Division of Occupational Psychology (DOP)

DOP Conference 2026 Keynote - Why Science Wins: Behavioural Science and OP in Action (Dr Kat Palaio)

DOP Conference 2026 Keynote - Negotiating the Space Where Science Meets Practice (Dr Jutta Tobia Mo)

DOP Conference 2026 Keynote - Reshaping Healthy Working Lives (Jo Yarker)

The report is designed to support CR and sustainability professionals and to promote the science and practice of OPs. The focus is therefore on sharing ideas and information of relevance to professionals in any sector, demonstrating the work that OPs do to enable organisations to develop.

By doing this we aim to help professionals identify priorities, establish common principles and approaches and identify opportunities for specific, crosscutting or systems-based solutions, based on the evidence base of behavioural research and insight.

• Download Engage and change: Occupational psychologist's role in facilitating corporate responsibility

Its aim is to provide an illustration of the important contribution that the field of work and organisational psychology can make to understanding and promoting green behaviour in the workplace.

This first introductory chapter outlines what is in the other chapters, reflecting on their key messages and summarising some of the issues which they individually and collectively raise.

The report contains a range of useful material for 'people specialists' in organisations, including a number of vignettes and case studies particularly aimed at practitioners, alongside the sorts of theoretical material and research results you would expect from the specialist area of occupational psychology which applies the science of psychology to the workplace.

• Download Going Green: The Psychology of Sustainability in the Workplace

That is, those who have dyslexia, dyspraxia, dyscalculia, ADD/ADHD and ASD. They are sometimes referred to as being neuro-diverse, but more commonly as having specific learning difficulties.

In recognition of the fact that the concern here is with the workplace rather than educational settings, and that most will have learned differently but effectively, the term 'performance difficulties' is used.

• Download Psychological assessment of adults with specific performance difficulties at work

Download Information sheets on health and well-being in the workplace

This document is a series of information sheets designed to provide an introduction to the area of health and well-being at work from the perspective of Occupational Psychology.

It is aimed initially at an Occupational Psychology audience as a means of orienting fellow professionals to this domain of practice and research. 

Download the White Paper – Psychological well-being at work

This White Paper is intended to provide a succinct and a perspective on the role of psychological well-being at work, including an indication of the costs/benefits of psychological well-being and guidance on how to improve psychological well-being at work. 

Good practice reflects a minimum acceptable standard of practice and is identified by 'shall' in the standard; best practice is an aspirational level of practice identified by 'should' in the standard.

• Download The Design and Delivery of Assessment Centres Standard
• Download Diseño y ejecución de los Centros de Evaluación - Spanish version

This interim position paper covers the use of diagnostic testing for dyslexia, developmental coordination disorder, dyscalculia, dysgraphia, non-verbal learning disabilities, processing speed/working memory deficit and applied (non-clinical) assessment of ADHD, during the Covid-19 lockdown.

Read the full paper on disability support assessments for adults during Covid-19 lockdown.

Those in training to become occupational psychologists, newly qualified occupational psychologists; Experienced occupational psychologists who are new to the topic of wellbeing.

Download the wellbeing at work guide for occupational psychology practitioners.

Society Members can access all our current and archived BPS Journals (plus 32 Wiley-Blackwell publications) for free via PsychSource, and are able to subscribe to hard copies of the Journals.

This position has been produced by the Neurodiversity and Employment Working Group of the Division of Occupational Psychology.

• Download Access to Work support for hidden disabilities position paper

The report also highlights suggested solutions by members to these challenges and concerns. It is the hope of this report that the presented findings will be used to develop key action points for each committee.

