Whilst most organisations are busy making progress in cultivating workspaces that are pleasing to the eyes, there’s another vital organ that’s often left out of the process: the brain.
Neurodiversity - the natural variations in brain function that result in the likes of autism, ADHD, and dyslexia, can be left unconsidered when assessing the health of the workspace. A potentially rising risk area, one could argue, given neurodivergence may be even more prevalent, and certainly so, in some sectors. A 2022 study from Harvard Business Review found that around 15 -20% of the global population is thought to be neurodivergent.
There are major differences in age when it comes to neurodivergent diagnoses. It’s tricky to observe if this is generational in that younger people are more likely to have had the opportunity to be diagnosed versus older generations. It builds a case for supporting those who may forever remain undiagnosed and therefore unknowingly need the support.
Workspace decision makers can remain stuck in a “one-size-fits-all” mindset, designing based on their personal experience, specific neurodiversity experience or for the neurotypical, which often results in missed opportunities to unlock the potential of neurodivergent individuals, the potential superpower of their business, as well as enhancing the environment for all.
The workplace thrives on balance and integration. Businesses can’t excel without diverse minds working in tandem. Neurodivergent individuals bring fresh perspectives, creativity, and analytical skills to the table. By focusing on the neurotypical, we’re essentially ignoring an entire spectrum of talents that could drive innovation, productivity, and, ultimately, success.
Conducive Design
As I make the rounds to clients, I often observe the flawed design of workplaces that are not conducive to neurodivergent employees. Open plan offices, while seemingly “modern,” can be as comforting as a waiting room. For many neurodivergent employees, the overstimulation caused by the likes of noise, lights, distractions in vision, and other senses makes it harder to focus, harder to thrive, particularly in high-stress or creative roles. It is understood that neurodiverse individuals excel when given more control over their environment – given fewer external stressors, their natural abilities will shine further.
When it comes to workspace strategising, flexibility is key. Think of it as a holistic plan with multiple options: quiet zones for those who need to focus, collaborative spaces for those who thrive on interaction, and sensory-friendly features such as adjustable lighting and noise controls. No two employees work best under the same conditions. A healthy workplace needs to account for a range of needs, ensuring that every individual has the tools to succeed.
If you aren’t sure where to begin, I would suggest exploring a quantitative and qualitative research project to establish workforce needs. You could then start to map out what the function of the space should be in response, and then what it might look like in actuality. You may find during this exercise that budget might not allow you to deliver all the immediate requirements, and that’s okay - but this exercise will at least allow you to prioritise the changes in impact order and even produce a long-term plan of upgrades, which can serve as your roadmap towards the end goal of your workplace.
Education Factor
Let’s talk about the education piece to all of this, which is perhaps the biggest hurdle. Business leaders can be heavily motivated by ‘the now’ and driving that physical office occupancy, particularly in times where the bottom line is a major factor, but it’s vital to look at the bigger picture and the live drivers of change that are coming down the line. You can guarantee there’s a competitor out there that’s master planning or delivering these changes today to divert the talent in its direction. Prevention is always better than a cure, after all.
The counter argument to this of course is employee retention as a workplace that is inherently inclusive by design enabling the best work of everyone can lead to happier, more engaged employees who are less likely to look elsewhere, meaning lower turnover rates and less of an impact on HR resources, which will support a healthier bottom line for the company in the long run.
Integrating neurodiversity into workplace strategy and design is not only an ethical responsibility but can provide a strategic advantage.
Workspace Revolution
Neurodiversity isn’t just an afterthought; it’s an essential part of the workforce’s overall health. By embracing it in our workplace strategies—we can create environments where every mind is valued, and every employee has the chance to do their best work.
After all, a healthy workplace is one where all brains are firing on all cylinders. So, let’s administer the right dose of understanding, flexibility, and inclusion—because when every brain is allowed to flourish, the whole organisation benefits.
This article first appeared in CoStar on 19th September.
