The Division of Occupational Psychology has several groups that look after specific areas of interest.
Assessment StandardsShow content
The Assessment Standards Group was set up to promote standards of practice, which are both ethical and evidence based.
While there is much good practice in the area, there are also many employers and providers whose practice is not up to standard with a resulting loss of benefit from the exercise and potential detriment to participants.
A clear set of standards would promote better practice by facilitating the evaluation of current practice, providing leverage for those who have to argue for the resources needed to carry out a centre effectively and underpinning training and performance management of assessment centre practitioners.
The DOP already produces best practice guidelines for Assessment Centres and the committee has used these a basis for more detailed standards taking into account the latest findings in the literature as well as accumulated practical experience of the group.
The new standards are compliant with the more general ISO 10667 standards on assessment. They have also been informed by a survey of practice identifying areas where current practice is most frequently deficient.
- Download The Design and Development of Assessment Centres
- Download Diseño y ejecución de los Centros de Evaluación - Spanish version
- Helen Baron
- Max Choi
- Alan Bourne
- Amelia Hughes
- Charles Eyre
- Chris Dewberry
- Claudia Nuttgens
- Dave Bartram
- Derek Wilkie
- Jo Silvester
- John Toplis
- Nigel Evans
- Nigel Povah
- Patricia Lindley
Awards and RecognitionShow content
The DOP Awards and Recognition Group organises a ceremony that is a key part of our year. The Awards Ceremony recognises the achievements of our colleagues and promote the work that we do within the field of occupational psychology. It is a great opportunity to honour our members and something we committed to doing as a Division.
- Sonia Pawson
- Hannah Azizollah
Board EffectivenessShow content
The Board Effectiveness group promotes greater understanding and awareness of the psychological evidence as it applies to organisation’s boards and their effectiveness. Our goal is to influence and inform stakeholders, thus increasing the application of psychological insights at the C Suite.
We seek to extend awareness from a simple gender divide in the board room, to instead to examining both under representation both minority group members and women on boards, but also how to develop better skills and competences required by directors.
We aim to influence policymakers and practitioners and to provide education, best practice and evidence-based information around responsible governance.
Our focus is on the UK and Internationally, and we want to highlight the factors that lend towards dysfunctional Boards as well as the factors that make for success.
- Alan Gilbert
- Alison Legood
- Debra Mulholland
- Hazel Mclaughlin
- Joanne Wilde
- Marianna Sidiropoulou
- Ruth Sealey
Communications StrategyShow content
The Communications Strategy Group leads and supports the Division's communication activities.
Our current activities include:
- Member communications, facilitating a two-way communication between our members and our volunteers; our members' email updates; membership surveys; online forums.
- Promoting our profession, promotional material for Occupational Psychology and the DOP; representing the Division at events and trade fairs; offering speakers for events.
- Press and public relations, working with the Society's Press Office to respond to issues in the media; DOP Conference press releases; general press releases; media training.
- Student outreach, promoting Occupational Psychology as a career to students.
- Volunteer support, supporting our committees and working groups in their communication and promotion activities.
- Joanna Cook
- Carole Watling
- Elizabeth Adams
- Liane Abrams
- Oliver Ballard
- Rachel Smallwood
- Robert Goate
- Sam Evans
Diversity and Inclusion at WorkShow content
The Diversity and Inclusion at Work Group promotes the use of evidence to develop links between academic researchers and practitioners in diversity management.
We will do this by exploring the best academic research evidence available for understanding work and career experiences relating to diversity and inclusion and communicating this to diverse individuals, managers, HR and diversity professionals.
We will review and develop resources to support this application of psychology to the workplace.
We aim to ensure that the consultancy, advice, development and training in the use of research and evidence that we offer is consistently informed by the psychology underpinning work and career experiences related to diversity and inclusion in the UK.
In the long term, our goal is to be recognised as a Centre of Excellence on the application of psychology for understanding work and career experiences relating to diversity and inclusion at work in the UK.
- Articulate a valid and credible message to our audience to facilitate their understanding of the way ethnicity impacts on work and career experiences in the UK.
- Encourage research into ethnicity at work.
- Identify scientific psychological knowledge in the area of ethnic diversity in work and career experiences.
- To promote diversity in the Division of Occupational Psychology
- Transfer knowledge into practice in a valid and accessible form. Provide tools and resources to advance/support practice in this area.
