The psychology of colour, and its role in designing for a neurodivergent workforce Colour has an enormous influence on our emotions, affecting us deeply, in both positive and negative ways. Colour selection is a key factor in office interior design, because the ideas, feelings and associations evoked by colours will subliminally influence the workforce’s perceptions and experience of their workplace – and their organisation’s brand. Colour wheels are today an essential tool for those looking to use colour intentionally in the creation of successful interiors. By showing how different colours relate to each other, and whether they have cool or warm tones, colour wheels make the underlying theory of colour accessible to designers and laymen alike. Monochromatic Colour Theory Relates to different shades and tints of the same colour Monochromatic schemes are easy for the eye to process and feel less overwhelming. Complementary Colour Theory Involves maximum contrast and creates energetic and stimulating interiors. Triadic Colour Theory Involves the use of any three colours that are equidistant from each other on the colour wheel. This helps create a balanced, vibrant and lively feel. Tetradic Colour Theory involves four colours; two pairs of complementary colours forming a rectangle on the colour wheel. This mix of warm and cool palettes lends itself to rich and complex design. Analogous Colour Theory involves harmonious colours that lie next to each other on the colour wheel. These are ideal for creating calming spaces. Camira Fabrics, Sumi Range By drawing on these different colour theories (alongside other elements including furniture choice, signage, and finishes), interior office designers can not only communicate a sense of purpose for the space but also affect – and even direct – the mood and focus of those using it. A wellbeing room, for instance, should be calming, unstimulating and welcoming. An analogous or monochromatic warm colour scheme, combined with soft domestic furniture and natural lighting, would enhance wellbeing and help regulate emotions, helping support the aim of the space. Meanwhile, a peaceful reading and quiet zone would benefit from a tetradic or triadic colour scheme as their muted tones, while still engaging, are less stimulating than those required by a collaborative space, helping avoid feelings of overwhelm. Colour tones The affect that colours have on our emotions depends largely on their shade or tint, and on whether they have a cool or a warm tone. Warm tones of red, orange, terracotta and mocha brown suggest the sun and heat, promoting feelings of positivity, happiness, optimism and energy. Warm tones tend to advance visually, so they look as if they’re closer to you; useful when you want to make larger spaces feel friendlier and more welcoming. Cool tones, including shades of blue, green and purple, evoke a sense of calm and tranquillity. Contrary to warm tones, they appear to recede, so can be used to make rooms appear more spacious. Although warm and cool tones are the main focus of colour theory, it’s possible to employ different hues to give a space a quite distinct tone and feel. Both bright and energising yellows and burnt sienna autumnal tones are, for instance, warm and engaging, but they set a very different mood. Example of Hues & Tones Energising hues are bright and bold, ranging from warm pinks, purples and blues to yellows – and extending to neon colours. Such tones can be energising, youthful and fun, stimulating the senses and adding vibrancy to a space. However, it’s important to note that they can also irritate sensitive eyes, over-stimulate people and create shimmering or moving effects. Calming hues are made up of neutrals, including soft muted shades of blue, green and purple. Such tones create calm, relaxing and peaceful spaces and can be used purposefully in the creation of less stressful environments such as wellbeing rooms, multi-faith rooms and quiet areas. Happy tones include yellows, oranges, pinks and red, and pastels such as peach, light pinks and lilacs. These happy and uplifting tones create positive emotions and feelings of joy and optimism. Sad tones are dark and muted colours, and some neutrals, and encompass greys, browns and black as well as some shades of green and blue. Sad tones can represent loneliness and isolation, although in some circumstances they are seen as serious and mature, offering security. Colour and Brand Identity The communication of a brand’s personality used to be seen as the preserve of the brand identity’s graphic elements. Today, however, the use of colour in office interiors – long considered a mere stylistic choice – is recognised as an important reflection of brand values. Studies have shown that the mindful use of colour in workplaces can improve employee productivity, job satisfaction, and health and wellbeing in the workplace. It also has a positive impact on how clients, visitors