Voices on the line
RSSB’s Kim Lim and Alice Monk discuss building a neuroinclusive future for rail
The rail industry is powered not only by trains, signals, and technology but by the people who keep the network moving every day. Yet many long established working practices were built around a view of how individuals ‘should’ think, communicate, and process information.
For neurodivergent colleagues including those with Autism Spectrum Condition, ADHD or dyslexia, this can create barriers. With an estimated 15% of the UK population being neurodivergent, understanding and supporting diversity is essential for building a fair and effective railway workforce. The chances are, you have neurodiverse colleagues right now, who would benefit from better support and a wider understanding of what these different ways of thinking can mean.
To explore how the industry can better support these colleagues, RSSB carried out a project to understand the day to day experiences of neurodivergent train drivers and their employers. The project aimed to increase understanding of lived experiences and identify a range of support options tailored to the train driver role.
Many drivers described the train cab as a place that suits their strengths. The job offers structure, predictability and clear procedures. Rules are applied consistently, including during degraded operations, while communication remains concise and literal.
Some drivers reported that elements of the job align naturally with their strengths. Pattern recognition supports intuitive route learning. The ability to notice fine details can help identify faults early. The sustained focus required during each journey often comes easily. For some, the limited social interaction is a welcome relief compared to more socially demanding workplaces.
Despite these strengths, drivers also shared challenges. Written communications packed with dense text or complex wording can be difficult to absorb without visual alternatives. Rotas can be misread especially when layoutswere unclear, changes were frequent or information relied heavily on numbers.
One driver noted, ‘My brain worksharder to process information… I have to check the work diagram three times.’
Another described the emotional strain of masking or staying silent: ‘I was too scared to say anything in case it costs me my job.’
Targeted support, however, can make a significant difference. GB Railfreight’s Neurodiversity Network is exploring ways to make company documents and training materials more accessible for everyone. Callum Laing, a train manager and active member of the network, has received tailored adjustments during his driver examinations:
‘GBRf has been great in supporting my autism. During my exams, a manager can reword questions in a more neurodivergent friendly way, and I’m allowed to answer orally instead of writing. This makes a huge difference!’
A consistent message emerged: adjustments that support neurodivergent drivers would benefit all drivers. Clearer rotas, quiet spaces, handouts or recordings of briefings, buddy systems, and storytelling to build awareness were allhighlighted as small changes with significant impact.
The experiences gathered show that neurodivergent people are not a single group; each individual brings unique strengths and needs. By introducing universal support options, the rail industry has the opportunity to create an environment where every driver feels supported, understood and able to thrive.
Further information on neurodiversity is available from the NHS, the National Autistic Society, ADHD UK, and the British Dyslexia Association.
RSSB has produced a knowledge search titled Neurodiversity in Employment: Recruitment, Training, and Support (S393).
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