Designing for Neurodiversity in the Workplace

Insights from a round table discussion facilitated by Tailored Round Tables

As workplaces evolve towards greater inclusivity, designing environments that embrace neurodiversity has become increasingly important. Neurodivergent individuals offer unique strengths and innovative perspectives; however, conventional workplace design and policies often fail to accommodate the diverse ways in which people think, interact, and contribute, creating barriers to genuine inclusion.

In November 2024, Tailored Round Tables hosted a discussion at the Royal Institute of British Architects (RIBA) in London, which was sponsored by Foster + Partners and Buro Happold. The event brought together a diverse panel of eight thought leaders and professionals, most of whom have lived experience of neurodivergence.

The panel included:

• Suzan Ucmaklioglu, Associate Architect and Inclusive Design Specialist, Foster + Partners
• Jean Hewitt, Inclusive Environments Technical Lead, Buro Happold, and Technical Author of BSI’s PAS 6463
• Lutfur Ali, Senior Policy and Practice Advisor, CIPD
• Leena Haque, Senior UX Designer and CAPE Program Co-Lead, BBC
• Stephanie Kyle, Senior Architect and Inclusive Design Specialist, Floyd Slaski Architects
• Catherine Rayner, Owner, Squarepeg Design, Volunteer with Neurodiversity in Business (NiB)
• Onyinye Udokporo, CEO and Founder, Enrich Learning
• Jacqui Wallis, CEO, Genius Within

The conversation explored the intersections between workplace design, organisational policies, and neuro-inclusive practices, providing actionable guidance for organisations striving to create environments in which everyone can thrive.

Principles for neuro-inclusive design:

• Neurodiversity as a strength:
  Neurodivergent employees contribute exceptional abilities and innovative viewpoints. Recognising these strengths and removing barriers in traditional workplace practices is essential to fostering genuine inclusivity.
• Holistic and inclusive approaches:
  Successful neuro-inclusive design requires a comprehensive strategy that moves beyond just physical accessibility, placing emphasis on equity, belonging, and authentic inclusion.
• The Three C’s – Clarity, Control, Calm:
  Jean Hewitt, Technical Author of PAS 6463 Design for the Mind – Neurodiversity and the Built Environment (2022) has simplified the PAS into three umbrellas – “The three C’s” -these fundamental principles offer practical guidance for creating intuitive, adaptable, and supportive environments tailored to neurodivergent individuals:
• Clarity: Ensuring spaces and navigation are intuitive.
• Control: Allowing individual choice and adaptability in the environment.
• Calm: Providing designated spaces for sensory recovery and relaxation.

Practical steps towards inclusion:

• Inclusive language:
  Lutfur Ali (CIPD) discussed the CIPD report, referenced within the white paper, the criticality of adopting inclusive language. Shifting from terms such as "regardless of differences" to "in recognition of differences" acknowledges and respects individual diversity, enabling deeper inclusivity
• Role of technology:
  Leveraging innovations like AI-driven environmental adjustments, wearable technology, and sensory mapping can significantly improve the workplace experience for neurodivergent individuals, facilitating better interactions and comfort.
• Cultural change and leadership commitment:
  Genuine neuro-inclusion requires organisations to embrace cultural shifts, underpinned by consistent leadership commitment. Leaders must actively prioritise diversity, inclusion, and equitable workplace experiences.

This white paper, sponsored by Foster + Partners and Buro Happold, synthesises these discussions, addressing challenges and offering strategic recommendations. Drawing on multidisciplinary expertise, it serves as a practical guide to designing workplaces that are functional, equitable, and empowering for all.