In 2025, there should be no barriers to having a productive work day in a space that meets your needs.
When it comes to the working landscape, much has changed over the course of the last couple of years. There have been some negatives, for example job loss in the tech sector and a return to in-office working despite the popularity of remote and flexible models.
But there have been positive changes too. Advanced technologies have in some aspects democratised the workplace for often marginalised groups and a commitment to positive company cultures have empowered more people to have an impact in the working environment.
Neuroinclusivity is a topic of conversation that is frequently brought up nowadays in regards to how organisations can improve their culture and with that in mind, how can a company ensure that the working environment takes into account its neurodiverse employees?
Gather intel
Before you even consider implementing the physical elements of a neuroinclusive workspace, you first need to do some research so you understand the needs that should be met. For example, it can be helpful to let the organisation’s employees know that you are undertaking the project and would appreciate input. Anonymous or otherwise, as people may not want to disclose their history.
If it is an element of company culture that neurodiverse employees are interested in committing their time to, it might also be helpful to look into establishing a group within the organisation to gather feedback, discuss potential changes and offer insight into what is and isn’t working. It is important when undertaking a project designed to empower a specific group that people who identify with that group lead it.
Another step that should be taken, prior to further developing the physical space, should be to ensure that all managers and supervisors have training in regards to managing and supporting neurodiverse employees. Also, recruitment policies should reflect a culture of inclusive hiring.
Priority zoning
Whether you are neurodiverse or not, in-office zoning is a great way to maximise your time, based on the kind of task you are trying to complete. By dividing the working space into different areas or zones, for example, quiet areas, collaborative areas, social areas and limited-noise areas, employees can select where to sit based on the work at hand and the level of collaboration or silence they expect.
Ideally, offices should have comfortable seating that supports posture, desks that can be adjusted to meet height requirements, rooms that are more spacious and open and closed off areas that offer more privacy for concentration and noise control. If a room is designated as one in which people shouldn’t be interrupted, unless in the case of an emergency, that should be respected.
Correct illumination
Again, whether you have additional requirements due to neurodiversity or not, an office space with overwhelming, or ineffective light fixtures can be incredibly distracting. A neuroinclusive working space should make sure that the lights are all in working order, that they don’t flicker, that the glare isn’t too strong and that they don’t cast long shadows or distortions.
When it comes to natural lighting it should be easy to block the rays either by blinds or a curtain. Smart lighting systems are an ideal way for an organisation to enable a customised lighting set-up. Additionally, circadian lighting – that is, systems that mimic natural lighting patterns throughout the day – may also appeal to some employees. Potentially this could also have a positive impact on people who suffer from seasonal affective disorder.
Assistive technology
Technology can be a real game-changer when put to good use and for neurodivergent employees, it can be of great value in the workplace, enabling people to work to the best of their abilities and showcase their skills. For anyone who works better off of their own accord, rather than in meetings or larger groups, communication tools connected to company systems are a perfect way to stay in touch.
Additionally, devices that have night mode screens instead of the standard white, larger font options, captioned media, speech-to-text diction and touchscreen/stylus capabilities, among others, have the potential to make working life easier, without compromising on productivity.
When it comes down to it, developing a neuroinclusive working space in 2025 should not be viewed as another job to be done. There’s a really good analogy from writer and professional speaker Alice Hewson that roughly summed up neuroinclusivity requirements as such: you don’t go to a restaurant and expect to bring your own chair – the premises, knowing your needs, has it all prepared in advance.
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