A London-based studio is making inclusivity a cornerstone of workplace design. Gareth van Zyl, Design Director at Sketch Studios, is spearheading the discussion on creating workplaces for neurodivergent employees.
Differences in cognition, attention, focus, and sensory processing shape the way we live. For those who are not neurotypical (including individuals with autism, ADHD, dyslexia, and other conditions), these differences can profoundly affect their careers and wellbeing.
Neurodiverse design focuses on developing workplaces that cater to various neurological profiles. Neurodiversity has only recently become a key topic in workplace discussions, and ongoing advocacy from entities like Sketch Studios is crucial to keeping the conversation alive and promoting design that redefines traditional standards.
Gareth was the design expert in several roundtable discussions hosted by
Sketch Studios about designing for neurodiversity in the workplace. Since then, he’s educated organisations across various industries on how office design can craft an inclusive environment for all.
Gareth highlights the impact of the open-plan office, which can reduce privacy, increase noise levels, and cause disruptions and sensory overload. He suggests design solutions like implementing acoustic treatment, creating designated quiet areas that staff can retreat to, and adopting flexible seating arrangements that give employees their autonomy back.
Guenaelle Watson, Managing Director at sister brand 360 Workplace, weighed in on the discussion: “One of the core principles of neurodiversity inclusion is offering choice and flexibility within the workplace environment. The key is providing choice and having places where people can focus, areas where individuals can collaborate, spaces to decompress, socialise, and making it comfortable for anyone to make those decisions.”
Technology also plays a crucial role in providing access to assistive technologies. Incorporating inclusive design principles into digital platforms and software fosters equal access to tools, information, and resources.
Ultimately, in a world where disclosing neurodivergence is still a scary idea for many, empowerment comes from encouraging open dialogue between employers and employees about individual needs and preferences. Gareth hopes to help senior leaders champion neurodiversity inclusion by opening their eyes to the possibilities and impacts of providing a welcoming workplace for all.
