Different ways of thinking
Neurodiversity, in its simplest sense, describes the different ways people interpret and interact with the world around them. Every brain is different. Everyone has things they find easy and things they find hard, ways they prefer to learn, and environments where they do their best work.
The term was coined in the late 1990s by the autistic sociologist Judy Singer, and has since been taken up by neurodivergent people, researchers and employers worldwide. It reframes differences such as autism, ADHD and dyslexia as part of natural human variation, rather than as defects to be fixed.
The language
| Term | What it means |
|---|---|
| Neurodiversity | The natural variation in how all human brains work. A group of people is neurodiverse. |
| Neurotypical | Someone whose brain works in the ways society tends to expect. |
| Neurodivergent | Someone whose brain works differently from what society expects, for example autistic people or people with ADHD. |
| Neuroinclusive | A workplace, process or culture designed so that neurodivergent people can thrive. |
There’s more in our ND dictionary.
Neurodivergence is not an illness to be cured. It is a natural part of human variation, as normal as any other difference that makes us who we are.
How common is it?
Estimates vary, partly because many adults have never been assessed. But around one in seven people are thought to be neurodivergent. That means most ships, offices, colleges and training courses already include neurodivergent people, whether or not they know it or have chosen to share it.
It’s also very common for people to have more than one neurodivergent condition. Many autistic people also have ADHD, and specific learning differences often occur alongside both.
Why it matters at sea
Today’s maritime industry is changing faster than at any time in living memory. Decarbonisation, autonomous and remotely operated vessels, digitalisation and a global shortage of skilled seafarers are all demanding new ideas and new ways of working.
Neurodiversity isn’t simply another voice around the table. It brings genuinely different ways of thinking: spotting patterns others miss, finding unconventional solutions, staying focused on complex systems, or thriving when everything changes at once.
Productivity
Employers who actively recruit and support neurodivergent staff report strong results. In one JPMorgan Chase programme, neurodivergent employees in some roles were found to be up to 48% more productive than their colleagues, and were often quick to spot ways to improve processes.
Loyalty and retention
Several large employers have found that their neurodivergent staff stay longer and show higher loyalty. With experienced seafarers in short supply, keeping skilled people in the industry matters more than ever.
Safety
Many of the habits that help neurodivergent people, such as clear instructions, written handovers, closed-loop communication and predictable routines, are exactly the habits that prevent accidents at sea. Neuroinclusion and safety culture pull in the same direction.
- 1 in 7
- people thought to be neurodivergent
- 48%
- more productive in one JPMorgan Chase programme
- Nothing
- the cost of many of the most effective adjustments
What gets in the way
Most of the barriers neurodivergent people face have little to do with their ability to do the job. They come from how organisations recruit, train and manage people.
Common barrier
- Job adverts full of “must be an AMAZING communicator”
- Automated psychometric tests
- Interviews that reward quick answers and eye contact
- Dense, small-print procedures
- Unexplained changes to crews and rotations
Why it excludes talent
- People rule themselves out before applying
- They measure how someone thinks, not what they can do
- None of these predict how well someone keeps a watch
- Skilled people struggle with the paperwork, not the job
- Uncertainty causes avoidable stress and burnout
The good news is that the changes needed are usually small and cost little or nothing, and they make the workplace better for everyone. See our guides to neuroinclusive recruitment and reasonable adjustments.
We’re all different
There’s no “one size fits all” approach to neurodiversity, and there never will be. Two autistic seafarers, or two with ADHD, may need completely different things. Every neurodivergent person is an individual, with their own strengths and their own needs.
The best starting point is always the same: ask the person what works for them, and listen to the answer.
Find out more
Sources and further reading
- UK example: Acas, neurodiversity at work
- Harvard Business Review: Neurodiversity as a competitive advantage (2017)
- UK: NICE Clinical Knowledge Summaries: ADHD – prevalence
- UK: British Dyslexia Association: About dyslexia
- World Health Organization: Autism fact sheet
- UK example: NHS, autism
- UK: Tourettes Action: What is Tourette syndrome?