Picture a typical morning in the office. The fluorescent lights hum overhead while conversations about everything ranging from the Yellowstone finale to tomorrow’s big client presentation echo across the open floor plan. A printer whirs, the HVAC system drones, and your neighbor’s heavy perfume triggers a sneeze.
For many employees, these are just mild annoyances. But for neurodivergent individuals — whose brains process information and sensory stimulation differently — this type of sensory assault can make it nearly impossible to focus. With a conservative estimate being that about one in five employees are neurodivergent, organizations are learning that conventional workplace designs have unintentionally made it difficult, if even possible, for some of their most capable people to succeed.
Invisible Barriers
The Americans with Disabilities Act of 1990 led to major improvements in making workplaces physically accessible. But office design affects people who think and process information differently as well. While barriers facing neurodivergent employees may not be as visible, they’re every bit as real as a set of stairs to someone using a wheelchair.
Think about an employee with sensory processing differences trying to focus in a buzzy open environment with no options for shielding. People walking past their desk create constant visual movement in their peripheral vision. There are continuous sounds from impromptu conversations and the heat is stifling. Meanwhile, their neighbors are eating their lunches at their desks, filling the air with unwanted food odors. For neurodivergent employees, these environmental factors can trigger a fight, flight, freeze, or fawn response that makes concentrated work impossible. Their neurotypical colleagues may not fare much better.
The Competitive Advantage of Neurodiversity
Neurodivergent individuals often have exceptional abilities that organizations desperately need. They might excel at spotting patterns and errors that others miss, tackle problems in creative new ways, dive deep into focused work for hours, or bring fresh perspectives that disrupt conventional thinking. Their tendency to think independently and openly examine facts can be especially valuable in preventing the kind of conformist thinking that stifles innovation. Though their analytical, questioning nature can sometimes be misread as difficult, these traits — when supported — also can lead to breakthroughs.
Consider that many of history’s greatest innovators and creators, from Thomas Edison’s myriad of inventions to Alan Turing’s computational breakthroughs, showed neurodivergent traits that helped shape their work. Creating space where neurodivergents can thrive is good for business.
The case for neuroinclusive workplace design grows stronger as countries face mounting talent shortages from aging workforces, early retirements, and falling birth rates. Despite their desire to contribute, a vast pool of neurodivergent talent remains untapped. Smart companies are no longer just accommodating this neurodivergence — they are looking for it. Those that do this, and create truly inclusive environments, see results in the form of increased innovation, enhanced productivity, deeper engagement, and higher retention.
Many organizations worry about the costs of creating neuroinclusive environments. Yet the reality is that most workplace accommodations cost nothing to implement. Those that do typically involve minimal one-time expenses. And accommodations often aid all those in the space who might be challenged by the same elements, just like curb cuts help more than just those in wheelchairs.
Designing for Success
Creating neuroinclusive workplaces goes beyond just adding quiet rooms or handing out noise-canceling headphones. We must rethink workplace design itself, from the basic sensory environment to varied spaces for different types of work. Thoughtfully designed spaces do more than remove barriers. They can improve workplace culture, eliminate stigmas, and empower each person to work in ways that suit them. There’s no single solution. Neurodivergent individuals have varying needs, and what helps one person focus may bother another.
This complexity is why we are changing our approach to workplace design. Tomorrow’s workplace must give people choice, variety, and control over their immediate environment. It needs to balance collaboration with focus, stimulation with calm, and structure with flexibility. Above all, it must embrace how differently our brains work. We should view neurological diversity as an asset, not an issue.
I believe that organizations that lead the way in workplace neuroinclusion will win the war for talent. Meanwhile, those that continue to design spaces for a non-existent “typical worker” will lose some of the creative talent they need.
Making Space for Everyone
We know we need neuroinclusive workplaces. The next question is how to design them. Get it right, and you’ll unlock many hidden talents while providing spaces where everyone can reach their full potential.
Next month, the second part of this series will explore how manufacturers are supporting neuroinclusive workplaces through innovative product design. We’ll examine how furniture and finish selections can impact sensory experiences in the workplace. From tactile materials that provide comfort to hardware designed for diverse sensory needs, we’ll describe examples of how manufacturers are developing products that enhance workplace inclusivity while maintaining aesthetic appeal.
Want to learn more? My upcoming book, “Designing Neuroinclusive Workplaces: Advancing Sensory Processing and Cognitive Well-Being in the Built Environment” (Wiley, March 2025), shows you how to transform your workplace. The book weaves together client stories, interviews with inclusion experts, thought leaders, and individuals who have inspired us; profiles of well-known innovators and creators; and personal insights. Drawing from HOK’s research and experience, the book provides a roadmap for creating environments where everyone can do their best work. Find out more at www.inclusiveworkplace.design.