What happens when inclusion is not only accepted, but seen as a productive asset? When workspaces are specifically designed to meet a broad spectrum of needs? This is when you need concepts that go far beyond flexible desk setups, and pose a new question: How do you design workplaces where everyone can work effectively?
Inclusion starts with empathy. It happens when companies understand how differently people think, feel and work. While one might need peace and quiet to work productively, others may need to talk to others to develop their best ideas. Still others may be sensitive to things like light, noise, or temperature. This becomes especially visible when you look at sensory and cognitive diversity. In Austria, some 15 percent of the population is neurodivergent* – meaning that the way they think and perceive the world around them differs from the ‘norm’. This includes people on the autism spectrum or who have ADHD. For these individuals, having a safe space to withdraw to, flexible structures and the freedom to work at their own rhythm aren’t a comfort factor, but essential to work productively.
People on the autism spectrum often experience their environment more intensely. Overstimulation from bright lights, constant background noise and visual interruptions cause stress and fatigue more quickly. Unpredictable situations and frequent social interaction become overwhelming. Spatial solutions to this issue could include having clearly demarcated zones for different working requirements, as well as glare-free and indirect light, sound-absorbing materials, and quiet places to retreat to. Time spent working with others should have clear structures and transparency. People with ADHD often have a strong internal sense of restlessness and are easily distracted, but at the same time can be very creative and productive when their specific requirements are met. Workplaces that are too rigid or monotonous make work hard for them, while movement and variation can nurture their focus and creativity. Varied office concepts will ideally offer different work settings: height-adjustable furniture, zones for movement, flexible workstations, informal meeting zones and above all, the option to switch between focused work and collaboration.
Inclusion also means accessibility. It’s not just the needs of people with neurodivergences that play a central role in inclusive office design, physical disabilities do too. Accessibility means far more than just ramps and lifts. It includes stair-free access, height-adjustable workstations, high-contrast design for people with visual impairments, and intuitive signage. Sanitary facilities, shared areas and meeting rooms all have to be useable by everyone. An accessible office shows staff that the company values them and enables everyone to work the way they prefer.
Essentially, a work environment with real options to choose from is good for everyone. Inclusive office design translates these different requirements and needs into architecture and interior design features. It allows each individual to decide how much stimulation, structure or contact they need at any given time.
Mindset is everything
Inclusive offices are far more than a design approach. They are an expression of a mindset. Moving away from ‘treating everyone equally’ and towards ‘consciously taking differences into account’, as a company begins to see diversity as a resource that generates success for everyone. Successfully implemented diversity and inclusion strategies have measurable impact. They make it easier to attract and retain specialists, foster creativity and innovation, generate higher productivity and reduce the risk of burnout by up to 48 percent**. Inclusive office concepts create conditions and opportunities for teams to identify their strengths and ensure that each individual can achieve their full potential, whoever they are.
* Source: Amazing15: www.amazing15.at
** Source: Boston Consulting Group (2024). Four Keys to Boosting Inclusion and Beating Burnout. Study based on a survey of 11,000 employees in eight countries. https://www.bcg.com/publications/2024/four-keys-to-boosting-inclusion-and-beating-burnout
*** Sources: www.global2000.at/neurodiversitaet-am-arbeitsplatz https://oe1.orf.at/programm/20241202/778516/Neurodivergent-am-Arbeitsmarkt
Inclusive office design as a success factor
Productivity and health
Workspaces that meet people’s needs boost wellbeing, motivation and performance.
Innovation and success
Inclusive corporate cultures encourage innovation and improve business results
Competitive advantage
Neurodiversity tends to bring with it unique talents, such as high creativity or the ability to process complex information efficiently. Tech companies like Microsoft, SAP and gaming manufacturer Activision have recognised this as a valuable talent pool.
What does neurodiversity mean?
A neurodivergent person is someone whose perceptions and ways of processing information deviate from societal expectations and neurotypical norms. Up to 20 percent*** of the adult population is neurodiverse. This includes being on the autism spectrum, as well as having ADHD, dyslexia, dyspraxia or synaesthesia.