Daniel Smith, Founder, and James Stockbridge, Co-Founder of NeurodiversAtSea, discuss why the industry should start talking about neurodiversity and neuroinclusion, especially considering its transitions to new fuels, technologies, and greater automation and autonomy.
Given that the industry is at a technical and technological inflection point, there is a need for fresh minds as well as new skills, interests, and aptitudes. In that regard, their organization conducts related research and is responsible for raising awareness towards a safer, more compassionate environment and an industry equipped to navigate and thrive during a ‘just transition’.
SAFETY4SEA: What does a neurodiverse marine workforce mean? Why should we start talking about Neurodiversity in the maritime industry?
A neurodiverse workforce is one where there are people who think, process and interact with the world differently because they’re autistic, dyslexic, an ADHDer or have another ‘neurodivergent’ condition; where there is an array of different neurotypes. We can now confidently say that the marine workforce is neurodiverse. That’s important, because, with the right support, neurodivergence is a tremendous asset in a workforce. We need to acknowledge and manage it. Not just because it’s the ‘right’ thing to do, but because if we don’t we’ll be left behind by other industries and sectors that do understand the advantages. And, as the industry transitions to new fuels, technologies and greater automation and autonomy, requiring 800,0000 seafarers to retrain and upskill, we’re going to need the focus, trainability and new ways of thinking that the neurodivergent community is equipped to provide.
S4S: What are your top priorities on the agenda for the next 5 years?
Our overarching goal is to help the neurodivergent community – of which we, at NeurodiversAtSea are part. Our first priority is publishing an exciting new evidence base. Identifying, for a start, that we are at sea. Detailing the challenges we face, and educating the industry about the incredible opportunity afforded by the number and variety of neurodivergent thinkers, leaders and do-ers at sea. This evidence is the foundation for the forthcoming launch of a company-by-company commitment to neuroinclusive best practices. Our second priority is to help organisations implement that commitment – the ‘mechanics’ of neuroinclusive practices – and ensure that we see the benefits, both as humans and as an industry, And of course, we’re firefighting. Doing the urgent work behind the scenes to ensure that new technologies, innovation and practices in the industry are both safe and neuroinclusive.
S4S: Tell us a few words about your research. What are the key findings and lessons learned for the maritime industry?
Our key finding was the urgency and scale of the issue. A large number of our UK sample of seafarers were neurodivergent; and we collectively have a different neurological profile to that of shore workers, with autism, dyslexia and AD(H)D strikingly represented. And, while seafarers recognise the upsides of this diversity, neurodivergent people still face massive discrimination and career harm. The neurodiversity of seafarers – against a background of discrimination and career harm – is really significant in an industry that urgently needs to upskill and retain talent.
S4S: Where does the maritime industry currently stand with neurodivergence? Have other business sectors embraced it and what are the lessons learned to follow suit?
Many individuals at sea instinctively recognise the advantages of brilliant, different-thinking and diverse seafaring colleagues. Competent leaders ‘get’ that some seafarers are different, and that they offer unique organisational capabilities. As sectors, technology, financial services and the military have a better understanding. They have learned to manage and quantify the advantages of neurodivergent traits like hyperfocus, technical interests, problem solving, trainability and strategic thought. These translate variously into, 30, 90 or 140% greater productivity depending on workplace (source: Deloitte). It’s shocking therefore, we are yet to identify a single shipping operator making an explicit commitment to neuroinclusive practice at management system level – ISM manual – outside the scope of academic adjustments. Seafarers ‘get’ it. The industry doesn’t quite, yet.
S4S: With the energy transition and changing technologies in shipping, are there any issues relating to seafarers onboard and ashore that need extra care from your perspective?
We must make sure that seafarers are adequately supported to develop and enable the industry’s pivot to low carbon and increased automation. That might mean ensuring diagnoses and academic adjustments are in place to enable the necessary 800,000 seafarers to upskill. New technologies need to be designed to be accessible and account for seafarers’ range of sensory differences – which the huge chunks of crowded text, data, or constant non-critical alarms do not. But not all issues are so obvious. Indirectly linked to the energy transition and current bottlenecks in the Red and Black Seas, we know that neurodivergence amongst seafarers, otherwise linked to ‘positive’ characteristics – such as hypervigilance and focus – may, on the flip side, be linked to PTSD in the event of traumatic events, or mental ill health in the event of stress. (Kessler et al. 2006, Gurit, 2000 with Ford & Connor, 2009); Ilen et al. 2023. Against a background of global instability, companies urgently need to ensure the availability of timely support, such as Trauma Risk Management and Mental Health First Aid, to affected seafarers.
S4S: Why do you believe young people should consider a future within the maritime industry? How can we go the extra mile though the concept of neurodiversity?
The industry is at a technical and technological inflection point. This opens an incredible opportunity for fresh, diverse new minds. New skills, interests and aptitudes are needed, alongside the traditional maritime professional ‘virtues’. In the UK, colleges and the MCA are incredibly positive about enabling new neurodivergent seafarers to demonstrate their professional competence. They recognise, in MIN 676 and seafarer medical standards, that if you have, and can apply the necessary professional knowledge and skills safely at sea, neurodivergence should not be an arbitrary barrier to a career. However, one challenge for new entrants is that you currently need a formal diagnostic assessment to get the adjustments you need at college, something that is not necessarily needed in the workplace. Another is that the wider industry is still on the cusp of becoming neuroinclusive: companies will thrive or die if they cannot adapt and use the full spectrum of neurodiverse talent. However, many parts of the industry simply don’t know what they need to do to leverage and support neurodivergent seafarers. Resilience, sensitivity, discipline, and the patience to educate colleagues and managers are still required, despite the benefits of neurodiversity.
S4S: How does your organisation raise awareness about neurodiversity for the maritime industry?
Raising awareness is just a part of what we do! We lobby, signpost and advise organisations, in private, for the most part, enabling them to support the community and operate effectively with neurodiverse seafarers. We also step forward and speak out publicly. Nautilus International’s recent commitment to supporting neurodivergent seafarers is hugely important. We carry out research and take great care to to understand the state of the industry, provide credible, free and easily accessible information through our website.
S4S: If you could change one thing from your perspective, what this one thing would it be and why?
To ensure that leaders and managers at every level have a working knowledge of neurodiversity as it relates to their colleagues. That will empower the industry to make the small adjustments and ISM changes needed to secure benefits of neuroinclusion: a safer, more compassionate environment and an industry equipped to make and survive a ‘just transition.’
S4S: Do you have any projects/ plans that you would like to share with industry stakeholders?
Alongside publishing our research, look out for our neurodiversity charter. This is the mechanism enabling shipping companies. support a neurodivergent workforce and secure the benefits of neuroinclusion.
S4S: What is your key message to industry stakeholders and people onboard to embrace neurodiversity?
The neurodivergent community has an incredible amount to offer to industry. The workforce is beginning to understand this. All you need to do is enable it.
The views presented are only those of the author and do not necessarily reflect those of SAFETY4SEA and are for information sharing and discussion purposes only.
