Neurodivergent employees often face multiple challenges in the work environment. For those that are hypersensitive, whether to sound, touch, smell or visual input, their ability to be productive at work can be seriously impaired. These differences in the way that neurodivergent people experience the world can also impact their sense of well-being, comfort and belonging in the workplace. Conversley, some neurodivergent people can be hyposensitive in some of these areas where, for example, they require additional visual stimulation to bring out their creativity.
With an estimated 15-20% of the population thought to be neurodivergent, this clearly presents a particular challenge for workplace interior designers looking to create fully inclusive work environments.
As part of our Neuro-inclusive Design series, in this blog we will guide you through what needs to considered when initially planning the layout and configuration of a neuro-inclusive work environment.
Incorporate microenvironments
While it is impossible to accommodate every requirement, designing-in at the start a variety of carefully considered range of microenvironments will go a long way to creating a more neuro-inclusive workplace.
This typical office space illustrates how clearly defined, neuro-inclusive zones can be incorporated. Each space is identified by degrees of sensory input, from hypersensitive to hyposensitive. The areas towards the bottom are specifically designed to be more active, noisier work zones for collaborative working and communication. Towards the top, there are quieter, low traffic areas, both open and closed, that include designated quiet spaces, ‘hyper-focus’ work zones and a ‘managed’ social hub.
This careful attention to configuration creates a more broadly inclusive work environment for all but is particularly sensitive to the needs of neurodivergent employees.
Zone with acoustics in mind
The trend for open plan, co-working spaces, designed for collaborative working and hot-desking, can be invigorating and create a real buzz that inspires creativity. While exciting and stimulating for some, this but can be a stressful nightmare of over-stimulation for many neurodivergent people. Considering the soundscape early in the design process will help to ensure the most effective acoustic zoning is applied.
While quiet zones are important for reducing distractions for neuro-divergent workers, there are some additional considerations to be aware of:
- Reduced noise spaces should allow people to retreat from the main flow of pedestrian traffic whilst still retaining sightlines and safe spaces.
- Don’t assume that Quiet Zones should always be one-person booths as they can have the effect of feeling too claustrophobic for some people.
- There are some neurodivergent people that prefer to work in the company of others, just without the noise. A Library Zone where people can go to work in silence can be a good idea for this scenario.
- Alternatively, designated Do Not Disturb spaces are a good way for colleagues to signal their needs and indicate their ‘availability’ to be interrupted.
Brodies featuring Arctic Survey - Isotherm
Learn more on this subject in our blog 8 KEY PRINCIPALS OF ACOUSTIC DESIGN FOR THE NEURO-INCLUSIVE WORK ENVIRONMENT
Manage visual stimulation
Neurodivergent brains can easily experience sensory overload when faced with multiple visual elements. An abundance of colours, textures, symbols, signs and patterns can compete for attention and cause anxiety, confusion and disconnection.
As also illustrated in the office example above:
- Microenvironments that enable people to find the right level of visual stimulation that feels safe and comfortable will help to reduce any anxieties.
- Reduce visual content, with items such as wall art or noticeboards, in areas where neurodivergent people with heightened visual sensitivity are required to concentrate.
- Minimise unnecessary visual content around areas that DO require some visual processing for communication, such as displays, signage or transition spaces.
- Avoid repeating geometrics forms of stripes, bars or perforated materials that can appear to shimmer and cause visual disturbance, particularly in stairwells and walkways.
- Neurodivergent brains don’t always experience colour in the same way as neurotypical brains. Be aware of potential sensitives with, for example, full intensity blues, reds and yellows can be over-stimulating. A palette of cool and muted colours typically found in nature are generally considered to be neuro-friendly for all.
Learn more about this in our related blog USING COLOUR & PATTERN FOR NEURO-INCLUSIVE WORK ENVIRONMENT
Considerations in Wayfinding for Neurodivergent people
Wayfinding is often a multi-sensory activity based on mental snapshots, sensations and memory. Depending on the way an individual’s brain processes, neurodivergent people rely on different things to navigate a building:
- visual ‘landmark’ cues such as symbols and colours
- factual information usually words or numbers to signpost
- 3 dimensional spatial images – a mental map, common for people with dyslexia
Many people with neurodivergent conditions need and thrive on repetition, predictability, and clear boundaries to feel ‘safe’ and ‘in control’. The environments they work in need to make sense, so good wayfinding is key. Feeling well orientated and welcomed into a workspace is also a first step towards inclusion and belonging.
Believe Housing featuring Glazed Clay (carpet) and Heritage Wood (LVT)
Designing-in a visual narrative that helps neurodivergent people understand a space and chose somewhere that feels safe and comfortable is important.
Clarity is key
Creating a clear starting point in a building is important to making it immediately obvious how to navigate the workspace and avoid disorientation, particularly if the starting point is not the reception area. Clear and uncluttered sight lines and viewpoints through the building can help create an immediate understanding of how a workspace is laid out and physically organised.
Directional signage should be sited so that it is visible from all directions of approach. Where possible, this should be repeated at each decision point for reassurance.
Create rhythm and predictability
When considering materials and finishes, designing a rhythm of design elements to create a recognisable coherence supports with orientation around a building. Incorporating a deliberate but subtle differentiation, for example, between floors or functional spaces with an office environment can help build that simple visual narrative.
Using designs that gently transition from one colour to another can also be helpful in avoiding a harsh line that can be perceived as a barrier or a change in levels for those with visual impairments.
BlueFloat featuring Coastline and Coastline Transitions
Colour for communication
Colour coding with furnishings and finishes to differentiate and identify, for example, loud or busy zones from quieter independent work-zones, can be a simple way to help neurodivergent people to navigate more easily through a workplace.
In the same way, colour can be used to identify functional spaces in an office. For example, the accounting department can be identified with one colour within a floorplate or on a particular floor.
BP Agora featuring Coastline and Coastline Transitions
Use different textures
Considering the sense of touch to aid navigation can also be useful. This could involve the door handles that people will touch, furniture finishes or a change of textures in floor coverings to denote different zones.
Fichtner featuring Wireframe and Wireframe Expressions (Carpet) and Change Agent - Rootwork (LVT)
Mixing different product types, to designate a clear walking path helps with orientation to direct people and reduce unnecessary traffic through a work area.
Consider light reflectance
When considering different materials and textures to define spaces, it is also important to be mindful of light reflectance. Shiny floor surfaces can often appear to be wet or slippery and cause confusion for those with difficulties in sensory processing.
Glass walls can be both reflective and transparent which can create distraction or over-stimulation. Blinds and manifestations are ideal for creating privacy and reducing glare.
While neurodivergent conditions such dyslexia, dyspraxia, ADHD and autism are perhaps more familiar, there are a host of other neurological disorders that can present an array of difficulties, but also strengths in neurodivergent employees that are often underutilised. In our recent Whitepaper, ‘Designing a Neuro-inclusive Workplace’, we provide comprehensive list of these, often surprising, attributes.
You may also be interested to read our blog 10 NEURODIVERSITY AT WORD STATISTICS THAT MIGHT SURPRISE YOU.
Whether designing a new workplace or reconfiguring an existing space, careful consideration in space planning will help to optimise the work environment for the full spectrum of employees.
