Designing for Equity, Diversity, and Neurodiversity in the workplace: a space planner’s perspective

As a space planner and interior designer working in the commercial office furniture industry, I’ve seen firsthand how powerful workplace design can be, not just in shaping how people work, but in shaping whether they feel safe, seen, and supported while doing it.

In today’s evolving work culture, designing for EDI (Equity, Diversity, and Inclusion), or DEI (Diversity, Equity & Inclusion), is not a ‘nice to have’; it’s essential. The spaces we create must reflect the diverse people who use them. That means going far beyond designing for an abstract “average” employee. Instead, we need to consider the real spectrum of human experience, including neurodiversity, creating spaces that flex and adapt, and can support everyone.

What’s the difference between DEI, and EDI? EDI and DEI contain the same elements, but they emphasise different starting points: EDI leads with equity, focusing first on fairness and equal access, while DEI leads with diversity, highlighting the value of varied perspectives as the foundation for equity and inclusion. The difference reflects how an organisation chooses to begin its inclusivity efforts, by levelling the playing field first (EDI) or by enriching it with diverse voices (DEI).

Staff using tiered seating to collaborate
Photo by David Cadzow

Why EDI matters in workplace design

EDI – Equity, Diversity, and Inclusion – isn’t just about hiring practices or HR policy, it must be embedded into the physical environment. Office design that prioritises the needs of a neurotypical, able-bodied, extroverted “default” worker perpetuates exclusion. Inclusive design, on the other hand, can open doors, allowing everyone to feel welcomed and empowered.

As space planners, we shape culture through layout, materials, lighting, zoning, acoustics, and the placement of office furniture. Each design decision we make communicates who is being considered and included – and who is not.

Key Definitions:

  • Equality ensures everyone is treated the same.
  • Equity ensures everyone has the tools they need to succeed, which may mean different treatment for different needs.
  • Inclusion ensures that everyone feels valued, welcomed, and able to fully participate.

So, designing with EDI in mind isn’t just about avoiding exclusion — it’s about actively designing for difference.

Photo by David Cadzow

Understanding neurodiversity: it’s more common than you think

Neurodiversity refers to the natural variation in how people think, process information, and interact with the world.
It includes conditions such as:

  • Autism Spectrum Disorder (ASD).
  • Attention Deficit Hyperactivity Disorder (ADHD).
  • Dyslexia, dyspraxia, dyscalculia.
  • Tourette’s Syndrome.
  • Sensory Processing Disorder (SPD).

These are not disorders to be “fixed”, but differences to be understood and accommodated.

According to Acas and the British Psychological Society, approximately 1 in 7 people in the UK (15%) are neurodivergent. That’s a significant portion of the workforce. Yet most traditional office environments weren’t designed with these individuals in mind.

The problem with “one size fits all”

Historically, office design followed a rigid formula: rows of identical desks, harsh fluorescent lighting, open-plan layouts, minimal acoustic control, and limited breakout spaces. While this might have worked in a more simplistic era of top-down management and 9–5 routines, today’s workplaces – and workers – are far more complex. Designing for the ‘average’ person inevitably means designing for no one in particular.

From a neurodivergent perspective, many standard features of offices are not just inconvenient, they can be overwhelming or even disabling. For example:

  • Open-plan offices can be auditory minefields for someone with noise sensitivity.
  • Bright lights and visual clutter can cause sensory overload for someone with autism.
  • A lack of private spaces can make it difficult for individuals with ADHD to focus or self-regulate.

From Standardisation to Flexibility

As office designers, one of our most powerful tools is choice. Rather than assume how people work, we should offer a range of environments and let individuals self-select the spaces that best support their needs on any given day, or at any particular moment.

This means:

  • Modular, reconfigurable furniture that adapts as teams and tasks evolve.
  • Varied workstation types – from open collaborative benches to private pods.
  • Zoned areas for deep focus, teamwork, relaxation, and social connection.
  • Biophilic elements to reduce stress and improve wellbeing.
  • Customisable lighting and ergonomic seating, allowing personal control.

