Birkbeck has a long and proud history of pioneering activities applying the science of psychology to the world of work. Birkbeck’s MSc programme was the first of its kind in the UK, and in fact coined the term ‘occupational psychology’. We remain the only dedicated work psychology department in the UK. Other countries use ‘organizational psychology’ (reflected in the current name for our department), ‘industrial and organizational psychology’, or simply ‘work psychology’. But regardless of the exact words, we all have a common aim, which is to apply our expertise to work activities.
The profession of psychology has seen several changes in the UK, not least that several titles have been protected by law for some years, including educational, counselling, clinical, sports and also,of course, occupational psychology. The intention is to provide assurance to the public, so that people know that a qualified psychologist bearing such titles has undergone rigorous and robust training, and is regulated by the Health Care Professions Council (HCPC).
While the other strands of applied psychology have long recognised the need to train to doctoral level through education delivered by universities, occupational psychology has been slightly different in that there has been only one qualification, delivered by the British Psychological Society (BPS), which leads to eligibility for ‘Chartership’, the gold standard for the profession.
But are there changes afoot about how and by whom the qualification is delivered in the future?
Together with a committed group of academics and practitioners, I have been working over the last four years towards the agreement of new standards at a doctoral level for occupational psychology, which were approved by the BPS in late autumn 2016. We briefed members of the society at the Division of Occupational Psychology Annual Conference in January 2017.
The objective of these standards is to (wording adapted near verbatim from the standards) enable practitioners to:
- Engage in effective, ethical and reflective practice;
- Be adept at formulating psychological activities across all five content areas of occupational psychology;
- Apply evidence-based psychological skills and knowledge to maximise individual and organisational effectiveness;
- Demonstrate competence to apply the consultancy cycle having provided evidence relating to all stages across this framework;
- Acquire a breadth of areas of knowledge underpinned by the appropriate professional skills;
- Be prepared for lifelong learning and development as commensurate for an independent applied psychology practitioner.
The underlying philosophy for the new standards is that they are flexible and broad, and will enable potential education providers to offer relevant doctoral level qualifications which take a unique and considered approach. But the common elements have to be that individuals practice ethically and with reflection, can make sense of how complex organisations are, and work through projects from the initial identification of what needs to be done through to eventual evaluation, drawing on best evidence at all times.
The profession of occupational psychology has seen many changes, as large departments have been down sized and/ or abandoned, and practitioners are now likely to be working in independent practice. This has meant that our work is perhaps less visible to those who don’t know or understand what we do. But the reality is that businesses need people, as in our knowledge economy it’s what we have in our heads, rather than infrastructure or technology, which equates competitive advantage.
This is the focus for our undergraduate and postgraduate programmes here at Birkbeck. We are now considering a new doctoral, route, too. Do get in touch by email or in the comments below if this would be of interest to you, as we are keen to engage with potential students during our scoping phase.
Further information:. .