and customers perceive a business. Colour can create an emotional connection with a brand’s core identity, enhancing one’s sense of belonging. It is useful for engaging employees, connecting and aligning them with the organisation’s brand values. Red is the warmest and most dynamic colour, making one feel passionate and energised. It can signify danger – and it increases appetite (hence its use in fast food outlets). It also draws the eye, making the design more visible. Orange enhances feelings of vitality and happiness. It is energetic, but also intuitive and friendly. Like red, it draws attention to a design, however it’s more balanced and not as overpowering. Yellow is the most energetic of the warmer colours, making one feel happy and spontaneous. Associated with laughter, it encourages innovation and is good for creative environments. Blue is the most popular colour in office interiors. Its effect is calming and peaceful and it can help concentration over long periods. Blue is relaxing, friendly and universal (we live, after all, on the ‘blue planet’). This has led to its use within some social media logos. Because it is also perceived as trustworthy, it’s commonly used by banking, finance and insurance brands. Green makes one feel optimistic and fresh. Symbolising health and new beginnings, it offers a balance between the mind, body and emotions. Green is an easy colour visually, and it’s associated with wellbeing and relaxation. Purple evokes creativity and has a long association with royalty, rank, status and wealth. Whilst purple is considered luxurious and passionate, fresher lavender and cooler aubergine shades can create a sense of tranquillity and rest. Pink is joyful and romantic, representing sensitivity and tenderness. Although sometimes considered too feminine, pink can be joyful and fun. Some of the softer shades we see in use today offer comfort and calmness. Brown creates a sense of stability and support, while also representing sensitivity and tenderness. Brown is a very down-to-earth colour, sometimes viewed as old-fashioned and traditional but also seen as dependable and secure. In today’s challenging economic, political and geographical climate, warmer and softer shades of brown are being used more widely, providing feelings of comfort and reliability. Earth, wood and stone colours create feelings of stability and a sense of being grounded. Black feels sophisticated and serious and invokes feelings of power, luxury and elegance. Some negativities may arise from its association with authority, and, when used too comprehensively, it can be seen as too masculine. Boardroom areas historically used to use black heavily, however, times have changed and the preference is today for a less domineering style. Grey was historically viewed as safe, reserved and mature and was often used in senior and professional settings. Shades of grey are now much more prevalent, with more muted tones of grey frequently being used (along with blue) as an undertone to provide neutrality and a sense of balance that contributes to a relaxing atmosphere. White is fresh, clean, simple and modern. It can, however, be seen as clinical and sterile, and it may not be practical in some workplace applications. The Evolving Workplace Today’s office interior design needs to accommodate and cater to a wider variety of individuals and their disparate needs. The rise of flexible and hybrid working is also intensifying the requirement for a greater variety of work settings and typologies. Workplaces need to tempt people back by being welcoming; free of restrictive barriers. They need to enhance social engagement and a sense of belonging, while also promoting personal wellbeing and opportunities for solitude, focus and contemplation. When used correctly and intentionally, colour can help with all of the above, from defining the use of space for different tasks to raising or lowering the ‘emotional temperature’ of areas to suit the needs of a neurodivergent workplace. Neurodiversity is the range of differences in individual brain function and behavioural traits, regarded as part of normal variation in the human population. It relates to how people of all types – including those with conditions including autism, ADHD, dyslexia, visual & hearing impairments, and colour blindness – see, feel and experience the world. Some neurodivergent people may not have a formal diagnosis, while others may have more than one, and there can be overlaps between how people present. Inclusive design is design that’s good for everyone. With 15-20% of the global population being classed as neurodiverse, organisations need to accommodate as many different needs as possible. The Principles of Inclusive Design The Design Council’s 2006 report, ‘The Principles of Inclusive Design’, may be dated but it’s still relevant. It suggests five principles for inclusive design: Place people at the heart of the design process Acknowledge