These design elements aren’t simply good for neurodivergent employees; they benefit everyone.

Office zoning and partitioning with hanging acoustic panels and freestanding office planters

Zoning: the backbone of inclusive design

Zoned environments are a cornerstone of neuro-inclusive design. By creating distinct areas for different tasks and varied energy levels, we can support the full spectrum of work styles, from highly social to deeply introspective. As a space planner, I often incorporate the following zone types:

Focus zones
Quiet, enclosed spaces with minimal noise and visual distraction. These are perfect for people who need silence to concentrate, including those with autism or ADHD. Think:

Collaboration zones
Open or semi-open areas for group discussions, whiteboarding, and group discussions and idea generating. These should include formal meeting areas and informal collaboration lounges. Some of our most popular products are:

Social zones
Relaxed breakout areas for spontaneous chats, lunches, restorative downtime or general wellbeing. These zones encourage social bonding, which is vital for both inclusion and mental health. Some popular office furniture products include:

Transition spaces
Wide corridors, seating alcoves, and buffer zones between environments. These act as decompression areas, especially helpful for those managing sensory overload.

By designing intentional zones, we give people choice over how and where they work, a key principle in both EDI and universal design.

Corridoor Nook Seating

Designing with sensory needs in mind

Lighting
LEDs can cause light sensitivity for some individuals with the lights being too harsh and potentially causing migraines or other health related issues. Best practice:

  • Use natural light wherever possible, but control glare with blinds or film.
  • Offer adjustable task lighting at individual desks
  • Avoid strong contrasts and colour temperatures that are too cool or too warm.

Acoustics
In an open office, even a ringing phone or nearby conversation can cause cognitive overload. Solutions:

  • Integrate sound-absorbing materials such as acoustic panels, carpets, and ceiling baffles.
  • Use white noise machines in open zones.
  • Include quiet rooms or sound deadening office pods.
Photo by David Cadzow

Visual clarity
Visual clutter can make it hard to concentrate or feel calm, especially for individuals with ADHD or autism. Design tips:

  • Keep layouts intuitive and simple.
  • Use wayfinding graphics or colour coding to aid navigation.
  • Limit excessive signage, patterns, or mismatched furniture.

Ergonomics, movement, and choice

Inclusion also means physical comfort. Ergonomic design must consider a range of body types, postural needs, and attention spans. This is especially important for neurodivergent workers, who may need to move frequently or switch positions to maintain focus.

Consider:

  • Sit/stand desks to support movement.
  • Flexible seating options: task chairs, yoga balls, lounges, or perch stools.
  • Fidget-friendly elements: footrests or textured surfaces.

For some, movement is not a distraction. It can be a regulation strategy for people with ADHD, anxiety, or autism. By designing in physical choice, we’re also enabling emotional regulation.

Cultural inclusion and representation

EDI in workplace design isn’t only about sensory needs. It’s also about cultural inclusivity. We need to design environments that respect and represent different identities, backgrounds, and beliefs.

Inclusive strategies include:
– Prayer or wellbeing rooms that offer privacy and respect for spiritual needs.
– Visual representation of diverse people in artwork, branding, and messaging.
– Staff involvement and feedback.
– Celebration of a range of cultural holidays through digital signage or shared spaces.

Inclusion is about making people feel that they belong, and it begins the moment they walk through the door.

The business case for inclusive design

Designing for diversity isn’t just the right thing to do, it’s also a smart business strategy. Research shows that:

  • Inclusive companies are 2x more likely to exceed financial targets (Deloitte)
  • Diverse teams are more innovative and creative, especially when their environment supports different thinking styles
  • Mature DEI Practices show ‘stronger performance, lower turnover, and greater employee happiness’ with 68% higher productivity and 4 years longer retention. (Onvero)

When employees feel safe and empowered, they perform better. Inclusive design is not a cost; it’s an investment in people.

