Why this standard
Recruitment is where many neurodivergent seafarers are lost to the industry, often before anyone has seen what they can do. Automated CV screening, timed psychometric tests and competency interviews tend to reward one way of presenting yourself, rather than the ability to do the job safely and well. Seafarers tell us that capable candidates are filtered out at the first step, and that many never apply because the process itself feels closed to them.
NDAS 001 sets out good practice for making each stage of recruitment fair, so that neurodivergent candidates are assessed on their ability.
Proposed scope
The draft is expected to cover:
- Job adverts: describing the role in plain language, separating essential requirements from preferences, and saying clearly how to ask for adjustments.
- Applications: offering more than one way to apply, and making forms accessible.
- Psychometric and aptitude tests: when they are justified, what they actually measure, and adjustments such as extra time or alternative formats.
- Interviews and assessment centres: sharing questions or topics in advance, practical and skills-based assessment, and avoiding judgements based on eye contact or small talk.
- Selection and feedback: recording decisions against the job’s real requirements, and giving clear feedback.
It applies to recruitment for both seagoing and shore-based roles, including cadet and trainee schemes.
How it is being developed
Like all our standards, NDAS 001 is being written with seafarers, employers and specialists, and will be open to public consultation before it is published. It sits alongside the legal and regulatory frameworks that already apply, including national equality laws, and never replaces them.
Using it now
While the standard is in development, our guide to neuroinclusive recruitment sets out practical steps employers can take today.
Status
This standard is in development. The full text will be published here, with a downloadable PDF, once it has been through consultation.