To mark Neurodiversity Celebration Week, the International Seafarers’ Welfare and Assistance Network (ISWAN) invited our founder and chair, Daniel Smith, to write the first Talking Point guest article of 2023. Talking Point is ISWAN’s monthly series in which people from across the industry share their perspective on an issue affecting seafarers, followed by discussion on ISWAN’s social media channels.
Daniel writes as an autistic seafarer, a Mate on harbour tugs with a background in offshore and dredging work. His article sets out a simple but important argument: that neurodivergent seafarers bring real value to the maritime industry because of their differences, and not only because inclusion is fair or the right thing to do.
Strengths that suit life at sea
The article gives examples of strengths that are common among neurodivergent people, and that fit the demands of seafaring well.
Many autistic people can sustain focus for long periods, a valuable quality in watchkeeping, and increasingly in monitoring uncrewed and autonomous vessels. People with ADHD often adapt quickly when plans change. Dyslexic people frequently bring strong imagination and problem-solving skills. None of this is universal, because every neurodivergent person is different, but it shows why the industry should see neurodivergence as a source of talent rather than a problem to be managed.
Barriers at every stage
Daniel also describes how the industry gets in the way of that talent, from the first application to the chance of promotion. Psychometric tests and automated CV screening can filter out neurodivergent candidates before anyone has met them. Oral examinations can disadvantage people who process spoken questions differently. Learning differences are often poorly recognised in training, and appraisals that don’t take neurodivergence into account can hold people back from promotion.
Some of these barriers, such as how the industry trains, assesses and recruits, will take time to change. But the article ends with a point that everyone can act on today: simply being understanding. Someone who avoids eye contact may find it difficult, and is not being disrespectful. Someone who tracks a line of text with their finger is not less capable. Small shifts in how we read each other’s behaviour can make a ship a much better place to work.
He also explains why many people prefer identity-first language, describing themselves as “autistic” rather than “a person with autism”, because their neurodivergence is part of who they are.
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Our guides put these ideas into practice: how to support a neurodivergent crewmate, clear communication at sea, and, for employers, neuroinclusive recruitment.