Bridging the gap between policy and design

It’s important to note that, on paper, many organisations have strong EDI policies in place. However, without alignment in the physical workspace, these policies can fall flat. A commitment to inclusion must be reflected in the spaces where people spend their time. If, for instance, your organisation values ‘flexibility’ but only provides one type of workspace layout, or values ‘wellbeing’ but the environment is noisy and overstimulating, there’s a disconnect.

This is where designers, architects, and facilities managers can act as strategic partners. We can help translate these organisational values into physical realities; spaces that reinforce the EDI message and allow people to experience inclusion in tangible ways every day.

Photo by David Cadzow

Technology’s role in inclusive workspaces

Technology is another layer that can greatly enhance inclusivity. From adjustable smart lighting to acoustic monitoring systems, there’s a growing suite of tools that help make the environment more responsive to user needs.

For neurodivergent individuals, digital booking systems that allow them to select a preferred zone in advance can reduce anxiety. Sensors that monitor temperature, lighting, and air quality can ensure sensory-friendly conditions. Additionally, apps that offer real-time wayfinding, visual schedules, or space usage data can provide structure and autonomy, which is especially valuable for people with autism or executive function challenges.

However, we must be mindful not to let technology introduce complexity or confusion. Interfaces should be intuitive and accessible. And, as always, usability testing with diverse user groups is key.

Training and awareness: the final piece of the puzzle

Even the most thoughtful design can be undermined if the culture doesn’t support it. That’s why I always recommend that inclusive space planning is accompanied by staff training and awareness initiatives. For example, if quiet pods are provided, are employees educated about when to use them and how long should an individual use one? Do managers support flexible working styles, or do employees still feel pressure to be visible at their desks?

Creating a truly inclusive environment requires both design interventions and behavioural change. We need to normalise different ways of working, moving, focusing, and socialising. This is especially true when supporting neurodiversity, as many needs are invisible or misunderstood.

Inclusive design and hybrid working

As hybrid work models become the norm, organisations must reconsider the purpose of the office. For many neurodivergent individuals, remote work has provided much-needed control over their environment. That doesn’t mean the office is obsolete. It just needs to offer what home cannot.

The office of the future must become a destination: a place designed for intentional, flexible use, with a variety of environments and technologies that support focus, connection, learning, and wellbeing. For some employees, especially those early in their careers or those with less-than-ideal home setups, the office still plays a crucial role. The goal is to ensure that everyone, regardless of their aneurological makeup, has the choice and tools to work at their best wherever they are.

Inclusive design is future-proof design

Inclusion isn’t a trend, it’s a necessity for sustainable business. As Gen Z and future generations continue to prioritise equity, mental health, and flexibility, inclusive design will become a key differentiator for organisations looking to attract and retain talent.

And it’s not just about recruitment. A truly inclusive office supports people through every life stage and career moment: from onboarding to burnout prevention, from collaboration to quiet concentration. The workplaces we design today must be ready to serve a diverse, evolving workforce tomorrow.

Final thoughts: designing for the future

As a workplace designer, I see my role as more than just placing desks or choosing fabrics. I help create environments that shape culture, support wellbeing, and unlock potential.

Equity, Diversity, and Inclusion must be foundational to every decision we make, from the overall layout to the furniture spec. Neurodiversity challenges us to question old assumptions about productivity, focus, and collaboration. But it also opens the door to more human, flexible, and empowering spaces.

We don’t need to design perfect spaces; we need to design adaptable ones. By offering choice, fostering comfort, and embedding empathy into the built environment, we can create workplaces where everyone, neurotypical and neurodivergent alike, can thrive.

As space planners and interior designers, we hold the responsibility and the opportunity to lead this change. By embedding EDI into every layer of our thinking, we can help build a future where diversity is embraced, inclusion is intentional, and everyone can thrive.

References & Further Reading:

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