- Doyin Atewologun
- Tinu Cornish
- Ayiesha Russell
- Etlyn Kenny
- Indrani Choudhury
- Philip Wilson
- Rob Briner
- Thomas Calvard
Going GreenShow content
The group aims to raise awareness of the role of occupational psychology (and psychology) in pro-environmental behaviour in the workplace – the relationship between science and practice.
When an organisation decides to adopt environmental sustainability as a goal, it commits to long term actions in a range of areas that lead to reductions in emissions of carbon and other key pollutants.
This involves the development of Corporate Responsibility activities related to environmental issues.
Occupational psychologists are experts in the key areas of employee motivation and behaviour change through effective communication and training in the following areas:
- Designing tasks in an environmentally sustainable way
- Designing work stations, systems and conduct environmental impact and risk assessments
- Developing policies and procedures that lead to carbon reduction
- Engaging employees and giving them a voice in producing green polices and their implementation
- Engaging employees in Corporate Responsibility activities
- Motivating employees to implement green polices such as waste management and travel plans
- Setting organisational and personal objectives for carbon reduction
- Training managers and staff in green actions relating to energy use, waste management, reducing or eliminating pollution (water, air and noise)
- Using effective change management principles
Download Guidelines on
- Going Green: The Psychology of Sustainability in the Workplace
- Engage and change: Occupational psychologists’ role in facilitating corporate responsibility
Social Media Links
- Twitter: @DOPGoingGreen
- LinkedIn: DOP Going Green Working Group
- Facebook: DOP Going Green Working Group
- YouTube: DOP Going Green
- Jan Maskell
- Danette O'Hara
- Louise Thompson
- Kiran Kaur
As organisations develop in the context of a global economy, Occupational Psychologists increasingly operate on an international level.
- enhance the standing of UK occupational psychology around the world
- establish and maintain links with relevant bodies and individuals in other countries
- facilitate and encourage cross-collaboration and information exchange among academics and practitioners
- provide the Division’s interface with other relevant professional groups - nationally and internationally
- support the development of Occupational Psychology around the world
We believe that the DOP needs to address members' needs in the international context to remain competitive.
- Ritsa Fotinatos
- Christina Monti
- Doyin Atewologun
- Helen Baron
- Kit Lam
- Maddy Wyatt
- Ros Searle
- Tim Gore
Neurodiversity and EmploymentShow content
Aims & Objectives:
The objectives of the group are as follows:-
- To influence organisations, employers, regulatory bodies and government in relation to neurodiversity and employment issues (Influence)
- To produce guidance to raise professional practice standards for those who provide services for neurodiverse individuals (Competence)
- To promote awareness of neurodiversity within Occupational Psychology and more broadly to employers / Human Resources (Visibility)
- To promote research in neurodiversity to provide an evidence base for practice (Science)
- To provide careers guidance for Psychologists working in neurodiversity in employment settings (Employability)
There are an estimated 1 in 5 adults of working age who are disabled and they are more likely to unemployed or underemployed. We are focused on support for those with neurodiversity, for example dyslexia, dyspraxia, dyscalculia, ADD/ADHD and autism, Other conditions with a cognitive impact are also relevant.
We would like to support a community of Occupational Psychologists working in this area. The group have a LinkedIn group and would welcome discussion, research, news and ideas.
- DOP LinkedIn Group Page
We have also run a number of events and you can keep up to date with upcoming events on the LinkedIn Group and on the DOP Events page.
We run two forums each year in March and September, and these include speakers, discussions and updates on the group’s activities. We would warmly welcome you to come and contribute your thoughts and ideas.
Achievements and updates:
You can find information about our achievements and updated reports on our LinkedIn page which is publicly available to all.
The group has produced guidelines and careers advice.
You can also find information about neurodiversity in Chapter 2 of the Society-produced report:
The Neurodiversity and Employment group supports a fair and transparent Division of Occupational Psychology which is open to opportunity for all. Committee members each have a three year term. Following this, positions are advertised and statements of interest are discussed with the committee in relation to the current needs of the group. Each statement is anonymised to reduce bias.
- Belinda Medhurst
- Gurleen Manku
- Hoda Hussein
- Julie Freeborn
- Nancy Doyle
- Nicola James
- Nina Parson
- Max Chamberlain
- Sarah Brooks
- Sharon Beattie
Committee Meeting Dates
Wednesday 24 April 2019, 16:00 Tuesday 21 May 2019, 09:30 Monday 22 July 2019, 16:00 Monday 9 September 2019, 09:30 Thursday 10 October 2019, 17:00 Thursday 12 December 2019, 09:30
Professional Development and NetworkingShow content
The DOP is enhancing the range and quality of the networking and professional development opportunities available to our members.