diversity and difference Offer choice where a single design solution cannot accommodate all users Provide for flexibility in use Provide buildings and environments that are convenient and enjoyable for everyone to use. This will help you achieve an environment that is: Inclusive, so everyone can use it safely, easily and with dignity Responsive, taking account of what people say that they need and want Flexible, enabling different people to use it in different ways Convenient, enabling everyone to use it without too much effort or separation Accommodating for all people, regardless of age, gender, mobility, ethnicity or circumstances Welcoming, with no disabling barriers that might exclude people Realistic, offering more than one solution to help balance everyone’s needs, recognising that one solution may not work for all. In her talk, Why Does My Brain Like It Here?, Dr Stephanie Fitzgerald discusses neuroception; the subconscious process through which our nervous system detects and evaluates cues of safety, danger, or threat in our environment. Dr Fitzgerald mentions three things to consider when designing a workspace: Interoception: our internal state and how we feel. This can include our temperature, or whether we are hungry or thirsty, and it also covers our emotional state Extraception: external stimuli and how we process external cues and the things around us Proprioception: the body’s awareness of its own position and movement in space. This lets us know where our limbs are and how they are moving – without needing to check. It is crucial for balance, coordination, and the performance of everyday tasks. In layman’s terms, interoception, extraception and proprioception relate to how we feel in a certain space. Colour has a key role to play in this. Inclusive Design in Action For a workplace to cater for a wide diversity of individuals simultaneously, it needs to first acknowledge – and be accepting of – difference. Inclusive design enables workplaces to evolve and adapt in response to the varying needs of individuals and working practices. It helps organisations meet their equity and diversity responsibilities by accommodating the needs of the widest possible range of people. It’s important to ensure that the space we are creating allows everyone to feel respected, valued and able to produce their best work. Meanwhile, a mixture of ergonomic, adjustable furniture and options allows for choice and personal preference, helping cater for everyone. Quieter and more structured areas with flexible furniture options that allow for standing or pacing are helpful for the neurodivergent – and are also appreciated by the neurotypical. Acoustics also play a crucial role for everyone, helping to define space and aid focus for enhanced overall wellbeing. “The creation of inspirational, multi-sensory spaces to support a happy and productive workforce for all is one of the most important factors in contemporary workplace design. With noise being the No.1 complaint for workers, acoustics plays a crucial part in this. ‘Design for the ears as well as the eyes’ We are all familiar with the challenges and adverse effects of working in an office space with poor acoustics or a lack of privacy, and the emotional and practical difficulties that can create issues that the neurodiverse among us are even more sensitive to, and affected by.” – Lynne Wilson, Friends of Wilson Colour choices can contribute to the creation of workspaces in which everyone feels included and considered. Use thoughtfully and intentionally, colour can make spaces more visually welcoming, accessible and inclusive. Thoughtful use of colour, tone, pattern and texture can make the difference between an office design being inclusive or not. Colour can aid with orientation and indicate the purpose of a space and/or the style of working it supports. It can also make a meaningful contribution to employee wellbeing and mental health. A neurodivergent workforce will, for instance, usually benefit from subtle, muted and pastel hues and natural tones, such as soft greens, blues and neutral colours. Not every neurodivergent person will respond to colour in the same way, so meeting everyone’s needs can be complicated. It’s also true that not everyone experiences colour in the same way, with the visually sensitive often perceiving colours to be especially vibrant. Visual ‘noise’, such as complicated, busy or bright colour palettes, strong contrasts, patterns, lines or ‘busy’ backgrounds, are distracting and distressing for the neurodivergent population, leading to sensory overload. An inclusive and accessible culture is also one that’s welcoming to a diversity of backgrounds and identities, and colour has a role to play here. Some colours, for instance, have quite different cultural associations in different countries (white, for instance, represents death and mourning in India, Japan and China, whereas in the Western world it’s associated with