Occupational Psychology research retreat: a bridge between theory and practice

Nina Hutcheon just graduated from the MSc Occupational Psychology programme and this year took part in a research retreat which helped bridge the gap between academic work and application – here, she discusses its impact.

As part of the MSc Occupational Psychology and MSc Work and Organisational Psychology programmes, we took part in a full-day research retreat designed to help us bridge the gap between our academic work and its real application in organisational settings. The retreat focused strongly on bringing theory into practice, which was a key catchphrase throughout the course, giving us the time, space, and guidance to explore what our dissertation could become beyond the boundaries of academic writing.

The day was filled with guest speakers from a range of professional and academic backgrounds, each offering practical insights on navigating the final stages of the programme and thinking beyond the completion of the MSc. They shared valuable guidance on managing the dissertation process, what makes a strong research project, and how our academic work can be shaped into meaningful, applied outcomes.

Hearing from Sarah Shepherd, a WEO doctoral student who had previously completed the course, made the experience especially relatable, providing reassurance as well as inspiration. It also highlighted just how diverse the pathways from this degree can be, from further research and consultancy to organisational development and applied practice.

As part of the away day/retreat we worked on an interactive workshop on commercialising research. This session was especially eye-opening, as it helped us think about how our dissertations could translate into real products, services, or interventions, which is also a very plausible route to take with your project after completing the programme. It broadened my understanding of the possibilities that exist after the degree, whether that is moving into consultancy, developing evidence-based tools, contributing to organisational development, or pursuing further research.

This session was particularly impactful for me, as it helped me recognise the practical potential of my own dissertation topic on fairness and psychometric assessments used for recruitment, specifically for those with anxiety. With the support of my teammates, this work ultimately went on to win the Entrepreneurial Excellence Award, which went to the proposal which best demonstrated how research could be translated into a practical, innovative outcome.  

The product we came up with was ‘Equi-mind: Balancing Insights, Empowering Diversity’. Equi-mind proposes an innovative solution: a psychometric assessment tool designed with inclusivity at its core. The aim is to reduce stigma, alleviate test-related anxiety, and improve the accessibility of assessment for all candidates.

Research has shown that young people with mental health conditions are 4.7 times more likely to be economically inactive than their peers without such conditions. The transitional nature of early career stages, such as entering the job market after graduation or returning from a career break, such as maternity leave, is already a period marked by heightened anxiety and pressure. When compounded by the fear or stigma around psychometric testing, this creates a significant disadvantage for many candidates.

The course has always encouraged us to consider not only how Organisational Psychology can benefit individuals and organisations, but also its wider societal impact. Therefore, this tool offers several key benefits:

For individuals: Reduces recruitment-related anxiety, particularly among those with test anxiety or mental health conditions.

For organisations: Expands the candidate pool by retaining applicants who might otherwise withdraw due to anxiety about traditional testing. It supports more inclusive hiring practices while maintaining the rigour and validity of psychometric evaluation.

For society: Facilitates greater economic participation by improving employment outcomes for those currently underrepresented in the workforce.

By redesigning psychometric assessments to be more inclusive and supportive, Equi-mind has the potential to transform hiring processes and hence, make them fairer, broader, and more human-centric. In doing so, it not only benefits individuals and organisations but also contributes to reducing economic inactivity, promoting mental health awareness, and fostering a more diverse and empowered workforce.

The day concluded with time to identify our own personal and professional goals and reflections of the year we had just had. This gave me a clearer view of how my dissertation fits into my wider career aspirations and how I can use what I have learned to make a positive, evidence-based contribution in the field.

Overall, the away day pulled together everything we had learned throughout the programme. Sometimes it can be difficult to see exactly how classroom theory maps into real-world practice, but the retreat made those links visible and exciting. It widened my perspective on what is possible with the skills gained and showed just how versatile occupational psychology can be in shaping workplaces and improving people’s lives.

About Nina Hutcheon

Nina Hutcheon recently completed the MSc Occupational Psychology at the University of Strathclyde. She is passionate about evidence-based research and its application to improving fairness and wellbeing in the workplace.