Designing for neurodiversity: How to use behavioural design to create inclusive workplaces
In a short amount of time, we’ve seen the workplace environment change significantly, and now designers are starting to think differently. The idea of creating inclusive workspaces and embracing differences was already a movement but recent shifts in our working patterns and the awareness of neurodiversity has brought this to the forefront.
At this year’s Clerkenwell Design Week, Interface’s concept design lead, Laura Light was joined by behavioural colour and design psychology expert Karen Haller, to discuss this very topic at a breakfast seminar.
The session began with an introduction from Laura on neurodiversity, explaining how the term describes that people experience and interact with the world around them in different ways, and that there is no right way of thinking, learning and behaving. This was followed by a discussion between Karen and Laura on what approach we should take to create an inclusive culture and design spaces that support people to work and feel better.
If you couldn’t attend at CDW but still want to find out about colour, behaviour and the workplace of the future, then read on for the key takeaways.
What challenges do neurodivergent individuals face in the workplace?
At CDW, we discussed how neurodivergent individuals often face a lack of understanding and acceptance in the workplace, particularly regarding the flexibility in environments and daily schedules they need to perform at their best. They may not always disclose their diagnosis due to fear of stigmatisation, but there is an increasing awareness of the opportunities divergent thinking offers to businesses – highlighted by well- known neurodiverse CEO’s Elon Musk, Richard Branson and James Dyson.
Despite this, the traditional office environment doesn’t always support neurodivergent needs. This became more apparent when people were encouraged to return to the office after working from home during the pandemic. As noted by Karen in her own review of the session: “Not only did the pandemic highlight many people’s neurodivergence when they hadn’t known about it before, it also gave them the opportunity to find a way of working that was better suited to their neurodivergence because they had more control and were better able to self-regulate at home.”
Creating an inclusive culture and design space is crucial to support all employees, driving creativity, productivity and innovation.
How has hybrid work been beneficial for neurodivergent individuals, and what can employers do to create workplaces that are as supportive as home environments?
Working from home allows for greater control over one’s work environment, which can be particularly beneficial for neurodivergent individuals. They can manage social interactions, noise levels, and distractions better from home, leading to higher productivity and job satisfaction. However, there are ways that office spaces can support neurodivergent individuals when a hybrid work pattern is required.
When it comes to office design, it’s important to create an environment that allows for a similar level of regulation, with different spaces to utilise when needed and options to change lighting levels or noise control. Employees work best when they have the need to have the autonomy to choose how and where to work, and workplaces that adapt to support these needs will retain and benefit from the talents of neurodivergent individuals.
What is a behavioural design approach and how does it support inclusivity?
Behavioural design prioritises how the space makes the end-user feel and aims to create a positive emotional response.
The first step in the process is to analyse how the space will be used to ensure it is being designed for its intended purpose. It’s also important to consider the mood you want to create within the space and if there are any current behaviours that need to be changed – for example, a lack of collaboration due to isolated desks encouraging individual work.
The next consideration is to look at whether teams have varying roles but commonalities in behaviour. Finance and marketing teams may have different positions but could both benefit from having focus and breakout spaces.
What are the practical considerations for designing an inclusive workplace?
Inclusive design is all about providing choice and control, and allowing individuals to self-regulate. Designers should consider various aspects like introducing lighting dimmers, sliding or pull down screens and creating designated quiet areas to help support the changing needs of neurodivergent individuals throughout the day.
Wayfinding and creating easy navigation through the space is also crucial to avoid overwhelming employees and ensuring calming pathways. This includes not placing calm, quiet zones next to breakout and social areas of the office as this will create overwhelm for users who need minimal noise to focus.
Can current design trends support inclusivity?
The resimercial influence on commercial interiors isn’t going anywhere in 2024. But does it support the needs of those using the space?
The move towards creating warmer, more comfortable spaces is a huge leap forward from the sterile, de-sensitized grey and white environments with little to no neurodivergent considerations.
However, there are endless different home styles and the intention behind behavioural design is not to replicate the ‘home style’. This approach is about recreating what home working has offered employees – and that is the choice of control, because what they are controlling are their own behaviours. This is what workplace design needs to replicate, to be truly inclusive.
We are emotional beings, and colour prompts emotion. Therefore we need to move on from designing for a mood or a feeling to behaviours. We can’t measure a mood or a feeling, but we can measure behaviours.
To create resimercial-inspired office interiors that focus on inclusivity and wellbeing, designers should opt for products with softer, curved lines and varied textures to create warmth and flexibility. Neutrals and muted colours remain popular choices for subtle wayfinding and zoning, introducing some structure and dividing open plan offices. However, the most important consideration is not what the space looks like – it’s about creating a supportive and flexible environment where people feel comfortable to self-regulate to minimise triggers and overstimulation, by moving to an area that meets their needs and allows to them to do their job.
For example, Karen explained that there are several designs she’s seen where a bright yellow has been used in a workspace because they’ve heard that yellow is uplifting, cheerful and conveys optimism. However, too much yellow can have the wrong impact and bring on behaviours of irritation and overwhelm. Other important considerations should be colour contrast, low colour vision, colour deficiency, colour symbolism.
Statement rugs and block colours can be used in resimercial design but it’s important to choose mindfully, consider the needs of the workforce and reserve bolder design choices for breakout spaces and collaboration zones to avoid overstimulating employees in focus areas.
Biophilia also remains a key consideration in workplace design, and supports the emotional and cognitive wellbeing of all employees. In fact, research from the University of Exeter (EU) shows that employees in contact with nature are 15% more productive and motivated than those who work in a sterile environment. With our approach to floor design, we use a modular approach to create subtle pathways using various textures, softer boundaries and muted colours. We know from our research around biophilic design that natural analogues and mimicking colours found in nature supports wayfinding which helps navigation, as well as creating a soothing, relaxing atmosphere that is less likely to overstimulate neurodivergent individuals.
Air filtration and internal air circulation is another important consideration for the cognitive function of employees and should influence the specification of materials and furniture. Fabrics and certain types of carpets can gather dust and promote poor indoor air quality, making natural materials and easy to clean surfaces a more sustainable and healthy choice. Plants should be introduced where possible too, helping to create a clear connection to nature and purifying the air further.
A special thank you to Karen Haller for joining us at Clerkenwell Design Week to explore the behavioural design approach and role of colour in creating inclusive workplaces. For more guidance on how to design for inclusivity, take a look at our designing for cognitive and sensory wellbeing guide.