• Report for the BPS Division of Occupational Psychology Committee and Workforce Planning Standing Advisors Committee - May 2015

Editorial: Andrew Clements

Message from the DOP Chair: Janet Fraser

BPS Covid response – the role of the DOP: David Murphy

BPS Impact of the pandemic on psychologists' wellbeing working group: Adrian Neal

Leading in the NHS during the Covid-19 pandemic: A leader-member exchange perspective: Sandie Buchan

Frontline employees are ready to accept smart energy-saving technologies, especially when they are engaged at work and when they are concerned about climate change: Daniel Jolles, Dawn Holford, Marie Juanchich, Kathryn Buchanan & Beatrice Piccoli

Making diversity work: Transforming assessment and selection to hire for

culture add, not culture fit: Lukas Wallrich

Police contact management and resolution: A call for help: Noreen Tehrani

Addressing the 'Great Resignation': Exploring the potential role of bottom-up

approaches to job design in healthcare settings: Anthony Thompson & Ella Hatton

Obituary - Peter Saville 1946-2022: Rab MacIver

Aimed at recognising students who have demonstrated excellence in their studies.

It is anticipated that most nominations will be on the basis of a dissertation research project, but nominations could also be made on the basis of significant contributions to the student community, engagement with professional bodies, etc.

Submission criteria

Rigour

This criterion reflects the extent to which the work demonstrates high standards in occupational psychology. In practice or teaching this will reflect demonstrating evidence-based approaches to projects, systematic decisions to enhance outcomes, and (potentially) adjustments made to changing circumstances.

In research this will reflect methodological quality, including research design, data collection, and appropriate analysis. In broader contributions to the community, this will provide a critical discussion of the approach taken, and what steps were taken to perform the task well.

Impact

This criterion focuses on the outcomes of the work. Regardless of the candidate's background, areas to consider are:

• Knowledge (what of significance was learned?)
• Working lives (e.g. is wellbeing, performance, or career progression improved for individuals?)
• Organisational outcomes (e.g. productivity)
• Policy (e.g. has institutional – e.g. government – policy changed as a result of work, advice, etc. delivered by the candidate?)
• The profession (e.g. has occupational psychology been promoted with stakeholders?)
• Candidates may use multiple areas of impact but are encouraged to focus on those that they can demonstrate more clearly.

Ethics

This criterion reflects the demonstration of ethical standards and professional values, as set out in BPS guidance. Performance in this criterion is dependent on showing how issues were anticipated/ identified and managed, and how unanticipated ethical issues were identified. Nominations must discuss ethical challenges (including potential) and how these were managed. Stating that there were no ethical issues to be considered will attract a score of '0.'

Originality

This criterion reflects the extent to which the candidate has made a contribution to knowledge or practice. This might include producing new knowledge (e.g., in research), applying an established method to a new context, developing a new kind of intervention, etc. Candidates are encouraged to treat this criterion as flexible (it might apply to any aspect of the work) and to consider that all work is based on what has come before – and therefore originality is likely to be incremental.

How do I apply for an award?

Applications must be made online.

Submit an application

The deadline for applications is 16 October 2026.

This category is aimed at recognising those who are new to occupational psychology* (not necessarily early in the individual's career history).

This includes those who are engaged in doctoral level qualifications (such as a PhD or Stage 2) and those who are within five years of qualification (e.g. PhD or Chartership). 

An award may be made based on evidence from research, practice, teaching or policy impact, or a combination of two or more of these.

Submission criteria

Rigour

This criterion reflects the extent to which the work demonstrates high standards in occupational psychology. In practice or teaching this will reflect demonstrating evidence-based approaches to projects, systematic decisions to enhance outcomes, and (potentially) adjustments made to changing circumstances.

In research this will reflect methodological quality, including research design, data collection, and appropriate analysis. In broader contributions to the community, this will provide a critical discussion of the approach taken, and what steps were taken to perform the task well.

Impact

This criterion focuses on the outcomes of the work. Regardless of the candidate's background, areas to consider are:

• Knowledge (what of significance was learned?)
• Working lives (e.g. is wellbeing, performance, or career progression improved for individuals?)
• Organisational outcomes (e.g. productivity)
• Policy (e.g. has institutional – e.g. government – policy changed as a result of work, advice, etc. delivered by the candidate?)
• The profession (e.g. has occupational psychology been promoted with stakeholders?)
• Candidates may use multiple areas of impact but are encouraged to focus on those that they can demonstrate more clearly.

