Creating inclusive workspaces: Office design with neurodivergent employees in mind

The world of work is changing. In recent years, we’ve seen an increased emphasis on employee wellbeing, a shift in the way people work (with many choosing to work from home instead of spending their days in the office), and a rise in the use of AI across numerous industries.

Among these changes is a growing recognition of the importance of inclusion in the workplace, with many organisations looking to diversify their workforce based on factors like gender, race, and socioeconomic background. Neurotype, though, is commonly overlooked in these efforts. As a result, many employers — often unknowingly — fail to accommodate their neurodivergent employees, and offices are designed according to neurotypical ways of thinking, working, and communicating.

In the UK, only 30% of autistic people of working age are in employment. The remaining 70%, then, are ‘unable to access the independence and fulfilment that employment can bring’, and ‘employers, and the wider economy, are missing out on the skills and energy that autistic people could be contributing, to the detriment of us all’, says Sir Robert Buckland. A 2023 study by inclusive design consultancy Motionspot revealed that, of 1,000 neurodivergent participants, 22% had been forced to decline a job offer due to unsuitable office design, with 15% having left a job for the same reason. Statistics like these underscore the need for a more inclusive approach not only to office design, but to workplace culture more generally.

Embracing neurodiversity means acknowledging strength in difference; it’s about recognising the unique qualities that neurodivergent employees bring to the table — whether it’s deep focus, out-of-the-box ideas, creative problem solving, or attention to detail. In this article, we consider the most common problems faced by neurodivergent individuals at work, before looking at what businesses can do to create working environments in which all employees — not just some — can thrive.

According to Motionspot, 60% of neurodivergent workers prefer to move around different areas of the office during the day, depending on the task they’re doing. However, it tends to be the case that employees are expected to sit at the same desk for the majority of the working day, and for a lot of neurodivergent people, this can make work tricky. A lack of movement and variety can make it harder to focus, increase restlessness, and even lead to sensory overload in a busy office environment. On top of this, being confined to a single workstation may not accommodate fluctuating energy levels throughout the day.

That’s why offices in which employees can move between different areas depending on what they’re working on and their sensory needs are so crucial. Providing a choice of quiet zones, private enclosed spaces, collaborative areas, and even spots to lie down allows neurodivergent employees to structure their day in a way that works for them. Simple adjustments, like the addition of standing desks, lounge areas, and permission to step outside for fresh air, can make a significant difference in creating an inclusive and supportive workplace. Similarly, modular (as opposed to built-in) furniture, allows for even more flexibility within the space.

Office lighting can also make a huge difference to the productivity — and, equally importantly, the comfort — of neurodivergent employees. In fact, research has shown that soft, warm lightning can improve the mood of the whole team, regardless of their neurotype. For neurodivergent employees, though, harsh fluorescent lighting can often cause discomfort, headaches, and even heightened anxiety. Likewise, flickering (faulty) lights can be distracting and overwhelming. In this respect, dimmable or adjustable lighting can be a massive help for neurodivergent employees.

Artificial lighting aside, the importance of natural light in both commercial and residential spaces is undisputed. Employees with greater exposure to natural light have been found to sleep better, perform more efficiently at work, and experience lower levels of stress. Sunlight helps regulate circadian rhythms, which influence mood and cognitive function. Offices with more natural light have been linked to increased energy levels, reduced absenteeism, and overall higher job satisfaction.

Noise in the workplace can also present challenges. Open-plan offices, though designed to foster collaboration, can often be overwhelming for neurodivergent employees due to background chatter and unexpected loud noises. Offering noise-cancelling headphones, soundproof phone booths, and designated quiet zones can help employees manage their auditory environment and improve focus. Even small things like having hand towel dispensers over hand dryers can make a difference. Additionally, allowing for remote work or flexible working arrangements can further support those who struggle with often overstimulating office settings. It’s always nice being able to socialise with colleagues in the office, but having the option to work from home on some days can be a relief for neurodivergent employees. On the flip side, some find themselves understimulated, so having people to chat with at work can be a bonus and help improve their productivity. On top of this, some neurodivergent people get a burst of energy later on in the day, so having the option to work outside of the traditional 9 to 5 hours can be really beneficial.

Lengthy, complicated hiring processes, noisy office environments, and discriminatory (or perhaps ignorant) workplace policies can make it difficult for neurodivergent people to stay in employment (or even get through the door in the first place). Accepting — and celebrating — neurodiversity, then, will be crucial as we move towards more inclusive ways of working and hiring. Not only is it the right thing to do, it’s a smart business move. Neurodivergent people bring unique strengths to the workplace, and companies that foster inclusive environments, where different neurotypes are recognised and supported, don’t just meet quotas for diversity; they unlock new levels of creativity, productivity, and employee satisfaction.

It’s time to broaden the conversation. Inclusion isn’t just about who’s in the room — it’s about ensuring that those in it are able to contribute, succeed, and feel valued. By widening the scope of inclusion to consider neurotype, organisations can create environments that suit everyone. Above all, having compassion and understanding for different ways of working among employees is key.