Designing for Neurodiversity in The Workplace

Designing for Neurodiversity in The Workplace: Why it Should be Part of our Design Conversations

With Coralie Silver, Designer

February 2026

Does your workspace support you in the way you think, work, interact and perceive the world?  If it does, that’s thoughtful design, particularly if you consider yourself to be neurodiverse.

Neurodivergence, the term used when someone’s brain processes, learns and/or behaves differently from what’s considered ‘typical’, can be unintentionally disadvantaged by traditional office design, through its one-size-fits-all approach. 

Considering we all spend roughly a third of our lives at work, this cannot continue.

Spaces can enable or disable a person, so consideration of neurodiversity and sensory inclusion can be the difference between teams working optimally or really struggling.

The good news?  Many organisations are already adopting design strategies which help to deal with sensory challenges exacerbated by open plan layouts, bright lights and constant noise.

We should all be enjoying workplaces with flexibility and choice.

Principles

So how can we, as designers, balance open collaboration with the need for quiet, low-stimulation environments?

Providing a range of work settings – open collaboration, social and focus spaces - to accommodate different physical and sensory needs, working styles and preferences, is key.  Noone should feel restricted or overwhelmed in their workspace as this can lead to a reduction in focus, comfort and social participation.

Having autonomy over how and where we work means different work settings can be selected to support individuals’ needs, and preferred spaces can be used for particular tasks.

Inclusive design requires equal attention to different physical needs, as well as working styles, so that employees never feel restricted by physical access, overwhelming sensory elements or poorly designed environments.

But how do we make these spaces both functional and aesthetically pleasing?  Surely one doesn’t have to come at the expense of another.  A well thought-out and beautiful design can only be achieved when the initial brief involves collaboration across teams and includes end users.  Only then can the finished article be flexible, human centric and safe.

Practical Considerations

Auditory overload in shared spaces is more common than we might imagine, but acoustic panelling, soft furnishings, quiet rooms, focus zones and private pods can be brought in to help dampen sound and provide options away from the ‘chaos’.  These are the perfect choice for minimal distraction when deep focus, concentration and privacy is needed.

Contrast this with the upbeat vibe of social space – we’re talking huddle spaces, collaboration and communal zones, project rooms and social areas.
Wellness and decompression areas are more common in larger workplaces – wellness rooms, breakout lounges, outdoor and greenspaces, games rooms, mothering rooms and mental recharging areas provide a retreat from the main bustle of the office.

We all need natural daylight but, where levels are low or non-existent, circadian lighting provides a calm alternative by mimicking it.  The unnoticeable light produced is able to accommodate sensitivities through a fully customisable system.

Temperature is huge – a trickier variable because adjustments require compartmentalised spaces for different needs.  Pods with programmable settings for specific users are ideal, but expensive.

A calming palette, avoiding busy patterns and bright colours - reds being more stimulating, blue more calming - using natural materials and biophilia, can create engaging environments without overstimulation.  Tactile elements, such as varying textures for visually impaired users, can provide alternative wayfinding information, with feel and colour warning of obstacles or changes in elevation.  Often, large print signage, or symbols and numbers, provide all the information needed for those with visual impairment and/or neurodivergence to navigate the workplace alone.

Ergonomic furniture accommodates a vast range of body types with flexible options, such as walls and partitions, allowing for reconfiguration, dependent on differing needs.

Consideration of a workplace’s landing space can reduce overwhelm with self-check in zones providing quiet, safe respite.  Washroom facilities can be designed to be accessed directly from a corridor, rather than via closed lobbies, alleviating concerns around gender neutral rest rooms.

Technology

Organisations are employing ever smarter technologies to assist workers with day-to-day tasks, for example, room booking systems with pre-populated user preferences and adaptive AV technologies (sound scaping, noise reduction, screen readers, transcription services, adjustable lighting systems, captioning), but do we really know how helpful these are to those with neurodivergence?

We need to keep up to date, pilot solutions, test them and, importantly, gain and act on users’ feedback, along with data tracking, to discover best practice.

Feedback via HR and design teams

All organisations need clear and accessible communication channels to accommodate everyone.  These can include anonymous wellbeing and engagement surveys which capture more general feedback, but across a broader range of experiences.

We should include discussions around sensory preferences in the onboarding process and prioritise one to one check-ins to pick up additional cues.  If the whole organisation is educated, this should become part of a culture of empathy and awareness resulting in increased talent acquisition and retention.

Looking to the Future

Creating a culture where everybody has choice and flexibility will support neurodiverse and neurotypical people.  A truly inclusive environment enables users to contribute to the best of their ability and supports a ‘well’ workforce, without limitations, in a home away from home.

Diversity in general creates a better space for everyone, with research suggesting that neurodiverse teams can be up to 30% more productive than their neurotypical counterparts, according to the Harvard Business Review and Deloitte, with groups experiencing fewer errors and better ability to think outside the box.

It’s essential to design spaces which don’t segregate individuals based on specific needs but, instead, provide support for mental, physical and social wellbeing through well-planned design.