海角视频

Takeaways from a round table discussion with 海角视频 and Foster + Partners, facilitated by Tailored Round Tables.

In November 2024, hosted a discussion on Neurodiversity in the Workplace at the Royal Institute of British Architects (RIBA) in London. The event – chaired by Jacqui Wallis, CEO of Genius Within – brought together a diverse panel of eight thought leaders and professionals, including architects, HR specialists, workplace designers, and neurodiversity advocates.

The discussion aimed to explore the intersection of workplace design, policy, and neurodivergent inclusion, offering actionable insights for organisations looking to promote environments where everyone can thrive.

The panel included:

• Jean Hewitt, Inclusive Environments Technical Lead at 海角视频, and BSI’s technical author for PAS6463.
• Lutfur Ali, Senior Policy and Practice Advisor at CIPD (Chartered Institute of Personnel and Development).
• Leena Haque, Senior UX Designer, BBC Inclusive Design & Accessibility & BBC CAPE Program Co-Lead.
• Stephanie Kyle, Senior Architect and Inclusive Design Specialist at Floyd Slaski Architects.
• Catherine Rayner, Owner of Squarepeg Design and volunteer with the charity NiB (Neurodiversity in Business).
• Suzan Ucmaklioglu, Associate Architect and Inclusive Design Specialist at Foster + Partners.
• Onyinye Udokporo, CEO and Founder of Enrich Learning.
• Jacqui Wallis, CEO of Genius Within.

Understanding neurodiversity

Neurodiversity is an umbrella term for the variation in neurocognitive profiles across the whole population. Neurological profiles can sometimes be collectively grouped as:

Neurotypical: Someone fitting a majority neurological profile and is not neurodivergent.
Neurodivergent: Someone who fits outside a majority neurological profile and is commonly associated with autism, attention deficit hyperactivity disorder, dyslexia, dyspraxia, dyscalculia, dysgraphia and Tourette鈥檚 syndrome 鈥� there is no definitive list of conditions associated with neurodivergence.
Neurodegenerative: Whereby sensory processing differences develop over time through brain diseases, such as different forms of dementia or Parkinson鈥檚.

Source: The British Standards Institution鈥檚 PAS 6463, Design for the Mind: Neurodiversity and the Built Environment (2022)[1]

There are many people without a formal diagnosis of a neurodivergent or neurodegenerative condition who experience hypersensitivity and sensory processing difference from the expected or societal perceived norm, and many others who are undiagnosed. Some people are hypersensitive through one sense but hyposensitive or neurotypical in others, hence there is a huge spectrum of diversity of how people are affected.

To drive mindset, change and integrate inclusivity into daily operations, we need universal principles that apply regardless of business size.

Practical design strategies for neuro-inclusive work environments

Jean Hewitt, Inclusive Environments Technical Lead at 海角视频 has written and contributed to numerous papers and guides on Inclusive Design and Neurodiversity. She is the Technical Author of . Jean has simplified the PAS into three umbrellas – “The three C’s” are:

Clarity: Environments should be easy to navigate, with clear signage, advance information, and logical layouts to reduce cognitive overload.
Control: Employees should have the ability, where practicable, to adjust their surroundings or choose spaces that align with their preferences, whether quieter areas or less visually stimulating environments.
Calm: Access to quiet rooms or zones allows individuals to reset and recover when overwhelmed.

Practical design strategies for a neuro-inclusive work environment can draw on these three principles, offering a foundation for creating spaces that are intuitive, adaptable for diverse preferences and ways of working.

PAS 6463 serves as a critical first step toward creating environments that can cater for a spectrum of neurological and sensory processing differences.

Adaptable workspaces for diverse preferences

Workplace design often adheres to standardised templates based on functionality, location, and previously perceived workforce needs. However, neuro-inclusive environments demand a more flexible approach, considering the unique needs of each organisation and its employees and anticipating a range of information and sensory processing differences. Establishing neuro-inclusive design as a recognised discipline could create specialist roles within design teams, enhancing their ability to meet diverse requirements but it would be preferable for all designers to have this core understanding.

As neurodiversity becomes a greater focus in business policies, design must evolve alongside. Collaborations between occupational health professionals and neuro-inclusive specialists could bridge early knowledge gaps, ensuring workspaces are genuinely inclusive rather than simply meeting basic compliance standards.

Introducing technology for a human-centred approach

AI and emerging technologies offer practical and scalable solutions for improving the sensory experience in workplaces. For instance:

Customisable spaces: Technologies integrated into “quiet pods” could allow users to personalise lighting, temperature, and noise levels to create optimal working conditions.
Biofeedback tools: Biofeedback tools can measure heart rate, stress levels, or other indicators, allowing systems to suggest environmental adjustments or behavioural interventions, such as taking a break or relocating to a quieter area.
Pre-preparation tools: Augmented reality (AR) and virtual reality (VR) simulations or digital twins of office environments can help employees familiarise themselves with new spaces before their first day.
Environmental adaptation: New tools are being developed such as AI systems that connect to sensors in order to monitor environmental factors such as noise levels, temperature, and lighting, so that users can automatically adjust these conditions to suit individual preferences.

Wearable devices are a promising avenue for integrating neuro-inclusive design.

Cost considerations for neuro-inclusive environments

Inclusive design doesn鈥檛 always require costly overhauls. It can be that making small changes to interior design and furniture layout helps significantly, creating a more comfortable environment that helps employees feel at ease and this, in turn, increases productivity.

While retrofitting older buildings can be challenging, integrating inclusive design at the strategy stage of new projects helps minimise costs and ensures future-proof designs.

Read this white paper in full and contact Jean Hewitt to find out how you can create a more inclusive environment for your staff and visitors.