NEURODIVERSITY AT ARL

ARL recognises the importance of a diverse and inclusive workplace. The EDI steering group is playing an integral part in creating a culture in which everyone feels welcome. Recently they marked Neurodiversity Celebration Week by educating colleagues on the different neurodiverse conditions, such as dyscalculia, DCD, ADHD and autism.

This week, the government launched The Buckland Review of Autism Employment which aims to help boost employment prospects of autistic people and when published, will provide employers like ARL with further recommendations on adjustments and initiatives that will not only benefit autistic people, but also people with other neurodevelopmental conditions.

This important review will consider how employers identify and better support autistic employees already in their workforce; what more could be done to prepare autistic people effectively for beginning or returning to a career; and working practices or initiatives to reduce stigma and improve the productivity of autistic employees.

ARL has already made great strides in its approach to creating a more inclusive work environment for people who are neurodivergent. For example, guided by the Equality Act, occupational health has been implemented to support understanding reasonable adjustments.

However, there is recognition that more can be done in recruitment and retention. Only six out of more than 1200 employees state they have a disability. We need accurate data to report correctly and access disability within the business. The EDI steering group encourages people to look for ways to promote positive change; after all, everyone has a part to play in creating an inclusive environment.  

Recently, the Train Planning Team enjoyed hosting Jake Latchford for two weeks of work experience. He left not only with some valuable work experience under his belt, but also with a one-page reference to equip him further in pursuing future employment.

We asked Jake a few questions about his experience.

Can you share your experience of trying to secure work experience/work to date? I left college last summer with an HND (level 5) in Digital Technologies. I haven't been able to secure employment to date. It has been really challenging as I feel people look at your autism and not your skills as a person. I am grateful to have been given a chance to work experience at ARL.

What were your limitations? I don't have any limitations. Just like any non-autistic person, I have different strengths and weaknesses. My strengths are my logical way of thinking and my good memory for fine detail.

How did you find out about the opportunity at ARL? My Dad is a Watford Driver. Matt Pocock had a lift in his cab, and they talked about our family. My Dad explained to Matt about me and after discussing it with his team, he wanted to give me the chance of work experience in the Planning Department.

What was your experience like at ARL? I found working with ARL very interesting. The staff were very welcoming and kind, and I felt included in the team.

What did you do and how will this experience help you going forward? I learnt how to make train timetable planning and time management rules with the drivers and also did some route learning. I travelled into Southwark each day from Leighton Buzzard. I also learnt valuable office social skills.

What would you like to see happen to help others to get the opportunity you had? I would like to see more employers give autistic people like me a chance to have work experience and then see for themselves how we really are.

Would you recommend ARL to anyone to gain a similar experience? Yes, I recommend people to gain a similar experience. It has given me much more confidence in myself and made me realise what I can achieve.

If you have suggestions of how ARL can implement changes to become more inclusive, please share with the EDI steering group TalkDandI@arrivarl.co.uk