Impact case study database

Research led to multiple levels of direct and indirect/hidden impacts across the UK transport industry (employs circa 250,000) and beyond. The impact relates to improved and increased prevalence of awareness raising, individual advocacy, policy development and line manager training on a sectoral scale [5.1, 5.2, 5.3, 5.6, 5.7, 5.8, 5.9] Substantially, the novelty of the research/neurodiversity work of the TSSA [3.5] filled gaps in HR practitioner knowledge via ACAS (Advisory, Conciliation and Arbitration Service) [5.4]. The research inspired a national trade union conference motion circa 2015, leading to neurodiversity work conducted by National Education Union, GMB, Unite, Unison, National Union of Rail, Maritime and Transport Workers, Communication Workers Union, Public and Commercial Services Union, Chartered Society of Physiotherapists) [5.2]. Most notable is NASUWT (National Association of Schoolmasters Union of Women Teachers) scaled up replication of the TSSA’s neurodiversity project (circa 315,000 membership compared to 20,000 TSSA membership) [5.1, 5.3]. The research also influenced associations set up to support autistic police employees (National Police Autism Association) [5.5]. Details of impact are unpacked below based on key facets of impact and further detailed in corroborating evidence noted in Section 5.

Building awareness

The research led to the TSSA’s most successful campaign in 20 years [5.1] and was central to awareness raising for TSSA, NASUWT and other trade unions. The research launched at two high-profile events – House of Commons (3/12/2012) and Trades Union Congress Conference (10/9/2013). 1000 physical copies of article 1 distributed in the UK transport industry to reps, employees, HR managers. (research available on TSSA website). TSSA seen as source of expertise on neurodiversity due to research [5.1]. In 2015 Unite raised a disability conference motion on awareness raising/promoting role of equality reps in such processes (21-22/5/2015) [5.2]. The research informed ACAS’s generic guidance on neurodiversity in 2016 [5.4], leading to 18,000 downloads of advice in three months following launch. Equality reps trained by TSSA built ‘ground-level acceptance’ of neurodiversity in numerous other ways, e.g., ‘lunch and learn’ sessions, stalls, screening for dyslexia, information sessions [5.1, 5.7], with reps learning more about their own neurodiversity through such methods [5.7, 5.8].

Advocacy and representation

Building on the research findings, TSSA trained 50 specialist reps [5.1]. The reps work for major transport organisations, e.g., Network Rail, Amey, Northern Rail and Transport for London (TfL). Indirectly, the research is linked to training over 200 NASWUT equality reps on neurodiversity since 2016 [5.3]. Further substantial levels of rep training, indirectly inspired by the joint work with TSSA, has been conducted by Public & Commercial Services Union [5.2]. Drawing specifically on this research, TSSA has been able ‘to represent people effectively in performance, disciplinary, and discrimination issues’ [5.1]. The research has helped reps secure adjustments for members, ensured transport organisations are inclusive of neurodiverse employees, and led to successes in employment tribunals related to neurodiversity issues [5.1]. A TSSA equality rep, acting in a broader capacity, has used specialised training to influence police employers in better supporting and protecting neurodiverse employees [5.5].

Policy development and bargaining

According to article 5, the TSSA used the research to build a bargaining programme to fully realise the Neurodiversity Project [5.6] and in doing so change policies on neurodiversity across the transport industry. TSSA, through equality reps, helped amend ‘company performance criteria’ for neurodiverse employees [5.1]. Further, specialist equality reps have been used to ‘…bargain and negotiate policies and practices related to neurodiversity…’ at Network Rail [5.9]. For example, such rep expertise has fed into Network Rail’s ‘Everyone Matters’ policy [5.7], a policy that sets targets on key areas of diversity and inclusion, including neurodiversity. In the report [5.10], there is a pledge to work with trade unions on neurodiversity (p. 25), including a plan to train all line managers in neurodiversity. An indirect consequence of research has been the TSSA amending its own HR policies and practice to better support neurodiverse employees [5.1].

Line manager training

Part two of the research directly informed line manager training [3.2] TSSA is unique as no other trade union fulfils such a key/extended role. Such training influences policy development, boosting TSSA interactions with transport organisations regarding processes and procedures [5.1]. The subsequent training has been used by transport organisations, e.g., Network Rail, Eurostar, Virgin Trains, TfL. A line manager quote reveals the impact of training: ‘It’s brought a new awareness of how I line-manage. For example I changed how I delivered information and spent more time coaching and developing the ND person. Who then went on to a promotion and is doing well for the business’ [3.2].