Train operator Northern has changed its recruitment process to ensure better support for applicants with neurodivergent conditions.

Among the conditions where applicants will be provided with better support are autism, attention-deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia and Tourette’s syndrome. This support extends to:

• Providing each applicant with a detailed breakdown of the different stages in the recruitment process, including timings, what happens during each part of the process, and who and what it involves.
• Providing applicants with images of the layout of the interview room so they can visualise its environment before the meeting takes place.
• Allowing applicants to bring written notes into the interview
• Offer applicants the chance to see some of the interview questions in advance to help them be better prepared.

Clearer guidance is also being given to recruiting managers to guide them on how to get the best from neurodivergent candidates.

Northern created a neurodivergent employee advisory panel last year, and the current review of recruitment practices is one of several initiatives the panel has instigated.

Once the revised recruitment processes are in place, Northern hopes to be awarded Neurodiversity Smart accreditation by the end of next year.

Neurodiversity Smart accreditation is a scheme designed to help organisations become neuro-inclusive throughout their employee lifecycle and customer experience.

Northern’s neurodivergent employee advisory panel supports the company’s policy towards equality, diversity and inclusion. It also outlines Northern’s commitment to developing an inclusive working environment that is truly representative of the communities it serves.

At last year’s Manchester Good Employment Awards, Northern was highly commended for its commitment to equality, fair pay, and giving employees a say in how their workplace is run.

Earlier this year, Northern appointed an accessibility champion as Chair of its Independent User Group, and last year, Autistic data scientists advised Northern on the most fuel-efficient way to operate its fleet of diesel trains.

Around 15% of the UK population is neurodivergent, meaning their brain functions, learns and processes information differently to the other 85% of the country.

Our neurodivergent employee advisory panel has done a great job these past 12 months – identifying ways we can support that 15% as they look to develop their career within the rail industry.

There are some quick wins as well as some bold ambitions which I look forward to working with them on as we continue to attract the best and brightest into the sector.

Lisa Leighton, people director at Northern