Ethics

This criterion reflects the demonstration of ethical standards and professional values, as set out in BPS guidance. Performance in this criterion is dependent on showing how issues were anticipated/ identified and managed, and how unanticipated ethical issues were identified. Nominations must discuss ethical challenges (including potential) and how these were managed. Stating that there were no ethical issues to be considered will attract a score of '0.'

Originality

This criterion reflects the extent to which the candidate has made a contribution to knowledge or practice. This might include producing new knowledge (e.g., in research), applying an established method to a new context, developing a new kind of intervention, etc. Candidates are encouraged to treat this criterion as flexible (it might apply to any aspect of the work) and to consider that all work is based on what has come before – and therefore originality is likely to be incremental.

How do I apply for an award?

Applications must be made online.

Submit an application

The deadline for applications is 16 October 2026.

This category is aimed at recognising those who are more established within their occupational psychology career, whether they are practitioners, academics, or a mix of the two.

The award in this category aims at recognising high level of quality in the services delivered, and/or the significant contribution made and the quality of the outputs achieved.

Submission criteria

Rigour

This criterion reflects the extent to which the work demonstrates high standards in occupational psychology. In practice or teaching this will reflect demonstrating evidence-based approaches to projects, systematic decisions to enhance outcomes, and (potentially) adjustments made to changing circumstances.

In research this will reflect methodological quality, including research design, data collection, and appropriate analysis. In broader contributions to the community, this will provide a critical discussion of the approach taken, and what steps were taken to perform the task well.

Impact

This criterion focuses on the outcomes of the work. Regardless of the candidate's background, areas to consider are:

• Knowledge (what of significance was learned?)
• Working lives (e.g. is wellbeing, performance, or career progression improved for individuals?)
• Organisational outcomes (e.g. productivity)
• Policy (e.g. has institutional – e.g. government – policy changed as a result of work, advice, etc. delivered by the candidate?)
• The profession (e.g. has occupational psychology been promoted with stakeholders?)
• Candidates may use multiple areas of impact but are encouraged to focus on those that they can demonstrate more clearly.

Ethics

This criterion reflects the demonstration of ethical standards and professional values, as set out in BPS guidance. Performance in this criterion is dependent on showing how issues were anticipated/ identified and managed, and how unanticipated ethical issues were identified. Nominations must discuss ethical challenges (including potential) and how these were managed. Stating that there were no ethical issues to be considered will attract a score of '0.'

Originality

This criterion reflects the extent to which the candidate has made a contribution to knowledge or practice. This might include producing new knowledge (e.g., in research), applying an established method to a new context, developing a new kind of intervention, etc. Candidates are encouraged to treat this criterion as flexible (it might apply to any aspect of the work) and to consider that all work is based on what has come before – and therefore originality is likely to be incremental.

How do I apply for an award?

Applications must be made online.

Submit an application

The deadline for applications is 16 October 2026.

This category is aimed at recognising those who have made a significant and sustained contribution, which goes beyond high standards of performance, and it is evidenced by the scale, depth and duration of the impact produced.

Submission criteria

Rigour

This criterion reflects the extent to which the work demonstrates high standards in occupational psychology. In practice or teaching this will reflect demonstrating evidence-based approaches to projects, systematic decisions to enhance outcomes, and (potentially) adjustments made to changing circumstances.

In research this will reflect methodological quality, including research design, data collection, and appropriate analysis. In broader contributions to the community, this will provide a critical discussion of the approach taken, and what steps were taken to perform the task well.

Impact

This criterion focuses on the outcomes of the work. Regardless of the candidate's background, areas to consider are:

• Knowledge (what of significance was learned?)
• Working lives (e.g. is wellbeing, performance, or career progression improved for individuals?)
• Organisational outcomes (e.g. productivity)
• Policy (e.g. has institutional – e.g. government – policy changed as a result of work, advice, etc. delivered by the candidate?)
• The profession (e.g. has occupational psychology been promoted with stakeholders?)
• Candidates may use multiple areas of impact but are encouraged to focus on those that they can demonstrate more clearly.

