Embracing Neurodiversity In Workplace Design

With an estimated 15‑20% of the UK population being considered neurodivergent, it is crucial for facilities managers to understand, support and champion neurodiversity in the workplace. Here, George Tilbury, Commercial Director at commercial design and build specialist, Consensus Workspace, explores how thoughtful workplace design can help neurodiverse employees thrive, while also improving overall productivity, creativity, and wellbeing.

Understanding Neurodiversity In The Workplace

As facilities managers, creating environments that meet the diverse needs of your workforce is paramount. One of the most important, yet often overlooked, considerations is how workplace design can support neurodiverse individuals, who often experience the world, process information, communicate, or interact differently due to conditions such as autism, ADHD, dyslexia, bipolar disorder or anxiety.

With up to one in seven employees considered neurodivergent, creating a workspace that is flexible and accommodating is not just a matter of compliance - it's a strategic imperative. By valuing diverse thought processes and communication styles, and creating an office environment which is designed with neurodiversity in mind, facilities managers can boost engagement, productivity and job satisfaction across all employee groups. What’s more, an inclusive environment can unlock greater creativity, innovation, and a broader talent pool.

How Can Workplace Design Help

To ensure you provide an environment where all employees feel safe, supported and able to their best work, there are a number of fundamental workplace design elements to consider.

1. Choice And Flexibility

A one‑size‑fits‑all approach to office design can marginalise neurodiverse employees. For some, an open‑plan office can be overwhelming due to noise and visual distractions, as well as the lack of privacy and inability to regulate interaction with colleagues. Others may struggle in overly an structured environment that limits movement and personal expression. With this in mind, offering a flexible and agile environment which promotes choice through a wide range of workplace settings, and removes constraints around where people must work when they are in the office is a sensible place to start.

A combination of open‑plan desks, quiet zones for focused work, and sound‑proofed pods for privacy will allow employees to choose to work in a setting that suits their current task or personal comfort level. Varying the size and privacy levels of collaborative settings and breakout areas through the use of panelling, glazing and acoustic solutions can also provide choice for people to work in a setting they feel comfortable in.

In addition, offering a range of adaptable workstations options, including adjustable chairs and sit‑stand desks, as well as comfortable seating such as sofas, will allow people to customise their work environment to suit their needs and improve comfort.

2. Sensory‑Friendly Design

Sensory sensitivity is a common trait among neurodivergent individuals, making the workplace environment a potential source of discomfort. Factors like harsh lighting, noise levels, smells, and even the texture of furniture can trigger stress and reduce productivity.

An sensory‑friendly design which balances stimulation and calm is a must. Using natural tones, soft lighting, and acoustic solutions can create a serene environment for those who prefer a quiet workspace, while more vibrant colours and background music can inject energy and inspire creativity for those who thrive off a more informal atmosphere.

Quiet zones and sensory rooms equipped with soft seating, dimmable lights, and temperature control are important to provide employees a place to relax and respite from sensory overload. The addition of breakout spaces with varied atmospheres - from peaceful chill‑out zones to more dynamic social areas and games rooms - will help cater to different energy levels and preferences.

Finally, products with high acoustic properties, such as panels, screens, desk dividers, ceiling tiles, furniture and hanging panels, can all be used cleverly to optimise acoustic comfort and minimise sound reverberation throughout your space while not compromising on design.

3. Layout And Wayfinding

A well‑organised and intuitive office layout can reduce anxiety for neurodivergent employees, particularly those who may struggle with navigation or disorientation. Clear, consistent layouts with logical flow will help create a sense of predictability, reassurance and familiarity as people move around the workplace, reducing stress.

Wayfinding solutions are also critical and shouldn’t be restricted to simply written cues. People with neurodiverse conditions often process information differently, so beyond traditional signage, use a range of visual aids like colour‑coded zones, icons, wall graphics, floor patterns and biophilic elements to help employees orient themselves. Tactile elements like Braille, raised patterns and obstruction‑free corridors and walkways, can further enhance accessibility, reducing anxiety and making the space easier to navigate for everyone.

4. Mindful Use Of Colours

Colour has a profound impact on mood and plays an important role in shaping how people behave. With this in mind, it’s crucial to consider the psychological effects of your colour choices when designing with neurodiversity in mind.

Blues and greens for example, are proven to promote feelings of calm and wisdom, so should be used in concentrated work areas alongside a neutral or pastel palette and natural materials to encourage productivity and focus. Warm and vibrant colours like reds, orange and yellows can be overstimulating if over‑used, but they can also play an important role in creating energy and fostering collaboration when used effectively. Injecting splashes of these colours into collaboration and social spaces through feature walls, furniture or soft furnishings is a great way to create exciting and inspiring environments without overdoing it.

Balance is key here – so while it may be tempting to flood your space with your exciting brand palette, try to use colour strategically to support different work modes and employee preferences. You can also use colour cleverly to define zones, through the use of carpets, feature walls, furniture and ceiling panels.

Where To Start

Supporting neurodiversity in the workplace is not just about making adjustments for a few individuals; it’s about creating a space where everyone feels comfortable, supported and able to perform at their best, in order to unlock the potential of your team and ultimately provide tangible benefits for your organisation when it comes to productivity and performance.

If you’re thinking about redesigning your workplace to make it more inclusive, talking to your team to understand their specific needs is a great place to start. Explore how they like to work and what they need to perform at their best. Ask about how they are impacted by their environment, any struggles they have and what adjustments could be made to make them more comfortable while at work. You can then use this insight to create a workplace environment which is tailored to your team as well as your business.