Designing Inclusive Workplaces

Key Considerations for Neurodivergent Employees – Designing inclusive workplaces to support your individual employees’ needs is essential to enable them to thrive. 

During our previous conversation with Charlotte Simpkins from Bluespace, she highlighted the growing needs and desire of their clients for support with creating and adapting their workspaces to better support neurodiversity in the workplace. 

There is often a wide variety of aspects that employers never consider when designing workplaces that could significantly support and accommodate neurodivergent employees. The following aspects are essential for creating an inclusive and supportive environment. Here are five key areas to consider: 

Sensory Sensitivity 

When designing inclusive workplaces it is important to consider that neurodivergent individuals often have heightened sensitivity to sensory stimuli, such as noise, light, and smells. To create a sensory-friendly environment, employers can minimise sensory distractions by providing options for adjustable lighting, noise-cancelling headphones, and quiet spaces where employees can retreat when overwhelmed. Additionally, incorporating calming colours and natural elements can contribute to a soothing atmosphere conducive to productivity and wellbeing. 

“Creating an inclusive workplace means going beyond traditional accommodations to address the diverse needs of all employees,” says Charlotte Simpkins from Bluespace. “One innovative solution we’re exploring is the use of initiative paint products, which are specifically designed to absorb toxins and purify the air. This not only enhances the overall air quality but also supports neurodivergent employees who may be sensitive to smells or other environmental triggers.” 

Communication and Social Interaction 

Clear and direct communication is essential for neurodivergent individuals who may have difficulty processing verbal information or understanding social cues. Employers can foster inclusive communication by offering written instructions, visual aids, and other alternative communication channels. Providing opportunities for social skills training and creating a supportive work culture that encourages open dialogue can also help neurodivergent employees feel valued and included. 

Workspace Flexibility 

Flexibility in workspace arrangements is key to accommodating the diverse needs of neurodivergent employees. Employers can offer options such as individual workstations, standing desks, or alternative seating arrangements to accommodate different sensory preferences and comfort levels. Designating quiet zones or sensory-friendly areas where employees can work without distractions allows for greater autonomy and flexibility in how work is approached and completed. 

Supportive Policies and Practices 

In addition to physical accommodations, employers should implement policies and practices that support neurodivergent employees’ wellbeing and success in the workplace. This may include flexible leave policies, remote work options, and access to support resources such as employee assistance programmes and wellbeing coaching. Providing training and education for managers and co-workers on neurodiversity awareness and inclusion is also essential for creating a supportive and understanding work environment. 

Accessibility and Accommodations 

Ensuring accessibility for neurodivergent employees extends beyond physical accommodations to include assistive technologies and resources that support their specific needs. Employers should assess and address any barriers to accessibility, whether related to mobility challenges or cognitive differences, to ensure equal access to opportunities and resources. Regularly soliciting feedback from neurodivergent employees and making adjustments based on their input helps to ensure that accommodations remain effective and responsive to individual needs. 

Reflection Questions for Employers 

The following questions serve as an initial framework for employers to assess and enhance their workspace design, prioritising the needs of neurodivergent employees. They offer a starting point for evaluating and improving your workspace to foster a supportive and inclusive environment for all individuals. 

• Are there provisions in place to minimise sensory distractions such as noise, harsh lighting, and strong smells, which may affect neurodivergent employees? 
• How can alternative communication channels, such as written instructions and visual aids, be incorporated to support neurodivergent individuals who may have difficulty with verbal communication? 
• What measures can be implemented to offer flexible workspace arrangements that cater to the diverse sensory preferences and comfort levels of neurodivergent employees? 
• How can policies and practices be adapted to provide comprehensive support, including flexible leave options, remote work opportunities, and access to neurodiversity awareness training and support resources? 
• What steps can be taken to ensure equal access to opportunities and resources for neurodivergent employees, including the implementation of assistive technologies and the solicitation of regular feedback for ongoing improvements? 

Conclusion 

By prioritising inclusivity and considering the unique needs and preferences of neurodivergent employees, employers can create workplaces that foster a sense of belonging, respect, and support for all individuals. Through thoughtful design, communication, flexibility, and accessibility, organisations can harness the diverse talents and perspectives of their workforce, driving innovation, productivity, and success. 

By addressing these key areas when designing inclusive workplaces, employers can create a workplace environment that values and respects the unique strengths and needs of neurodivergent employees. 

Quick summary 

1. Sensory Sensitivity – Minimise distractions like noise and bright lights, and consider incorporating calming elements like natural colours and materials. 

2. Communication and Social Interaction – Offer alternative communication channels and provide opportunities for social skills training to support clear and direct communication. 

3. Workspace Flexibility – Provide options for different workstations and seating arrangements to accommodate diverse sensory preferences and comfort levels. 

4. Supportive Policies and Practices – Implement flexible policies, access to support resources, and neurodiversity awareness training to create an inclusive and understanding work environment. 

5. Accessibility and Accommodations – Ensure equal access to opportunities and resources through physical accommodations and assistive technologies, and regularly solicit feedback to address individual needs effectively. 

We recommend working with a specialist like Bluespace Ltd, which is passionate about creating contemporary office design for workplace interiors where staff will feel more productive, creative and inspired. For more information click here 

Catch up on this series

Blog 1 – Creating People First workspaces

Blog 2 – Elevating company culture through design

Blog 3 – Affordable tips for employee friendly workspaces

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