As the world slowly lurches towards a “new normal”, it is clear that some of our past ways must be overhauled in favour of fresh, innovative solutions.   

Take the office, for example. With office life coming alive again, more and more employers are recognising that it is high time to ditch the old one-size-fits-all office design blueprint in favour of more accommodating, all-inclusive models.   

Given that roughly one in seven people in the UK are neurodivergent - a term denoting a range of differences in individual brain function – it is imperative that employers look beyond conventional office design to ensure that all employees, including those with invisible cognitive conditions, are supported.   

Just as those with neurodivergent conditions bring ‘out-of-the-box' perspectives to work environments, it is the duty of designers to pioneer ‘out-of-the-box' design solutions to accommodate every employee.   

Obstacles to Inclusivity  

In July 2021, the government published its National Disability Strategy, outlining guidance on how to make the workplace more accessible to employees with disabilities. While it goes without saying that the strategy is a welcome development, it must be noted that there is still a considerable way to go in making workplaces inclusive, supportive environments for everyone.  

While corporate Diversity, Equality and Inclusion (DEI) initiatives have come a long way in recent years, neurodiversity still isn’t included in the majority of organisations’ DEI strategies. When thinking of how to best fashion an inclusive workplace, it is essential that all employees are taken into account – including those with invisible conditions. 

Indeed, all too often, workplaces are designed without the needs of neurodivergent employees in mind. This can leave the office a daunting and difficult place for those with conditions such as ADHD, autism and dyslexia.  

While the buzz and chatter of open-plan offices can be distracting for those who prefer silent workspaces, for individuals with neurodivergent conditions, noisy spaces can cause severe distress.  

Sensory input such as noise, lighting, texture, smells, and temperature can pose significant difficulties for neurodiverse individuals. This means that seemingly minor design details such as bright lighting can overwhelm those with neurodivergent conditions, thereby hampering concentration and productivity.   

Under the Equality Act 2010, employees with disabilities are entitled to ask for reasonable adjustments to their work environment to accommodate their needs. Yet, what if we rethought the way we design workspaces altogether? Shouldn’t inclusivity be a standard that dictates the design process?  

If organisations want to become truly more accommodating of all employees, it is paramount that they design workplaces where individuals with disabilities – visible or invisible – can reach their full potential.  

So, how can we think out of the box and unleash creativity and innovation to design inclusive office spaces?  

Inclusive design with the 5 senses in mind  

Since neurodiverse individuals can be particularly sensitive to external stimuli, it is crucial to design with the five senses in mind. Paying close attention to light, acoustics, colours, sequencing, compartmentalisation, transition, sensory, escape, and restoration while making all design decisions can lend itself to creating a more inclusive environment.  

When it comes to sight, many designers don’t realise that lights that are too bright, harshly coloured, or flicker or hum can be disorienting and lead to overstimulation for individuals with neurodivergent conditions. For example, fluorescent lighting can be overwhelming and even painful for those with autism. Reducing visual stimulation and swapping out intense, artificial lighting with diffused natural light organisations is one easy way to create a safer, more welcoming space for people with neurodivergent conditions.  

Designers should also be mindful of the ways that auditory stimuli can impact those with neurodivergent conditions. A quiet space can provide a much-needed oasis for neurodiverse staff in need of a break from sensory overload. Designers should consider creating designated areas with warm, neutral colours to promote calmness so that workers can recharge and unwind.  

Paying attention to the acoustics throughout the office is also a must. Designers are increasingly incorporating sound-absorbing materials and creating partitions to better control sound in the workplace and provide acoustic baffling.   

Yet, since some workspaces can be too quiet for Neurodiverse people accustomed to low-level ambient sound, designers should aim to provide employees with an array of auditory settings to suit various moods and modes of working.  

Bringing the great outdoors indoors can also have a calming effect on neurodiverse employees. Biophilic design features and natural elements are known to boost employee wellbeing by up to 15%, whilst also alleviating feelings of stress and boredom. An indoor plant or eye-catching water feature are therefore not only visually attractive design additions, but important inclusive ones.   

Inclusivity is the future  

Employers must pledge to create workplaces that cater to the needs of all employees. The unique needs of those with invisible cognitive conditions tend to be a blind-spot in office design. Yet, if organisations strive to be welcoming, supportive, productive environments, it is essential that everyone is made to feel safe and comfortable in the office- neurotypical and neurodivergent alike. Under these conditions, employees can flourish.    

Designers can lay the foundations of inclusive workplaces by ensuring that considerations of inclusivity underpin all elements of design. Designing with creativity and consideration for all employees can lead to the creation of workplaces that are comfortable for all and, therefore, conducive to success.   

From designers to CEOs, we all have the responsibility to change the narrative surrounding neurodiversity, challenge biases and misconceptions and drive change through inclusive design and leadership.