Ethics

This criterion reflects the demonstration of ethical standards and professional values, as set out in BPS guidance. Performance in this criterion is dependent on showing how issues were anticipated/ identified and managed, and how unanticipated ethical issues were identified. Nominations must discuss ethical challenges (including potential) and how these were managed. Stating that there were no ethical issues to be considered will attract a score of '0.'

Originality

This criterion reflects the extent to which the candidate has made a contribution to knowledge or practice. This might include producing new knowledge (e.g., in research), applying an established method to a new context, developing a new kind of intervention, etc. Candidates are encouraged to treat this criterion as flexible (it might apply to any aspect of the work) and to consider that all work is based on what has come before – and therefore originality is likely to be incremental.

How do I apply for an award?

Applications must be made online.

Submit an application

The deadline for applications is 16 October 2026.

The DOP is dedicated to promoting relevant, innovative and applied research in the field of occupational psychology.

A maximum of £2,500 can be awarded per successful applicant.

Criteria

• The applicant/s must be a full member of the DOP and must be a practising occupational/business psychologist.
• The applicant/s should be able to demonstrate competencies in an area of applied research through the research proposal.
• The research area identified must clearly relate sound psychological theory to a significant aspect of applied practice.
• The research proposal must demonstrate direct potential benefit to the members of the DOP in their work with organisations and individuals in the workplace.
• The research proposal must state explicitly the theoretical underpinnings of the work, the research questions and/or hypothesis under investigation and the methodology (including evaluation), with projected time-scale.
• The research proposal must state explicitly related ethical considerations and must state where ethical clearance for the project will be received from.
• In addition to research proposals that stand in their own right, consideration will also be given to proposals where a pilot piece of research would be DOP-sponsored but where there are indications of it leading to major research funding. Research that is a development of work undertaken as part of training would also be considered.
• The application should provide an outline of research work that enhances the development of professional practice.

Sponsorship

• Total sponsorship is set at a maximum of £2,500 per annum for 2025 – 2026, and this could be spread across one or more projects
• If you need financial support with your research, for example, software for data analysis, journal fees, conference costs, surveys etc, you can submit this as part of your budget with your application. The research grant will be paid once your submission has been approved by the committee 
• Money will be paid retrospectively on submission of receipts. Submissions for reimbursements must be made within 12 months
• A mid-project report must be submitted to DOP outlining progress so far, major milestones achieved and updated information on budget expenses
• A final report must be submitted to the DOP at the end of the project within one year following the completion of the project
• Any publication or conference presentation which arises out of this work should acknowledge the funding provided by the DOP

Application information

Applications should be organised into the following sections and submitted as one PDF file:

• Title Page: This page should include the title of the study; the principal investigator/co-principal investigator(s), their affiliation(s), and contact information (email addresses, phone numbers).
• Non-technical abstract (300 words): for the lay person outlining the aim of the research, proposed methodology, anticipated outcomes, and anticipated impact in the field of occupational psychology.
• Scientific Rationale for Proposal (1,000 words): Describe the main aims and research questions and/or hypotheses to be addressed, and the intended outcomes of the project.  Provide a short theoretical, empirical rationale for the proposed project. Describe the research design, participants, measures and/or variables, proposed data analyses and expected outcomes, etc. A clear justification needs to be provided about the proposed research design and methods to be used. A section outlining the key ethical considerations of the project should be included.
• Knowledge exchange (500 words): Describe any research activities (if applicable) that might bring together academics, users of research and wider groups and communities to exchange ideas, evidence and expertise.
• Sustainable development goals (500 words): Briefly describe which SDGs (if applicable) the research is aligned with.
• Impact (500 words): Specify possible short- and long-term impacts this research will have on occupational psychology research and practice.
• Management Plan (300 words): Provide a management plan with a timeline,  person(s) responsible for the activities, and key milestones for success in meeting project aims.
• CV: Brief curriculum vitae (up to 2 pages) for the principal investigator/co-investigator(s).
• Budget: Provide detailed estimates of funds and what they will be used for
• References: Include two references or letters of support.

