Psychological performance tests have been used since the mid-1960s in occupational and environmental health toxicology. The interpretation of significantly diVerent test scores in neurobehavioural studies is not straightforward in the regulation of chemicals. This paper sets out some issues which emerged from discussions at an international workshop, organised by the United Kingdom Health and Safety Executive (HSE), to discuss diVerences in interpretation of human neurobehavioural test data in regulatory risk assessments. The diYculties encountered by regulators confronted with neurobehavioural studies seem to be twofold; some studies lack scientific rigor; other studies, although scientifically sound, are problematic because it is not clear what interpretation to place on the results. Issues relating to each of these points are discussed. Next, scenarios within which to consider the outcomes of neurobehavioural studies are presented. Finally, conclusions and recommendations for further work are put forward.

Nine different formats of a street map were designed to test effects of contrast between city blocks, streets and street names. The position of the streets and their names remained constant. The contrast between city blocks, streets and names was varied by using combinations of black, white and grey in the designs. Four different map reading tasks were used to test each of the nine formats: 288 undergraduate students were tested on the 36 combinations of format and task. Λ two-way analysis of variance was conducted. The means were analysed using Tukey's HSD test. Both factors were found to be significant at the 0.01 level, indicating that variations in the formats significantly influenced performance on the various map-reading tasks.

Ever found yourself convinced you’re a fraud, on the brink of being exposed as having fluked your way through your veterinary career? Imposter syndrome is far from a rare phenomenon but, as Penny Barker explains, there are ways to fight back.

Are you able to say 'no' to people when you need to, or to ask for what you want without anxiety? Do you sometimes feel steam-rollered by pushy clients or find that people don't do what you ask them? Would you like to feel more confident, more of the time? Confidence and assertiveness are essential to feeling in control and being effective both at work and in our personal lives. They go hand in hand; if we lack confidence in ourselves we are unable to be assertive and this can not only hold us back, but further damage our selfbelief, creating a negative spiral. Confidence comes from knowing our strengths and capabilities, focusing on the outcome that we want to achieve and being able to recognize the challenges that we may face. It requires us to be realistic in the expectations we set ourselves and others. Confidence is not about always knowing the answer or how to fix every problem, it's about believing that you have the ability to handle whatever comes up. Our ability to be assertive is directly related to how we handle conflict; our so-called 'fight, flight or freeze and play dead' response. Some people lack confidence and self-esteem, not believing that they have anything to offer and that everyone else is always better. This leads to overly passive behaviour and avoidance of conflict. Others are more aggressive, focusing on their own needs and unaware of the impact that they are having on others. Passive-aggressive people are not open about how they feel, looking after their own interests but avoiding confrontation. Many people confuse assertiveness with aggression, often because the more aggressive people are the ones that seem to get their own way, although often only in the short term. Being assertive, however, is about being open and honest about what what's important to you and what your values are and then communicating this confidently and clearly. It requires us to respect the values and needs of others whilst knowing that we are not responsible for how they respond. Assertiveness allows us to create choice, both for ourselves and other people, and encourages collaboration towards a successful outcome.

In the frequently stressful environment that is veterinary practice, it can be tricky to retain a positive outlook. But, as Penny Barker explains, there can be real benefits from a conscious effort to focus on the good.