1. Fair assessment
Recruitment and selection should measure ability to do the job, not neurotype. Psychometric tests and timed assessments should be justified, and adjustments or alternatives offered as standard.
What we see today
- Automated psychometric sifts with no adjustments
- Interviews scored on "presentation"
What we're calling for
- Tests justified for each role, with adjustments as standard
- Skills-based assessment and workplace trials
2. Clear medical guidance
Seafarer medical fitness assessments should treat neurodivergence and its medication consistently and on the evidence, focusing on each person's ability to work safely rather than on diagnoses. Clear guidance for approved doctors would reduce inconsistency between examinations.
3. Accessible training and certification
Reasonable adjustments should be available throughout cadetships, training courses and certificate of competency examinations, without lowering the standard of competence required.
4. Better data
The industry should measure neurodivergent representation, progression and retention, so that progress can be tracked and barriers identified.
Our response to the Maritime Skills Commission
In February 2024 we broadly welcomed the Maritime Skills Commission's Human Skills and Behaviours Report and its call for the industry to be inclusive of neurodivergent people. Read our response.