How to apply

Applications must be submitted online.

The deadline for applications is 16 October 2026.

Submit an application

Next steps

We will be in touch within 4-6 weeks after the deadline to confirm the outcome.

Successful applicants will be asked to present their work at a DOP Conference and/or publish their work via OPO. 

Funding is not available for direct contribution to any course fees or for corporate bids.

• Excellence in Occupational Psychology - Student
  • Erno Berezvay
  • Rebeccas Somer
  • Nela Wiedermannova
  • Eugina Neri Mini
  • Evie McManus
• Excellence in Occupational Psychology - Early career
  • Jordan Buxton
• Outstanding contribution to occupational psychology
  • Professor Carl Macrae

• Excellence in Occupational Psychology - Student
  • Kara Daly
  • Agata Dobrosielska
• Excellence in Occupational Psychology - Early career
  • Jemma Pomfrey
• Excellence in occupational psychology - Experienced
  • Thomas Rhys Evans
• Outstanding contribution to occupational psychology (Team)
  • Jo Yarker & Rachel Lewis

• Excellence in Occupational Psychology Research Early Career (Head Judge – Dr Angela Carter)
  Winner: Dr Kevin Teoh
• Excellence in Occupational Psychology Practice (Head Judge – Amanda Potter)
  Winner: Dr Hazel McLaughlin & Helen Ives, Second prize Deborah Tom
• Excellence in Occupational Psychology Research (Head Judge – Professor Rob Briner)
  Winner: Rachel Lewis & Team (Christian Ferragamo, Jo Yarker, Kai Britt-Boschmann and Emma Donaldson-Feilder)
• Excellence in Occupational Psychology Policy Impact (Head Judge – Nick Pahl)
  Winner: Dr Ashley Weinberg
• Long-term Active Service Recognition (non-competitive)
  Karen Royle, Sharon De Mascia, Rob Goate and Carole Watling
• Lifetime Contribution to Occupational Psychology (Head Judge – Dr Pat Lindley) 
  Winner:  Shelly Rubinstein
• Excellence in Occupational Psychology Practice Team (Head Judge – Fiona Patterson)
  Winner: TMP Worldwide (Kate Bradley Team Lead – Dean Kempton, Rakhee Sudra, Kirsty Nolan and Susuana Laranjeiro)
• Student Prizes for Excellence in Occupational Psychology (Head Judge – Dr Richard Kwiatkowski) 
  No prize awarded for 2019
• Excellence in Occupational Psychology Practice Early Career (Head Judge – Angie Ingman)
  No nominations received for 2019

• Student Prizes for Excellence in Occupational Psychology (Head Judge – Dr Richard Kwiatkowski) 
  Winner: 1st place, Emily Kitson, 2nd place, Thomas Harding
• Excellence in Occupational Psychology Practice Early Career (Head Judge – Julie Freeborn)
  Winner: Hoda Hussein
• Excellence in Occupational Psychology Research Early Career (Head Judge – Dr Angela Carter)
  Winner: Dr Victoria Elsey
• Excellence in Occupational Psychology Practice (Head Judge – Binna Kandola)
  Winner: Sophie Seex
  Shortlisted - Gail Steptoe-Warren, Professor Fiona Patterson
• Excellence in Occupational Psychology Research (Head Judge – Professor Rob Briner)
  Winner: Dr Claire Hardy
• Excellence in Occupational Psychology Policy Impact (Head Judge – Nick Pahl)
  Winner: Dr Nancy Doyle
• Long-term Active Service (Head Judge – Nicola Gale)
  Winner: Kisane Prutton
• Lifetime Contribution to Occupational Psychology (Head Judge – Dr Pat Lindley)
  Winner:  Dr Angela Carter