purity, cleanliness, peacefulness and weddings). Being mindful of such cultural sensitivities can be a powerful way to signal inclusivity. Elements like natural light, texture, and clear exits and signage improve engagement, aid navigation, and give a sense of security. Biophilic design, meanwhile, uses planting, light, water and natural materials such as wood, terracotta and stone to connect building occupants more closely to nature. Biophilic design makes everyone feel happier and more grounded, so is playing an increasingly important role in contemporary workplace design. It is also more inclusive of neurodiversity. Mood and stress affect our sensory processing and the suitability of a particular workspace, so it’s important to provide restorative respite spaces that act as a haven. Such spaces may include curved surfaces, which seem to be more reassuring, a calm and restful colour palette, matt finishes, and a soft, gradual transition of natural sounds such as birds, trees and water. Potentially such spaces could also host visits from assistance dogs and emotional support animals. Using low-stimulation colours on walls and furnishings can help mitigate stress, as can avoiding pattern. Texture is also an important consideration. Our fingertips are highly sensitive, providing us with lots of sensory information, so textiles that are tactile and soft to the touch can be the deciding factor in whether we like something or not. Materials should, of course, be low in VOC & SVOC (volatile and semi-volatile organic compounds). Regulation & Compliance BS 8300-2:2018 is a British Standard that provides guidance on designing accessible and inclusive buildings. Whilst not a legal requirement, BS 8300-2:2018 is widely regarded as best practice and is often referenced in design specifications and building regulations. It helps to create inclusive environments that meet the needs of all users, including those with disabilities. The Standard addresses the needs of people with various impairments, including mobility, sensory, and cognitive differences. By encouraging the creation of an inclusive design strategy from the outset of a project, it encourages and supports the design of buildings usable by everyone, regardless of abilities or disabilities. PAS 6463:2022 Design for the mind – neurodiversity and the built environment. PAS 6463 is a Standard that offers inclusive design guidance for people with sensory and neurological processing differences, including autism, ADHD, dementia, hypersensitivities, and other conditions, whilst also benefiting everyone. It applies to public, commercial, and residential built and external environments, addressing key sensory and spatial factors. Its intention is to reduce anxiety, cognitive exhaustion, and sensory overwhelm among neurodivergent users. It promotes equality of experience, letting everyone enjoy, navigate, and contribute within the environment. At the same time, it delivers wider societal gains, leading to healthier, more inclusive spaces that improve wellbeing, performance, retention, and customer/tenant satisfaction. Equality Act 2010 (1) relating to disability The Equality Act 2010 provides legal protection against disability discrimination in the workplace. It requires employers to make reasonable adjustments to accommodate disabled employees, ensuring they are not placed at a substantial disadvantage compared to non-disabled colleagues. This protection extends to various aspects of employment, including recruitment, promotion, training, and dismissal. Employers are legally obligated to make reasonable adjustments to remove or reduce disadvantages faced by disabled employees, such as modifying equipment, changing working practices or providing additional support. Article 9 in the UN Convention on the Rights of Persons with Disabilities Article 9 of the UN Convention on the Rights of Persons with Disabilities (UNCRPD) focuses on accessibility, ensuring that people with disabilities have equal access to the physical environment, transportation, information & communications, and other facilities and services provided to the public. This includes the obligation for States Parties to identify and eliminate barriers to accessibility in various settings, including workplaces. The Article helps to ensure that buildings, including workplaces, are physically accessible to people with disabilities, providing features like ramps, accessible restrooms, lifts and appropriate workstation layouts. It also involves making modifications to the workplace to enable a person with a disability to participate fully and enjoy equal opportunities, which could include specialised equipment, training or the adjusting of work schedules. In essence, Article 9 aims to create inclusive workplaces where people with disabilities can work on an equal basis with others, free from discrimination and barriers. Click to find out more about our office interior design services.
