Designing Workspaces That Embrace Neurodiversity

The modern workplace, with its open layouts, constant activity, and sensory stimuli, presents challenges for all employees. For neurodivergent individuals, these challenges often intensify and directly affect productivity.

Haworth’s new research explores the experiences of neurodivergent employees, emphasizing how physical environments, workplace policies, and organizational culture shape their workday. It also offers practical design strategies that extend beyond office settings to education, healthcare, and other environments, creating inclusive spaces where everyone can thrive.

• Neurodiversity (ND) – Refers to the natural range of differences in individual brain function and behavioral traits. The concept emphasizes that these variations are normal for the human population.

• Neurotypical (NT) – Describes individuals whose neurological development and functioning align with societal expectations of what is considered the neurological norm.

• Neurodivergent – Refers to differences in how a person’s brain functions, impacting the way they behave, think, and interact with the world. These differences are natural variations.

• Neurotype – A fundamental aspect of a person’s identity that pertains to how their brain learns, communicates, and develops. More specifically, the term “neurotype” can be used to describe the kind of brain a person has or identifies as having. Neurotypes include, but are not limited to, Autism Spectrum Disorder (ASD), Attention Deficit/Hyperactivity Disorder (ADHD), intellectual disabilities, dyslexia, dyspraxia, Obsessive Compulsive Disorder (OCD), and Post-Traumatic Stress Disorder (PTSD). Each neurotype can bring distinct strengths and valuable perspectives.

This study, based on in-depth interviews with neurodivergent employees and a comprehensive global survey of both neurodivergent and neurotypical employees, reveals critical differences in how environmental factors influence the work experience.

While lighting, sounds, and smells impact everyone, neurodivergent individuals often experience heightened sensitivities. Their performance may be positively or negatively influenced by visual elements such as colors, patterns, and movement, as well as tactile elements like surface textures.

This variability highlights the need for diverse workspace options that support a range of sensory preferences and work styles.

Create an environment where all minds thrive. Our guide includes design trends, workplace research, and space solutions that empower neurodiverse people to work their best.

Our research shows that the physical workspace profoundly affects employee well-being and performance. A positive, supportive environment reduces stress and improves focus for both neurodivergent and neurotypical employees.

When exposed to negative environmental stimuli, such as excessive noise or harsh lighting, neurodivergent individuals report significantly higher rates of frustration, anxiety, and difficulty refocusing compared to their neurotypical peers. They are also more likely to avoid or leave the office due to poor working conditions.

These findings highlight the importance of providing adaptable spaces and empowering employees to control their surroundings.

Neurodivergent employees often benefit from aids like noise-canceling headphones and seek alternative spaces, like focus rooms or quiet zones, to manage sensory input and maintain concentration. Flexible work policies, including remote work options, are essential for supporting neurodivergent individuals and allowing them to choose the environment that best suits their needs.  

While both neurodivergent and neurotypical employees value supportive workplace policies like flexible scheduling and autonomy in decision-making, the study reveals a potential equity gap in how these policies are implemented and experienced. Neurodivergent employees were more likely to report that, although these policies exist, they weren't always helpful or consistently applied.

Organizations must not only establish inclusive policies but also ensure consistent and equitable application across all employee groups to foster fairness and trust. Open communication and transparent processes are essential for bridging this gap and helping all employees feel supported.

Neurodivergent employees experience significantly higher stress levels when managing certain job demands, such as tight deadlines and multitasking. The pressure to conform to traditional workplace expectations can intensify these challenges, leading to increased anxiety and burnout.

Supportive policies, a positive work environment, and strong relationships with colleagues can help mitigate this stress and create a sense of belonging. Mentorship programs, employee resource groups, and open communication channels can foster a supportive culture where neurodivergent individuals feel comfortable seeking assistance and expressing their needs.

• Variety and Choice – Offer a diverse range of workspaces that support different sensory preferences and work styles. This includes quiet zones for focused work, collaborative areas for team projects, and restorative spaces for relaxation and rejuvenation. Provide options for both individual and group work, so employees can choose the environment that best supports their needs and tasks. 

• User Control and Personalization – Empower employees to control lighting, sound, and airflow in their workspaces. Provide adjustable lighting fixtures and encourage the use of noise-canceling headphones. Enable individuals to customize their environment to reduce sensory distractions. Use workstation booking systems to help employees reserve preferred spaces and plan their workday.

• Flexibility and Autonomy – Implement flexible work policies, including remote work options and flexible scheduling. Allow employees to choose when and where they work, helping them to manage energy levels and minimize stress. Provide clear guidelines and expectations for remote work to ensure productivity and maintain team connection. 

• Sensory Considerations – Pay attention to visual, auditory, olfactory, and tactile elements in the workplace. Minimize triggers such as overly bright lights, visual distractions, excessive noise, and strong smells. Offer designated quiet zones and sensory-friendly spaces for individuals who need low-stimulation environments. 

• Supportive Culture and Communication – Foster a culture of understanding and acceptance of neurodiversity. Provide resources such as mentorship programs, employee resource groups, and access to mental health services. Encourage open communication and offer training to raise awareness of neurodiversity and promote inclusive practices.

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By understanding the unique needs of neurodivergent individuals and implementing inclusive design strategies, organizations can create workspaces that are more productive, supportive, and engaging for all.

A neurodiverse workforce brings a wealth of talent, perspectives, and innovation. Creating an environment where everyone can thrive helps unlock potential and drive organizational success.