As organizations increasingly recognize the value of neurodiversity, industry leaders are rethinking workplace design to create more inclusive, adaptable and productive environments.
In HOK’s most recent Up Next panel on LinkedIn, Kay Sargent, HOK’s Director of thought leadership, Interiors, convened with industry leaders and clients to discuss the growing importance of neurodiversity in workplace design. The conversation highlighted neurodiversity as an increasingly urgent workplace priority, demonstrated the value of neurodivergent employees and offered examples of best practices for how leading companies are incorporating neuroinclusive design.
Sharing insights from her new book, Designing Neuroinclusive Workplaces, Sargent was joined by contributors, thought leaders and clients featured in the book. Panelists included:
- Sean Hoffman, national partner-in-charge at KPMG.
- Ginena Harkens, director of safety health and environment and workplace services at AstraZeneca.
- Althea Kearney, accessibility consultant with Neurodivergonomics.
Watch the Up Next episode below and explore a few key takeaways from the discussion.
Key Takeaways:
- Understanding neurodiversity: Approximately 20% of the workforce is neurodivergent, encompassing conditions such as ADHD, autism, and dyslexia. Recognizing and accommodating these differences is crucial for fostering inclusive and effective work environments.
- Business benefits: Companies that prioritize neurodiversity often experience increased productivity and innovation. By creating spaces that cater to diverse cognitive needs, organizations can tap into a broader range of talents and perspectives.
- Design strategies: Implementing flexible workspaces with varied sensory stimuli—such as quiet zones, adjustable lighting and soundscaping—can accommodate different sensory preferences, benefitting both neurodivergent and neurotypical employees. Panelists reinforced their own personal experiences and discussed common office frustrations such as sound, lighting and air quality.
- Collaboration and results: Partnerships with organizations like KPMG and AstraZeneca have demonstrated that integrating neuroinclusive design principles into the office can lead to tangible improvements in employee satisfaction and performance. Hoffman shared that including neurodiverse staff in the design process is especially important for success—emphasizing the “nothing for us without us” approach to policy and places.
- Beyond physical spaces: Creating a culture of inclusivity involves more than just physical design; it requires organizational policies that promote understanding, provide support and encourage open dialogue.
Up Next: As awareness of neurodiversity grows, the future of workplace design will increasingly focus on creating environments that are adaptable and responsive to the varied needs of all employees. This shift promises to not only enhance individual well-being but also drive organizational success through a more engaged and diverse workforce.