Academic Contribution to Practice: Jonathan Passmore

Lifetime Achievement Award: No award

Practitioner of the Year Award: Antonia Dietmann

Student Prizes for Excellence: Charlotte Hermans

Volunteer of the Year Award: No award

Academic Contribution to Practice

2016: Dr Rachel Travers

2015: Professor David Guest

2014: Professor Rob Briner

2013: Professor Fiona Patterson

2011: Adrian Furnham

Lifetime achievement award

2016: Professor Victor Dulowicz

2015: Dr David Bartram

2014: Chris Lewis

2013: Professor Clive Fletcher

2012: Pat Lindley

2011: John Toplis

Practitioner of the year award

2016: Dr Balissa Greene

2015: Hannah Markson (nee Walker)

2014: Kate Firth

2013: Emma Donaldson-Feilder & Rachel Lewis

2012: Kate Bonsall-Clarke

2011: Laura Empey

2010: Ingrid Covington

2008: Rachel Tate

Recognition of Excellence Award

2013: Nancy Dyle

2011: Vicki Ashworth

Student Prizes for Excellence

2016: Kathryn Pimblett / Nicola Paget / Rachel Driver

2015: Emma Donaldson-Fielder / Julie Jebson / Rachel Lewis

Volunteer of the Year Award

2016: Dr Almuth McDowell / Dr Gail Kinman / Jonathan Cox

2015: Dr Almuth McDowell

2013: Emma Donaldson-Fielder

At MindGym, Liza leads strategic client engagements and oversees the development of diagnostics, behavioural science products and AI-enabled learning solutions. She has worked with organisations across financial services, healthcare, technology, manufacturing and the public sector, helping leaders translate psychological science into practical organisational change. 

Liza holds a Doctorate in Occupational and Business Psychology, with research exploring mobility and bias in sector switching. She is passionate about strengthening the connection between science and practice, advancing professional standards, and supporting the next generation of occupational psychologists. 

Sonia is currently the Director of People and Culture for West Yorkshire Fire and Rescue Service.

She is a chartered psychologist/associate fellow of the BPS and chartered fellow of the CIPD with a strong track record of leadership and delivery. Sonia worked in the Civil Service for 25 years, most recently as Director of Government Skills in the Cabinet Office. Here she delivered a radical vision and case for change for the prestigious Civil Service Fast Stream and led the development of the Civil Service 2022-2025 Apprenticeship Strategy. She provided strategic leadership and management of training across the Civil Service, including leading the Curriculum and Campus for Government skills to provide a clear, coherent learning and development offer for all Civil Servants.

Sonia served as Government Head of Profession for Occupational Psychology for six years. In the role she drove forward the strategic agenda to ensure occupational psychology was thriving and impacting all corners of the Civil Service.

In her earlier career Sonia worked on cross-cutting organisational initiatives at the Ministry of Justice and HM Inspectorate of Prisons, applying psychology positively to influence cultural change and the experience of work. She led on specialist recruitment, filling the most specialist/niche roles across the Civil Service and subsequently led the creation of the Government Recruitment Service.

Sonia is a DOP Leadership Development Programme alumnus with a history of actively volunteering in several DOP roles. She is passionate about the DOP member value proposition and wants to make a difference now and for the future generations to come.

Tim is a Chartered Psychologist, Registered Occupational Psychologist and Chartered Fellow of the CIPD specialising in organisation design, organisation effectiveness and change. Tim has a broad background across most aspects of the HR field and a diverse industry experience including Retail, Higher Education, Professional Services, FMCG and Airlines. 

He holds an academic role as joint programme director for Part 1 of the Professional Doctorate in Occupational Psychology at Birkbeck, University of London. He also works as a practitioner running his own consultancy business – 'organisationbydesign' - focused on organisation design and organisation change.

Tim holds a Doctorate and an MSc in Occupational Psychology from Birkbeck, University of London and a BSc (Hons) in Experimental Psychology from the University of Sussex. His interest is in how work psychology can positively impact organisations and how work psychology can be accessible to all.

Ian is director of High Potential Psychology, founded in 2014 to conduct psychological research and develop workplace psychometric assessments, test developed by Ian have been completed over one million times.

Ian is an award-winning author of books on workplace psychology and technology, including High Potential, Motivation and Performance, Dark Social, Myths of Social Media, Myths of Work and Web of Value, and have been published in a dozen languages.

