As part of our Neuro-Inclusive Design series, in this blog we examine how sound can impact people with neurodiverse conditions. It goes on to explore some workplace design adaptations that can be implemented to support neurodivergent employees.
A noisy, distracting work environment is likely to negatively impact most people’s productivity, health and well-being. For the neurodivergent brain however, even everyday sounds can cause great cognitive stress and sensory overload.
Imagine a typical office environment with some people working at their desks and some people chatting just a short distance away. Even at a normal volume of around 60 decibels, if someone else starts speaking nearby at the same volume, this creates ‘interference’ with what we are trying to hear. Where the neurotypical brain’s cortical processing is usually able to filter out this excess sound, for some neurodivergent brains, a simple scenario like this can become extremely debilitating and excessively draining of their cognitive resources.
At the other end of the spectrum, some neurodivergent people feel more comfortable working in the company of other people. Complete silence can be disorienting for them, leading to anxiety and a sense of isolation.
Given this range of sensitivities to sound that employees may be experiencing, factoring in an array of acoustic solutions early in the design process will help ensure an inclusive workspace that is comfortable, productive and where everyone can thrive.
With the recent trend for more collaborative, open workplaces, it is important that the diverse needs of all employees are considered from the outset. In this section, we offer 8 key principals in workplace design for creating more neuro-inclusive work environments:
Choice is crucial. Designing-in clearly defined areas that accommodate a diversity of sound-level preferences and comfort-zones will help create a more neuro-inclusive work environment.
Dedicated quiet spaces, such as ‘hyper-focus areas’, which can be either open or closed spaces for supporting intense concentration are important for many neuro-divergent people. Spatial and behavioural design can also work together to indicate a person’s 'availability to be interrupted'. This could take the form of a specifically designated ‘Do not disturb’ area, where everyone is aware of the function of that particular space, such as a Library Zone.
It is also important to remember that quiet, focused spaces shouldn’t always be one-person booths. These can make some people feel claustrophobic, so a range of quiet space options are ideal.
Where active, noisy, stimulating zones are important for some neurodivergent people to work effectively demarcated collaboration spaces with clear signposting are a good solution.
When designing office layouts, consider noise levels when looking at adjacencies and team setups. Asking employees about noise levels and preferences is important. Avoid sitting the quiet, focused teams next to noisy refreshments-points or the chattier teams with the busy workstation areas. Designing-in your ‘office etiquette’ to support quiet areas, break-out areas and appropriate spaces for calls and quiet focused work can be helpful.
Learn more in our related blog SPACE PLANNING FOR THE NEURO-INCLUSIVE WORKPLACE
Colour can feature as an integral part of the description for spaces. Colour association can help neurodivergent brains distinguish spaces more easily to help navigate an office environment. Flooring, furnishings or wall colours, for example, can be used effectively to act as visual identifiers for ‘loud/busy zones’ or equally for ‘quieter/segregated zones’.
Pega featuring Crafted Series
Learn more in our related blog SPECIFYING COLOUR AND PATTERN FOR NEURO-INCLUSIVE WORKPLACES
Fashionable surfaces like metal, glass and stone used on floors, furnishings and partitions will increase reverberation and noise levels. These materials should be used sparingly and alongside other softer materials. Sound absorbing finishes such as fabric screening and floor coverings with acoustic enhancements will soften and turn down the noise in an interior. Cushion-backed carpet tiles or LVT with an acoustic layer can be effective at absorbing significant volumes of ambient and impact noise in an office environment.
When it comes to break time, not all areas should be made buzzy and lively. Not everyone is looking for interaction on their breaktime. Indoor gardens and tranquil areas can be good for supporting neurodivergent employees with a space for quiet recalibration and for ‘re-setting’.
‘Quiet’ models of white-goods and office equipment are available. The Quiet Mark can be useful in finding technically assessed and certified quiet alternatives. Considered workspace layout should separate and buffer distracting sounds from plant rooms, HVAC, noisy plumbing and other potentially noisy utilities.
For those neuro-divergent employees where complete silence can be as uncomfortable as overwhelming noise, sound-masking involves raising background sound levels by adding sound, rather than taking it away. Unlike ‘white noise’ the sound masking spectrum is shaped around the frequencies of human speech. By playing this gentle noise to create deliberate sound interference, this can help reduces the distance at which people can be overheard from 15m to 5m. Several studies have found that this type of sound-masking can significantly improve employees’ ability to focus on tasks.
Finally, personal management of noise can play an important role in the office environment. Noise-cancelling headphones or earplugs can allow individuals to take control their own sound volume levels whether that be complete noise elimination or just a reduction ambient noise level.
Considered acoustic design can be powerful in creating a neuro-inclusive workplace where everyone can feel comfortable, focused, and engaged. By understanding the diverse needs of neurodivergent individuals and implementing a range of acoustic strategies, companies can foster an environment that supports well-being and productivity for all employees.