Why have a policy?
A neurodiversity policy:
- shows staff and candidates that you take inclusion seriously
- gives managers and Masters a clear, consistent process to follow
- makes sure people are treated the same way, wherever they work in your fleet
- helps you meet your legal duties, and show that you have
A policy only matters if people know about it and use it. Keep it short, clear and practical: two to four pages is usually enough.
What to include
Purpose and commitment
A short statement of why the policy exists and what you are committing to: valuing neurodivergent staff and removing barriers to recruitment, training, progression and retention.
Definitions
Plain-language explanations of neurodiversity and neurodivergence, and a clear statement that a formal diagnosis isn't required to ask for support.
Recruitment
How you will make recruitment accessible, including how candidates can ask for adjustments.
Asking for adjustments
A simple, confidential process for staff ashore and at sea: who to contact, what happens next, and how quickly.
Recording and reviewing
How agreed adjustments are recorded, shared with consent at crew change or a change of manager, and reviewed.
Confidentiality
That diagnoses and adjustments will not be shared without explicit consent, except where needed to put adjustments in place.
Roles and responsibilities
Who does what: senior leaders, HR, crewing, Masters, line managers and all staff.
Training
What training you will provide, and for whom, for example awareness for all crew and in-depth training for managers and recruiters.
Bullying, harassment and discrimination
That these will not be tolerated, and how to report concerns, including on board.
Review
How often you will review the policy, and how neurodivergent staff will be involved.
Making it work at sea
Policies written ashore often don’t reach the ship. To make yours work on board:
- brief Masters, Chief Engineers and senior officers directly
- include it in onboarding and joining packs
- make sure it’s available on board, not just on the intranet
- make the adjustments process work across crew changes, with clear handover of agreed adjustments
- include a route to raise concerns that doesn’t depend on the person’s direct line manager
Writing it well
Instead of
- Long paragraphs of legal language
- ”Reasonable adjustments may be considered"
- "Contact the relevant department”
- A policy written only by HR
Try
- Short sections, headings and plain English
- ”We will make reasonable adjustments”
- A named role, email address and timescale
- A policy shaped with neurodivergent staff
Test the finished document with text-to-speech software, and ask a few neurodivergent staff whether it’s clear.
Measure what changes
Track a few simple measures over time:
- requests for adjustments, and how quickly they’re resolved
- retention and progression of staff who have adjustments
- staff survey responses on inclusion
- feedback from candidates on your recruitment process
Need help?
We can review your policy, or help you write one. Talk to us.