Getting Britain Working

As an occupational psychologist, I've spent countless hours helping organisations build better workplaces – places where people thrive, not just survive. It's work I'm deeply passionate about, and I couldn't help but feel a flicker of optimism when I read the government's Get Britain Working white paper. 

After all, improving employment opportunities and reducing economic inactivity is a goal we can all rally behind. But as I delved deeper into the proposals, I couldn't shake the sense that something critical was missing: the voice of occupational psychology.

The white paper outlines ambitious plans to establish trailblazer areas that integrate health, employment, and skills services. It promises initiatives like the Connect to Work programme, aimed at matching individuals with disabilities or health conditions to job opportunities, and the Youth Guarantee, designed to support young people into employment or training. These are commendable goals, but as a psychologist, I see an opportunity to infuse these initiatives with the science of human behaviour to ensure that they truly succeed.

Science with a human touch

Occupational psychologists don't just study how people work; we study why they work (or don't), what motivates them, what holds them back, and how workplaces can adapt to support them.

Take, for example, the plan to integrate health, employment, and skills services. On paper, it's a logical solution to a complex problem. But without psychological insights, we risk designing interventions that look great in policy documents but falter in practice. 

Economic inactivity due to ill health isn't just about physical conditions; it's about fear, stigma, and often deeply ingrained beliefs about one's capabilities. Addressing these requires more than coordinated services; it requires interventions rooted in behavioural science – for example, coaching that builds self-efficacy, workplaces designed with psychological safety in mind, and leaders trained to foster inclusive cultures.

Youth at the crossroads

Similarly, the Youth Guarantee trailblazer areas are an exciting initiative with immense potential. But young people today face a labyrinth of challenges: shifting job markets, the pressure to find 'the right path,' and often a lack of clear, personalised guidance. Evidence-based career guidance practices – like strength-based assessments or motivational interviewing can help young people align their strengths and interests with meaningful opportunities. 

Real-world exposure through job shadowing, skills boot camps, and internships could make these pathways not just theoretical but tangible. Self-determination theory provides a framework for fostering autonomy, competence, and relatedness, which are critical for young people navigating career decisions.

The importance of individualised support

Perhaps the most striking example is the Connect to Work programme. The white paper rightly emphasises tailoring delivery to local needs, but we must go further. Occupational psychology teaches us that effective job matching isn't just about matching skills to vacancies; it's about considering psychological fit, individual aspirations, and the nuances of workplace culture. 

And once individuals are placed, the work doesn't stop. Employers need to create supportive, inclusive environments – not just to help new hires succeed, but to help them thrive. The Job Demands-Resources (JD-R) model (Demerouti et al., 2001) highlights the importance of balancing job demands with resources to foster engagement and reduce burnout, which is especially relevant when supporting individuals with disabilities or health conditions.

A humble call to action

This isn't about claiming that psychologists have all the answers – far from it. It's about offering a perspective that's grounded in science and centred on people. We're all working toward the same goal: a healthier, more productive workforce and a stronger economy. But to get there, we need to embrace approaches that are as diverse and nuanced as the people they aim to serve.

So, here's my invitation to policymakers: Let's talk. Let's work together to bring the science of occupational psychology into these trailblazing initiatives. Because if we want to get Britain working, we can't paint everyone with the same brush. We need interventions that are human-centred, evidence-based, and – above all – effective.

And to my fellow occupational psychologists, let's make our voices heard. As Chair of the Division of Occupational Psychology, I am asked to be involved in BPS responses to Government White Papers, and look forward to hearing from members, to feed into that process. This is our moment to show how our science can make a difference – not just in boardrooms and offices, but in policies that shape the future of work in this country. Let's seize it.

Dr Liza Walter-Nelson
Solutions Director

See also our Occupational Psychology Collection.