Employers have a responsibility to create and maintain work environments where everyone can thrive. Our industry is currently lagging behind, writes Ben Channon at Buro Happold
Between 15 and 20% of the UK population is neurodivergent and, thanks to more accurate and inclusive criteria, this number is expected to rise. We are already seeing the impact of spaces and policies that don’t cater to a range of needs. Research shows that 64% of neurodivergent employees want more support from their employers.
It is clear that, socially and ethically, employers have a responsibility to optimise work environments where everyone can thrive. But, it also makes good business sense. Inclusive workspaces bolster productivity, and diverse teams have proven to be 87% better at making decisions, and 35% more likely to outperform competitors. This gives inclusive employers an edge at a time when businesses are navigating an unpredictable economic climate and looking to boost competitiveness and performance.
We must embed neuro-inclusive design into the heart of workplace infrastructure and do more than just meet minimum standards for accessibility and inclusivity
The issue we are facing is that infrastructure is lagging behind. Most office buildings are not designed with neurodiversity in mind and, historically, the built environment has lacked industry guidance. We have seen some progress recently, with critical guidance in designing environments created in 2022: the PAS 6463 Design for the Mind. Neurodiversity & the Built Environment. However, we must embed neuro-inclusive design into the heart of workplace infrastructure and do more than just meet minimum standards for accessibility and inclusivity.
Growing awareness of the impact of office spaces
Creating more inclusive spaces starts with broadening our understanding of neurodivergence. Traditionally, the term has referred to diagnosed conditions such as autism and ADHD.
On an industry-wide level, we are now acknowledging how long-covid, traumatic brain injury, mental health conditions, and even hormonal changes from pregnancy and menopause can all heighten or impact environmental sensitivities.
The first step is recognising the breadth of this spectrum, and then understanding how individuals use and engage with office spaces day to day. Inclusive design is about creating spaces that ensure comfort, aim to reduce stress and triggers, and build a welcoming environment for employees who struggle in conventional workplaces.
The core principles of inclusive design features
The foundation of designing inclusively can be looked at through the guiding framework of the “three Cs”: clarity, choice and calm.
Clarity is the concept that spaces should be logical and easy to navigate, reducing the potential to trigger frustration and anxiety at complex layouts.
Choice means empowering the user by giving them some control over their environment. This control can either be through manual adjustments, or the opportunity for decision making – such as choosing to sit in a different area for solo working or to collaborate and socialise.
Calm is an integral element, offering quiet, low-stimulation areas where employees can retreat to, to avoid sensory overload. Integrating biophilia (connections with nature) into office spaces – such as natural timber, daylight, views of the outdoors, nature-inspired artwork, and indoor plants – can also significantly enhance the calming effect of a space.
The three Cs outline a comprehensive but simple guide that can have a profound impact, given that 70% of neurodivergent people are hypersensitive to their surroundings. Environments that are too rigid can take away an individual’s sense of control, whereas small, cost-effective changes that encourage flexibility can improve an employee’s experience drastically.
Investing in creating a neuro-inclusive work environment can be a key differentiator in identifying, attracting and retaining talent
The Grimaldi Building, the new London home of the Royal National Institute of Blind People (RNIB), recently underwent interior and exterior refurbishment, to align with inclusive design standards. The architectural and design approach was tailored to cater to a range of sensory and cognitive needs. It integrated muted colour tones, clearly identified routes, and easy-to-navigate layouts.
Both collaborative and focus spaces were built with appropriate acoustics, as well as adjustable lighting – allowing users to mitigate against shadows and adjust colour temperature and light intensity. This level of flexibility and thoughtful design can be replicated and customised to optimise office buildings and ensure that each space best suits a variety of needs without compromising functionality or aesthetic.
The business case for neuro-inclusive environments.
In 2022, a member of our team was technical author for PAS 6463 Design for the Mind. Neurodiversity & the Built Environment – the British Standards guidance, sponsored by Buro Happold, TfL, BBC and Forbo. They worked with a steering group of experts with lived and professional experience to shape the guidance.
The PAS is critical guidance in designing environments that consider sensory processing needs to mitigate poorly designed spaces. Formal regulatory frameworks are still a long way off, but this guidance has been a promising step signalling industry shifts.
The benefits of neuro-inclusive design go beyond individual wellbeing. Investing in creating a neuro-inclusive work environment can be a key differentiator in identifying, attracting and retaining talent, particularly in STEM industries where the percentage of neurodivergent employees is higher.
A truly neuro-inclusive working environment will cater to everyone in a way that prompts innovative thinking, enhances employee wellbeing and creates optimal conditions for people and the business to thrive.
Ben Channon is head of inclusive environments at Buro Happold
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