Hi James,
We have now had a look at the article and I’m afraid it’s not something we want to publish in the current state.
The advice is very general and boils down to only three points – have flexible spaces and flexible lighting but consistent tech. There is no specific advice about which different conditions may have different needs and leaders are left to guess. If there are no differences that can be referenced between some of the conditions by way of example (do people with dyslexia have different needs to those with autism and if so, what is the difference?) then at least we could use some indication of how readers should assess the needs of employees – a process they can follow. Some practical advice.
We requested 800-2000 words. The article is only 588 words.
There are no specifics – examples of implementations and their effects. Case studies. The advice is too general ‘have a variety of spaces’ ‘have flexible lighting options’ – what if you can’t just change the lighting or redesign your floorplan? Some practical tips would be nice.
Benefits are asserted without proof or substantiatian e.g., “For some conditions, this sense of familiarity has been proven to be comforting”. Can you name the conditions? Reference the research? It’s an interesting point, but so general as to be meaningless and certainly does not help readers know which conditions this suggestion may be applicable to.
I summary, I don’t feel at the moment this offers enough value to readers.
Please feel free to resubmit if you are able to respond to some of the points set out above.
Best wishes,
Paul
A workplace that puts its people at the centre is vital to long-term business success, and a huge part of achieving such an inclusive space comes down to having a considered approach to design. As the priorities, tastes and requirements of employees vary so vastly, design that is not truly inclusive can impact employee wellbeing, productivity and even present organisational challenges.
When designing a workplace, it’s important that all needs are catered to, and research now shows that one in seven people are now considered neurodiverse, a term encompassing a breadth of often ‘invisible’ conditions including ADHD, autism, and dyslexia. Neurodiverse individuals make up a significant portion of our working population, whether the condition is diagnosed or not, so it is imperative that organisations offer spaces that support these users. But, with the neurodiverse spectrum being so vast in nature, the question is, how can a space be designed in a meaningful way?
Offering variety
When the requirements of neurodiverse employees are effectively catered to, their contributions can be extremely valuable. Neurodiversity can initially seem like a complex issue for employers, but as long as individual needs are taken care of, neurodiverse employees should be able to thrive and contribute effectively.
For some, the preferred option is an open-plan environment, surrounded by people and conversations, but for others a more secluded, quieter space to focus is a necessity. It’s also worth noting that this can change on a day-to-day, or even hourly basis too.
Those workplaces that combine a variety of spaces, particularly those that can facilitate both individual and collective working, provide an opportunity for the whole workforce to work to the best of their ability.
Sensory adaptations
As well as where to work, there are many other factors that can impact the productivity, performance, and wellbeing of neurodivergent staff members. Lighting, temperature, colour, and sound are all factors that impact a person’s sensory experience of an environment. By making these elements flexible, spaces can shift to embrace the needs of each user with relative ease.
So, how can businesses ensure their physical space remains flexible? The key lies in adaptability, and building this into workplace design helps soften the divide between different spaces. Flexible workplaces benefit a variety of users, sometimes in a subtle way for those who may not consider themselves neurodivergent, but also in a more impactful way to those that have specific needs from a space.
Inclusive technology
It’s no secret that technology advancements offer a great deal of benefits to any workplace. However, for people with neurodiverse conditions and those who are affected by sensory overload, particular focus must be placed on the usability and accessibility of technology. Again, like with physical office design tweaks, small implementations can help here. Even just ensuring that each workspace in your office features the same technology and software will help mitigate issues and prevent team members feeling overwhelmed with varying interfaces. For some conditions, this sense of familiarity has been proven to be comforting and makes the process of choosing an optimum working environment smoother, helping to boost both satisfaction and productivity.
Whilst neurodiversity research and policies are a constantly evolving field, there are plenty of resources out there and just by implementing little changes you can vastly help all of your team members. Above all else, versatility and consistency are the key words to takeaway when specifying and designing with neurodiversity in mind and ultimately, these factors will make a world of difference to how neurodivergent employees will interact and benefit from a workplace.