Jenny is a Chartered Psychologist and supervisor, a HCPC Registered Occupational Psychologist, and an ABP Certified Principal Business Psychologist.

She started her career in the energy sector where she held a range of HR and business roles. This experience of the complexities and commercial realities of organisations is always present in her work, which focuses on delivering the overall goals of the organisation in an effective and pragmatic manner.

With more than 10 years' experience as a freelance psychologist working in consultancy, she has supported organisations all over the world to identify and develop their top talent, build strong and effective teams, and unlock leadership potential.

She is passionate about culture and leadership development, with a particular interest in helping individuals transition from technical roles to leadership. With experience spanning private, public and not-for-profit sectors, she enjoys working collaboratively to create engaging solutions that deliver real-world impact.

Jenny is committed to promoting community within the DOP and bringing members together to share knowledge, research and best practice. She is particularly interested in supporting events that encourage connection, contribution and the exchange of ideas, and in creating space for members to contribute and get involved.

She particularly enjoys working at the intersection of research and practice, using behavioural science to solve complex workplace challenges, influence organisational strategy, and create measurable impact for both people and organisations.

Bobbie is passionate about advancing the application of occupational psychology in the workplace and believes that every individual should have the opportunity to realise their potential.

Her work is driven by a commitment to evidence-based practice, continuous learning, and creating positive, lasting change.

His research focuses on digital workplaces, examining the impact of work-related digital technologies on individuals and how people shape the successful implementation of these technologies within organisations. He is interested in a wide range of digital systems, including computer-based platforms, ubiquitous technologies (e.g. mobile devices and tablets), and emerging tools such as AI, augmented and virtual reality.

Alongside his academic career, he has extensive applied experience as a performance psychologist, working with athletes, teams, and organisations to enhance both performance and wellbeing. His work integrates scientific evidence with practical application across organisational and high-performance contexts.

Dr Soares is a Chartered Psychologist (CPsychol) with the British Psychological Society, a HCPC-registered Occupational Psychologist, and a Fellow of the Higher Education Academy (FHEA). He is committed to advancing psychological literacy and promoting evidence-based practice across education, sport, and organisational settings.

Clare is also an accredited EMCC Senior Practitioner, holds an ILM7 certificate in Executive Coaching and Mentoring, and a Professional Certificate of Advanced Study in Coaching Supervision. She is an EMCC-accredited coach supervisor and is on the BPS Register of Applied Psychology Practice Supervisors.

Clare is also an Academic Fellow at Birkbeck, University of London.

Her research area includes mid and later life career, and her book titled 'Supporting Midlife Career Transitions through Coaching: A Psychological Guide' based on her practice and doctorate studies is published in 2026 (Routledge).

She also has co-authored a book based on the consultancy cycle titled 'Applying Psychology to Consulting: From Theory to Practice" (Routledge, 2026).

She is also involved with the Scottish Policy Group and BPS Policy Branch.

In addition to her work as a psychologist, she also chairs the board of a local community poverty charity.

This broad range of experience has given her a unique insight into the challenges organisations face in building diverse and inclusive workplaces.

Rob has deep experience in inclusive assessment design and delivery, along with particular expertise in the application of psychometrics to selection and development. He is passionate about fairness in assessment and helping people to fulfil their potential. 

As a committee member Rob is keen to help maintain the prestige of achieving Chartered Status with the BPS and ensuring occupational psychology makes a  positive contribution to the world of work and society at large. He is looking forward to helping to develop the Division of Occupational Psychology membership value proposition. 

Rebecca is a Registered Occupational Psychologist specialising in career and professional development.

She is a Chartered Psychologist and Associate Fellow of the BPS and Senior Fellow of the Higher Education Academy.

Rebecca has extensive experience working in senior roles within L&D, organisational development, employability and careers guidance.

Currently managing Higher Education careers services across Ireland, Scotland and Wales, she seeks to apply evidence-based practice to facilitate career development and enhance people's experiences in the workplace.

She's passionate about creating practical, evidence-based solutions that support wellbeing and meaningful change.