The 2026 TUC conference in Brighton has overwhelmingly voted for a motion seconded by the Hospital Doctors’ Union (HCSA) on neurodiversity in the workplace.
The motion commits the TUC to campaign on:
- Ensuring employers involve neurodivergent workers and unions in designing policies
- Delivering timely access to diagnosis, support and reasonable adjustments
- Promoting training for managers and staff on neurodivergence
- Inclusion of neurodivergent professionals in equality and retention strategies
The full text is available below. View full video of the speech.
Dr Sasha Burn (pictured), on behalf of the Hospital Doctors’ Union, formerly the HCSA
“I am proud to second this motion because it speaks to something fundamental, and as a doctor, close to my heart: the recognition that neurodiversity is not an exception in our workplaces — it is a core part of them. Around 15 to 20 per cent of UK adults are neurodivergent. That is millions of workers. Millions of colleagues. Millions of people whose strengths, talents and perspectives enrich our movement and our industries every single day.
Congress, awareness may be improving, but the barriers remain. Literally hundreds of thousands of people are stuck on waiting lists for assessment and support. And for those working at sea, the challenges are even sharper — isolation, long deployments, and limited access to healthcare make diagnosis and support painfully difficult. No worker should have to navigate that alone.
We also know that employers are only just beginning to recognise neurodiversity — and far too often, they are getting it wrong. Adjustments are inconsistent, policies are drafted without neurodivergent voices, and inclusion is treated as an optional extra rather than a core responsibility. When workplaces fail to understand neurodiversity, they don’t just exclude people — they waste talent, damage wellbeing and undermine productivity.
Congress, neurodiversity is not ‘a problem to be managed’. It is part of many of us, and we need to recognise that we all think differently, communicate differently, and bring different strengths which is a huge advantage in the workplace. And yet neurodivergent workers still face sharp labour‑market exclusion, with employment rates far below those of neurotypical workers. That is unacceptable. Neurodivergent workers deserve safe, sustainable careers — on land, and at sea.
This motion sets out exactly what needs to change:
We need employers to involve neurodivergent workers and unions in designing policies.
We need timely access to diagnosis, support and reasonable adjustments.
We need training for managers, staff and crews. We need maritime regulation that reflects modern understanding, not outdated assumptions.
And we need explicit inclusion of neurodivergent maritime professionals in equality and retention strategies.
And Congress — we need a positive campaign. One that celebrates neurodiversity. One that raises awareness of workplace rights. One that signposts support beyond the workplace. A campaign that says clearly: neurodivergent workers belong in our movement, in our industries, and in every part of working life.
This motion is about fairness. It is about dignity. It is about unlocking the strengths of every worker. And it is about ensuring that no one — on shore or at sea — is left behind.
Congress, I proudly second.”
ENDS