Inclusive Workspace Design: Supporting Neurodivergence

Creating a workplace environment that ensures all people can thrive and work well is essential. This includes supporting neurodivergent employees. While this group’s behaviors and cognitive functions may differ from those of neurotypical individuals, they can be some of the most creative and high-performing employees in a company’s workforce.

The Impact of Sensory Sensitivities 

Many factors can influence how space affects a person. Working in the office can, at times, be challenging for most people, but it can be particularly difficult for those who are neurodivergent and/or have sensory sensitivities. There are many potential sensory triggers hidden throughout the workplace that can quickly derail a sensitive individual’s day. If the workplace does not feel supportive, this can lead to emotional masking—concealing or suppressing aspects of one’s neurodivergent traits or conditions to fit in with the norms of the workplace or society. Masking—especially on a recurring basis—is exhausting and can take its toll on a neurodivergent person's energy levels, cognitive abilities, emotions, and overall well-being.

Understanding Neurodivergent Conditions

Neurodivergent individuals can behave, think, and learn differently compared to those who are neurotypical. Research suggests that 15­­–20% of the world’s population exhibits some form of neurodiversity. Neurodiverse conditions include but are not limited to Autism (ASD), Attention Deficit/Hyperactivity Disorder (ADHD), Dyslexia, Tourette’s Syndrome, Obsessive Compulsive Disorder (OCD), and Anxiety.

Responding to Sensory Stimuli

Since individuals can respond to external stimuli in various ways, the workplace is rife with circumstances that might initiate negative responses. These unpleasant sensory experiences at work can be stressful, and those who are neurodivergent can have a particularly difficult time recovering from them. Our Global Resilience research has taught us that providing people with the right workplace resources can help reduce their stress and improve performance.

The 8 Sensory Systems

We can begin to understand what resources the workplace should provide by learning about the 8 sensory systems in our bodies.

1. Vestibular (Balance and Movement)

Provides information about where our body is in space and whether we or our surroundings are moving; it tells us about the speed and direction of movement.

2. Proprioceptive (Muscles and Joints)

Provides information about where a certain body part is and how it’s moving.

3. Interoceptive (Internal Body Sensations)

Provides information about the body’s internal state; how we feel and understand what’s happening inside ourselves and how we regulate emotional response.

4. Visual (Sight)

Provides information about objects and persons; helps us define boundaries as we move through time and space.

5. Auditory (Hearing)

Provides information about sounds in the environment (loud, soft, high, low, near, far).

6. Tactile (Touch)

Provides information about the environment and object qualities (touch, pressure, texture, hard, soft, sharp, dull, heat, cold, pain).

7. Olfactory (Smell)

Provides information about different types of smell (musty, acrid, putrid, flowery, pungent).

8. Gustatory (Taste)

Provides information about different types of taste (sweet, sour, bitter, salty, spicy).

Workplace Opportunities for Sensory Support

The workplace should be as supportive as possible to neurodivergent individuals and should, at its most fundamental level, fulfill workers’ physical requirements. In the case of those who experience sensitivities within the 8 sensory systems, meeting these needs can have a greater impact compared to general workers.

While employers can’t control every element that could be a factor in unpleasant sensory experiences, they can integrate subtle changes in workplace design and provide a variety of choices to support individuals’ unique sensory needs. If an individual’s physical needs are met and harmful sensory triggers are avoided, they can focus on meeting their emotional and cognitive needs throughout the workplace experience.

The key component to any of the recommended ways to support sensory sensitivities is user control and choice. At the very least, the workplace should strive to meet sensory needs and make employees feel safe and cared for. If employees recognize a sensory trigger, they should be able to find a space within the workplace that has the tools they need to regulate. This could occur at their individual work point, or a variety of other spaces within the building.

Beyond the Physical Workspace

In addition to the physical workspace, there is also much that can be done in the form of:

• General awareness
• Training for all employees
• Flexible work schedules
• Self-advocacy

Company policies around where work is done can help support people with sensory sensitivities. If being in an office 5 days a week results in undue stress from sensory triggers, a hybrid policy that allows working from home or an alternate location could help alleviate this stress.

Regardless of the company’s motivations, any steps that are taken to create supportive workplaces for neurodivergent individuals and those with sensory sensitivities should be done with thoughtfulness and sensitivity to make sure the intent is understood and adopted by all. If organizations work to support the neurodiverse population, it can only enhance the work experience for all by creating a workplace that addresses a variety of needs and activities.