To achieve this we have merged the current Learning a Living (LaL) and Networking and Professional Development (NPD) working groups.
This new sub-committee is responsible in partnership with the BPS Professional Development Centre (PDC) for supporting members’ CPD and organising events and activities to meet your professional development needs.
Areas the group are pursuing are:
- Advocating, promoting and encouraging an ethos and understanding of CPD among the DOP membership.
- Making available information, advice, tools, techniques, systems and strategies to assist DOP members in managing their professional development.
- Developing systems, processes and services to help members reflect on their learning and evidence their CPD for regulatory purposes.
How can we help you?
We are keen to hear from members and prospective members of the DOP about the kinds of Continuing Professional Development that you would find most useful. You can reach us by email or via the form/survey linked below.
The suggestions we’ve received so far include:
- soft skills and client relationship management,
- occupational psychology perspectives on leadership,
- networking and mentoring for early-career occupational psychologists,
- impact of digital technology on workplaces, relationships and power
- greater accessibility of CPD through regional and online events.
What are your priorities, and how would you like to access them? Can you help us by adding your thoughts to these suggestions above and/or offering your own ideas?
Currently (Spring 2019) we are exploring events on:
- mentoring for black and minority ethnic occupational psychologists
- [+ others]
Psychology of Health and WellbeingShow content
We believe that psychological health and wellbeing at work is currently one of the most important issues for Occupational Psychologists (OPs).
For much of the history of OP, we have focused attention on factors related to the performance and efficiency of people at work. Some attention has been given to stress and factors that damage well-being but little effort has been focused on positive wellbeing.
Yet we know from the available research that well-being and high performance are not incompatible - in fact they are directly positively related.
Our aim is to raise awareness of the role that Occupational Psychologists play and the contribution that they can make to health and wellbeing (H&WB) at work. To achieve this overall aim we:
- identify and make accessible health and well-being support/expertise
- learn and share knowledge
- network, and establish a health and well-being community
- promote our work to Occupational Psychologists, the wider psychologist community and external audiences
Download Guidelines on
- Information sheets on health and well-being in the workplace
- White Paper – Psychological well-being at work
- Karen Royle
- Sharon De Mascia
- Bridget Juniper
- Carly Telford
- Carole Watling
- Dayle Johnson
- Kevin Daniels
- Sarah Lloyd
- Sheena Johnson
- Timothy March
Science and Practice StrategyShow content
The Science and Practice Strategy Group coordinates and supports the activities of eight of the Division’s working groups. Its main objectives are to ensure that DOP’s Science and Practice activities align to the BPS and DOP’s Strategic Objectives and thereby offer clear member benefits.
This includes building bridges across working group activities, and assisting to coordinate DOP conference presence.
The Working Groups are:
- Assessment Centre Standards
- Board Effectiveness
- Diversity & Inclusion at Work
- Going Green
- Neuro-diversity & Employment
- Psychology of Health & Wellbeing
- Youth Employment
- Work-Life Balance
Work-Life BalanceShow content
It is the group’s mission to ensure that evidence-based research and strategies for successfully managing the work/non-work interface in a healthy and sustainable manner are promoted widely for the benefit of individuals, organisations and wider society.
The group has produced three fact sheets, download
- Almuth McDowall
- Gail Kinman
- Alexandra Beauregard
- Anna Melle
- Christine Grant
- Rebecca Jones
- Siobhan Wray
- Stephen Wood
- Sue Lewis
- Svenja Schlachter
- Roxane Gervais
Postgraduate Network Organiser:
Youth EmploymentShow content
The purpose of this group is to bring together expertise from within the DOP membership to ensure that occupational psychology (OP) as a profession makes distinct contribution to issues relating to youth employment and engagement in work, specifically:
- helping young people on their career journey into Occupational Psychology
- helping young people make the best of their skills and to maximise the opportunities available to them
- influencing organisations to employ young people and appreciate their contribution
- influencing policy relating to how young people transition from education to employment and are supported in work
A the recent 2019 DOP Conference the Youth Employment Working Group held a session on 'Young People are entitled, narcissistic, self-interested, unfocused and lazy'.
- Emma Parry
- Alanna Harrington
- Ali Shalfrooshan
- Beth McManus
- Daniel Oliver
- Francesca Fisher
- Martyn Clews
- Samantha Stone