recruitment processes can be enhanced to become more inclusive and to allow candidates to engage
• Get perspectives from employers on neurodiverse staff
• Get views from neurodiverse employees as to what works for them
The event is scheduled for the late afternoon of Thursday, 13 July, and all-day Friday, 14 July 2023, in Birmingham, where there is a growing focus on railways as promoters and supporters of economic and social change.
Programme
On Thursday, 13 July 2023, participants will assemble around 16:00 in a venue on the campus of The University of Birmingham, for a workshop that will focus on objectives two of the objectives and will include short presentations by neurodiverse and neurotypical individuals on their views of opportunities and obstacles in the railway industry. This will be followed by a panel discussion, before sharing dinner and more informal conversations. We plan to invite the Rail Minister of HMG, Huw Merriman in his role of Chair of the All Party Parliamentary Group on Autism.
On Friday, 14 July 2023, the participants will move to The Exchange, the recently opened conference venue of the University in Birmingham’s Centenary Square. This was the historic headquarters of the Birmingham Municipal Bank, opened 90 years ago. It is located close to public transport, including the West Midlands Metro.
The day will be divided into six sessions (speakers not confirmed!):
• 08:45-09:30 Tea and Coffee
• Introductory Session
o 09:30-09:40 Welcome by Prof Paul Plummer of the University of Birmingham
o 09:40-10:00 Keynote by Barry Smith and recorded Message by Dyan Crowther, chair of NSAR
o 10:00-10:30 Two introductory Talks
• 10:30-11:00 Refreshment Break
• Rail Industry Context, Opportunities and Threats
o 11:00-11:20
o 11:20-11:40
o 11:40-12:00
o 12:00-12:30 Panel Discussion with Speakers and Stakeholders
o 12:30-13:00 From autistic Child to Professor of Sociology
• 13:00 to 14:00 Buffet Lunch and Conversation
• The Support Network: Employers, Employees, Parents and Partners
o 14:00-14:20
o 14:20-14:40
o 14:40-15:00
o 15:00-15:30 Panel Discussion with Speakers and Stakeholders
o 15:30-16:00 Michael Barton: practical Steps to integrate Neurodiversity
• 16:00-16:45 Refreshments and Discussion Groups
The organisers hope that the event will lead to a change in the perception of neurodiversity within the railway industry from that of seeing a disability to making the most of differences in cognition. Just as Indian Railways provides carriages to accommodate physically ‘differently abled’ passengers, Britain’s railway must learn to offer opportunities for ‘differently wired’ workers – and passengers.
A final note: this event will only cover its cost if all the participants pay a fee. We have tried to set the fees as low as possible to encourage take up by many people:
• Students and unemployed / low income: £50.00
• University staff and NSAR members: £70.00
• IMechE, ICE, IET, IRSE, PWI members: £90.00
• Others: £100.00
However, we would like to be in a position where we can fund travel for some people and reduce the fee where a lack of support would prevent individuals from participating in the event. We are currently looking for sponsors and sponsoring organisations!
Link for informal, non-binding registration: https://bit.ly/40DPz8l
Please do not hesitate to pass this letter to others who might be interested in taking part in our event. We will endeavour to make the event available, if there is significant demand for this type of participation
For any questions about the event, please contact Kimberley Harding (kxh089@student.bham.ac.uk) or Felix Schmid (f.schmid@bham.ac.uk) by e-mail.
1 ADHD: Attention Deficiency Hyperactivity Disorder; APD: Auditory Processing Disorder; AS: Asperger
Syndrome; ASD: Autism Spectrum Disorder.