Composing motions 14 and 15 plus amendments
Congress recognises that neurodiversity is a spectrum and a natural inevitable part of the workforce with an estimated 15 to 20 per cent of UK adults being neurodivergent. There is an increase in the number of people recognised to have neurodiversity, due in part to improved awareness, in adults as well as in children.
Congress notes:
i. that barriers to diagnosis and support remain severe, with hundreds of thousands of people awaiting assessment, and that these challenges are intensified at sea by isolation, long deployments and even more limited access to support
ii. that employers are only just starting to recognise and accommodate neurodiversity. Inclusive adjustments and considerations are still in their infancy, and the extent and pace of it simply is not good enough. Policies are more likely to be drafted with no input from neurodiverse workers. Improved understanding of people with neurodiversity will enhance the working environment and make being at work more enjoyable and productive for all workers
iii. neurodiversity is a growing area of focus as it is recognised that neurodiverse characteristics have an impact on relationships and behaviour in the workplace
iv. neurodiversity is a label that formalises the recognition that we all think and act differently, which also means that we have a variety of strengths that can be embraced in the workplace.
Congress is concerned neurodivergent people still face sharp labour market exclusion, with around two thirds of neurodivergent people in employment compared to significantly higher rates across the neurotypical workforce.
Congress believes that neurodivergent workers must not be excluded from safe, sustainable careers and that neurodivergent seafarers must not be excluded from safe, sustainable careers at sea.
Congress calls on the TUC to:
a. to lobby the government to ensure that all employers include neurodiverse employees and the trade union movement in the design and composition of employment policies, and to test the neurodiverse friendliness of policies with the help of leading neurodiversity organisations before implementation.
b. work with affiliates, employers and regulators to promote neuroinclusive standards in workplaces, especially in maritime workplaces
c. campaign for timely access to diagnosis, support and reasonable adjustments
d. support training for managers, staff and crews on neurodiversity
e. press for maritime regulation and guidance that reflect modern understanding of neurodiversity
f. ensure neurodivergent maritime professionals are explicitly included in equality and retention strategies.
g. launch a positive campaign:
– celebrating neurodiversity
– raising awareness of workplace rights available to members who are neurodivergent and the evolving nature of employment issues
– signposting to support organisations for information and advice on rights outside the workplace.
Mover: Nautilus International
Seconder: Hospital Doctors Union
Supported by: Union of Shop, Distributive and Allied Workers