WORKPLACE DIVERSITY AND INCLUSION
Dedicated areas such as quiet focus rooms, collaborative workspaces and wellbeing zones tailored to various sensory preferences – such as those pictured here – are essential for neurodiverse- friendly environments
I n 1998, Australian academic Judy Singer introduced the term ‘neurodiverse’ to describe the natural variations in how individuals think, learn, perceive the world, interact, and process information. Neurodiversity encompasses conditions such as autism, ADHD, dyslexia, and dyspraxia. e recent rise in adult diagnoses 2 of these conditions has brought increased attention to neurodiversity, with employers among those taking notice, ushering in the concept of ‘neuroinclusion’ 3 – the provision of adaptable, exible, and supportive workspaces that enable all employees to perform at their best by meeting diverse neurological needs. Embracing neurodiversity entails recognising individual dierences and appreciating the inherent strengths of neurodivergent individuals without stigmatising or pathologising them. e neurodiverse population, however, remains a signicantly underutilised talent pool. Unemployment rates can reach as high as 80% (including individuals with more severe disorders). Even when employed, many talented neurodivergent individuals are oen under- employed. Considering approximately 15–20% of the global population is neurodivergent, creating inclusive workspaces is an ethical and strategic business imperative.
as quiet focus rooms/pods, collaborative workspaces, and wellbeing zones tailored to various sensory preferences. MINDFUL SPACES • Minimalist aesthetics: embrace minimalist design principles and colour schemes in some areas to minimise sensory overload and create visually uncluttered environments. • Balanced light and privacy: enhance natural light while preserving privacy with frosted window lms. • Biophilic design: incorporate biophilic design elements, such as natural light,
emotional regulation, and working memory. is means providing a range of types of spaces, from tranquil individual spaces to dynamic collaborative areas to suit dierent working proles, analytical or emotional. DESIGNING FOR DIFFERENCE Designing workspaces for neurodivergent employees requires recognising how specic design elements aect sensory experiences, particularly for those susceptible to sensory overload. Addressing factors such as acoustics, lighting, and colour schemes early on is crucial to minimising overload and fostering psychological and physiological wellbeing. While some people thrive on stimulation, it is essential to avoid causing sensory overload for hypersensitive individuals. Creating an inclusive work environment also involves incorporating Universal Design (UD) principles. UD oers a holistic approach to workspace design, ensuring equitable participation by addressing diverse sensory processing challenges that aect many individuals, such as noise distractions, lighting issues, temperature uctuations, and discomfort with furniture or fabrics. Based on UD principles of exibility and accessibility, the following layout and design features should be considered in inclusive workspace design: SENSORY-FRIENDLY ELEMENTS • Adjustable sensory features: provide adjustable lighting, temperature controls, and noise-cancelling headphones to reduce sensory overload. • Way nding systems: install explicit signage, including visual landmarks and colour-coded pathways, to facilitate navigation throughout the workspace. • Quiet zones: establish dedicated areas, such
green spaces, organic materials, and soothing colour palettes to promote a calming atmosphere.
FLEXIBLE WORKSPACES • Adjustable furniture: provide adaptable furniture, such as sit–stand desks, to encourage movement and accommodate individual preferences. • Di erentiated areas: alongside sensory zones, oer a variety of work settings, including collaborative spaces conducive to teamwork and social interaction. NAVIGATING COMPLEXITIES Designing for neurodiversity requires a holistic approach that considers physical adaptations and fosters a culture of inclusivity. A crucial task for designers is to create workspace layouts that minimise distractions and maximise eciency (in terms of individual and collective productivity) and quality (in terms of dialogue and work relationships). Preferred work styles can vary considerably among individuals, necessitating designers to possess comprehensive knowledge of neurodivergent experiences. While some individuals benet from stimulating, sensory-rich environments,
An increasing number of employers, including Allure, are embracing
neuroinclusive workspaces. In the US, this is evident from growing participation in initiatives such as the Disability Equality Index, which encompassed 485 companies in 2023, and e Neurodiversity @ Work roundtable. Companies prioritising neurodiversity are more equipped to accommodate varied working styles and foster inclusive environments. A neurodiverse approach to workspace design involves creating environments that cater to dierences in sensory processing,
AURA
Made with FlippingBook - Online catalogs