A new ‘vision’ for the rail workforce
Research short: A new two-step approach to colour vision testing can help expand the train driver talent pool while maintaining high safety standards.
Chris Sargeant Research Analyst, RSSB
For leaders in the rail industry, the challenge of maintaining high safety standards while ensuring strong operational performance, with minimal disruptions to service, is a constant balancing act.
However, our recent research project on colour vision testing has provided a big opportunity to achieve both.
The recommendations we’ve given, which are now reflected in RIS-3789-TOM, should refine rail’s approach to colour vision assessment for the better.
The Ishihara plate test is a widely accepted screening tool for hopeful driver candidates. It’s also used in periodic medical assessments of existing drivers. But despite the industry’s reliance on it, its ‘pass/fail’ nature can inadvertently exclude individuals with safe levels of colour vision loss.
This is because it’s unable to evaluate the actual extent of a person’s colour vision deficiency. In turn, this creates a situation where potential employees with minor deficiencies are barred from the safety-critical driving role.
Our proposed two-step assessment incorporates the Colour Assessment and Diagnosis (CAD) test in addition to the Ishihara test, should the applicant fail the latter. This will allow for a more granular evaluation of colour vision, moving beyond strict ‘pass/fail’ outcomes.
By establishing clear, statistically validated thresholds, we can accurately determine who has the necessary colour discrimination to undertake this role safely.
One part of the puzzle
This research is just one part of a wider programme of work looking at refreshing the industry’s overall approach to fitness for duty assessments.
Notably, we’ve just released five guidance documents relating to medical impairment among train drivers to help those making fitness to work decisions. Covering cardiovascular risk, diabetes, epilepsy, and more, the guides explain the implications of these conditions for rail and outline the decisions that need to be taken.
Our intention with these documents is that managers can ensure fair treatment of drivers, keeping them at work when deemed safe to do so, and make robust decisions when safety can’t be guaranteed.
It’s one way we’re equipping industry with what it needs to balance inclusion, safety, and wellbeing.
Learn more here ❯
Our recommended revised approach to colour vision testing will yield several significant benefits for rail leaders and their organisations.
Crucially, it means that driver recruitment and medical processes can accommodate people with minor colour vision deficiencies. This will be key for reassessing existing drivers; it should reduce the likelihood of a driver failing and being taken off duty, and cover needing to be found and trained.
It’s thought that this will reduce disruptions and save money while still upholding strict safety standards.
And already, train operators are reaping these benefits. GTR, for example, have confirmed that they’ve implemented this two-step approach, which has led to several existing drivers being restored to full competency. Network Rail have responded positively as well. Samantha Banfield, Route Workforce HSE Advisor, said, ‘This is a great piece of research and could make such a difference for people’s careers in rail’.
Indeed, by embracing this change to colour vision testing, rail firms can:
promote greater inclusivity
ensure fairness
minimise disruption
enhance safety protocols.
And by standing behind this important change, senior leaders can help foster a safer, more efficient, and more inclusive operational community.
Want to learn more?
Head to our Research Catalogue to read the research in full. Take me there ❯
