With 15-20% of the U.S. population living with some form of neurodiversity, the way workspaces are designed needs to be a top consideration for employers.
This may be markedly amplified in STEM industries, where research suggests the figure could be as high as 50%. Though, welcomingly, more and more has been written about creating a neuro-inclusive office environment from a working culture perspective in recent years, insufficient attention has been paid to physical spaces. This might include anything from lighting choices to the allocation of quiet areas.
Jean Hewitt is an Associate at Buro Happold, a U.K.-based internationally-recognized integrated engineering consultancy that has the likes of the UN, UNESCO, the BBC and Museum of London amongst its client base. Hewitt has been championing neuro-inclusion within the built environment for over 20 years and authored the playbook for the subject PAS 6463 “Design for the Mind – Neurodiversity and the Built Environment”, published by the British Standards Institute. In 2022, she was selected as the new U.K. Government Disability and Access Ambassador, focusing on the built environment.
Hewitt, who advised on the composition of this article, says investing in inclusive office design represents a smart business decision.
“Designing and managing workplaces in a neuro-affirming way is not just an ethical and social responsibility – it’s a strategic move that makes great business sense,” says Hewitt.
“In a post-pandemic world, some companies are demanding a return to the office full-time, but this isn’t without challenges. Some neurodivergent employees may prefer the flexibility and comfort of working from their own homes due to sensory hypersensitivity. With up to 70% of neurodivergent people hypersensitive to some or many aspects commonly found in workplaces, simple changes can significantly benefit all employees and support those who experience sensory overload as a daily aspect of going to work.”
With this in mind, here are five top tips for creating an office space that’s likely to prove warm and welcoming for all employees, not just those who may be neurodiverse.
1. Broaden your definition of neurodiversity
Often, when people hear the term “neurodiversity” or “neurodivergence,” the first things that spring to mind are conditions like autism and ADHD but this is too narrow a lens for issues and characteristics that may affect many more individuals in the workplace context.
“Acknowledging the challenges that hypersensitive people face day to day, and the wide range of employees who may be struggling in workplace environments, is a key step forward, says Hewitt.
“Expanding our understanding of neurodivergence beyond diagnosed conditions (such as autism and ADHD) is vital. Recognising that many other conditions and circumstances – such as long Covid, traumatic brain injury, or hormonal changes (the effects of endocrinological conditions, pregnancy and peri-menopause) – can also increase or change sensory hypersensitivity is a critical phase.”
2. Think about the three C’s – Clarity, Choice and Calm
Clarity – Places should be logical and easy to navigate, reducing the potential to trigger frustration and anxiety, such as spatially complex, noisy, or visually stimulating places. Integrating biophilia into office spaces – natural timber, ample daylight, views of the outdoors, nature-inspired artwork, and indoor plants – can boost wellbeing and significantly enhance the overall clarity and balance of a space when done well.
Choice – Workspaces should provide choice, either through adjustments that an employee can make to tailor a space to their individual needs or by providing options to work in a variety of different types of spaces. These may include designated quieter places for focus, or collaboration zones with places to socialize.
Calm – Having somewhere where employees can go to recover or reset from the impact of overstimulation is vital. Calm spaces are carefully crafted, private, quiet, low-stimulation areas where employees can retreat to, avoiding sensory overload.
3.Engage with those with lived experience
Engaging with key stakeholders like current employees who have lived experiences of sensory hypersensitivity provides valuable insight into how office spaces can be improved to meet these needs. At the same time, reading and understanding official guidance, like the PAS 6463 “Design for the Mind. Neurodiversity & the Built Environment” by the British Standards Institute provides a solid foundation for constructing organisation-specific frameworks.
Combining these twin perspectives on the learning journey can inform decisions made by employers to embed neuro-inclusive design into plans.
4. Design with flexibility in mind
Rigid environments and lack of choice take away an individual’s control, whereas flexibility through small, cost-effective changes can reinstate clarity, choice and calm into an employee’s experience. Introducing adjustable lighting, creating separate calm spaces with optimised acoustics and selecting softer colour palettes can significantly enhance a workplace environment for individuals with sensory hypersensitivity.
5. Integrate technology for a personalized approach
“AI and emerging technologies can offer practical, easy-to-integrate and scalable solutions to improve sensory experiences in workplaces,” Hewitt says.
These can include quiet pods built with integrated technology that can allow users to adjust and personalise optimal working conditions, such as lighting, temperature, and noise levels. There is also sensory mapping, which provides information in advance about spaces and can support individuals in managing anxiety, often linked to living with sensory hypersensitivity.
Meanwhile,anonymised biofeedback tools that measure heart rate and stress levels allow systems to suggest environmental adjustments for users, such as relocating areas in times of need. Finally, augmented reality or virtual reality simulations or digital twins of offices can be used to help employees get familiar with a new workspace ahead of time.”
All in all, as our understanding of neurodiversity and the different conditions that come under its umbrella continues to evolve, creating more neuro-inclusive physical workspaces will be as much a journey as a destination in itself. Every new journey can benefit from a clear map, and this outline should point the way to office spaces where all employees, regardless of neurotype, can not only work but also thrive.