Venson Automotive Solutions’ latest white paper highlights the importance of supporting neurodivergent drivers by delivering adapted, neuroinclusive training.
According to the second part of the report, titled ‘Neurodiversity behind the Wheel – Driving Change’, one in five people who drive for a living are neurodivergent.
Common experiences among neurodivergent workers can include challenges with memory, concentration, organisation and time management, as well as different responses to sensory elements.
The research highlights the importance of finding the most effective way to train and complete vehicle handovers for those 20% of drivers to optimise safety and mitigate work-related road risk.
It suggests that basic management training can support managers in better understanding neurodiversity, with the report providing best practice tips, case studies, and action plans to promote the uptake of neuroinclusive practices in fleet management.
As part of the action plan, it proposes that one-size-fits-all driver training should not be applied for trainees – the approach should be adapted by trainers based on the needs of each individual. The value of pictures, infographics and videos for visually oriented learners is emphasised, while encouraging that language should remain ‘clear, jargon-free and easy for anyone to understand’.
To achieve good quality vehicle handovers, it is also advised that professionals work with dealers signed up to the Association of Fleet Professionals (AFP) Dealer Standard.
Samantha Roff, Managing Director for Venson Automotive Solutions, said: ‘We hope that our whitepaper goes some way to reassuring fleet operators hesitant of addressing neurodivergence that, although hard work is involved, maximising opportunities for all drivers using a vehicle for company business does not have to be complicated.
‘The techniques, examples and opportunities detailed in our second white paper strengthen the case for adaptability, flexibility and straightforward initiatives that would benefit any driver, neurodivergent or neurotypical.’
She adds that organisations that account for the needs of a neurodiverse workforce ‘will have access to a wider talent pool’ and be better equipped to manage the recruitment, retention and productivity issues facing the fleet sector, therefore delivering positive outcomes across the business.
Photo: © Halfpoint / Shutterstock.com.
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