Neurodiversity in the workplace: creating spaces that work for everyone

15-20% of the population is neurodivergent. In a 40-person team, that’s 6-8 people. In a 400-person company, that’s 60-80 people.

These aren’t edge cases. This is a significant portion of your workforce whose brains process information differently – often bringing distinct strengths your business needs.

The question isn’t whether you have neurodivergent team members. You do. The question is whether your workspace supports them.

What is neurodiversity in the workplace?

Neurodiversity recognises that human brains naturally vary. There’s no single “correct” way for brains to function.

Common neurodivergent conditions include:

• ADHD – affects focus, impulse control, executive function
• Autism – affects social communication, sensory processing, routine preference
• Dyslexia – affects reading, writing, information processing
• Dyspraxia – affects coordination and spatial awareness

Each person’s experience differs. But there are common workplace challenges that better design can address.

Why this matters for your business

Supporting neurodiversity in the workplace isn’t just compliance – it’s competitive advantage.

Neurodivergent workers often bring:

• Pattern recognition and attention to detail
• Hyperfocus and deep concentration
• Creative problem-solving from different thinking styles
• Direct communication improving team transparency
• Specialist knowledge from deep interests

Companies like Microsoft, JPMorgan Chase, and SAP have neurodiversity hiring programmes because they’ve identified these advantages.

When workspaces don’t accommodate neurodiversity:

• Productivity drops (energy spent managing environment vs doing work)
• Wellbeing suffers (constant overwhelm causes exhaustion)
• Retention falls (people leave for better employers)
• Innovation decreases (you lose valuable perspectives)
• Legal risk increases (failure to make reasonable adjustments breaches Equality Act 2010)

Most accommodations cost little or nothing. They just require understanding different needs.

Common workplace challenges

For people with ADHD:

• Open-plan offices with constant distraction
• Long meetings without breaks
• Difficulty prioritising without clear structure

What helps: Quiet spaces, regular movement breaks, clear deadlines, option to use headphones

For autistic workers:

• Sensory overwhelm (lights, noise, smells, crowds)
• Unpredictable environments
• Ambiguous instructions

What helps: Sensory-friendly environments, quiet zones, clear written communication, predictable routines, private break spaces

For people with dyslexia:

• Reading-heavy communication
• Time pressure on written tasks
• Traditional note-taking

What helps: Verbal communication options, text-to-speech tools, meeting recordings, extra time for writing

How workspace design helps

The biggest factor in supporting neurodiversity in the workplace? Choice.

Different brains need different environments at different times. One-size-fits-all offices don’t work.

What an inclusive workplace needs:

Quiet zones

• Low sensory input, minimal noise
• Individual focus work
• Space to regulate when overwhelmed

Phone booths and private spaces

• Private calls without audience
• Video meetings without background noise
• Sensory breaks away from stimulation

Variety of work settings

• Collaborative areas for group work
• Individual desks for focus
• Sofas for different posture needs
• Standing desk options
• Different lighting levels

Sensory considerations

• Natural light where possible
• Adjustable lighting
• Sound-dampening materials
• Plants (proven to reduce stress)
• Temperature control options

Clear communication

• Transparent rules about space usage
• Visible signage for zones
• Space hosts available for questions
• Booking systems for rooms

How Work.Life supports different working styles

Every Work.Life location includes:

• Quiet zones for focused work
• Phone booths for private calls and sensory breaks
• Collaborative areas with ambient noise
• Individual desks and hot desking options
• Breakout sofas for different posture needs
• Meeting rooms for team sessions
• Natural light and biophilic design throughout
• Multiple locations reducing commute stress
• Consistent amenities across sites (predictable layouts)
• Flexibility to work from location convenient each day

You’re not stuck in one environment all day. Move between spaces as your needs change.

Practical adjustments

If you’re managing teams or influencing workplace culture, straightforward adjustments that help:

Environmental:

• Allow noise-cancelling headphones
• Provide choice of workspace types
• Offer flexible seating
• Keep fragrance-free policies

Communication:

• Put instructions in writing
• Give clear, specific feedback
• Provide meeting agendas in advance
• Use structured emails with clear subject lines

Schedule:

• Allow flexible working hours
• Provide regular breaks
• Give advance notice of changes
• Keep meetings shorter with clear purpose

Culture:

• Normalise accommodations (not special requests)
• Ask individuals what they need (don’t assume)
• Create psychological safety for disclosure
• Celebrate different working styles

Most importantly: Ask neurodivergent team members what they need. Everyone’s different.

The legal side

Under the Equality Act 2010, conditions like ADHD, autism, and dyslexia are often considered disabilities if they substantially impact daily activities.

Employers must make reasonable adjustments including:

• Flexible working hours
• Quiet workspace
• Written communication
• Clear instructions
• Assistive technology

Many adjustments cost nothing –  they’re just different ways of working.

Start here

For managers and HR:

1. Review workspace options – do people have choice of environments?
2. Check communication – is everything written clearly?
3. Audit policies – are flexible working and accommodations normalised?
4. Train teams on neurodiversity basics

For workspace decisions, look for:

• Quiet zones for focused work
• Phone booths for private calls and breaks
• Variety of work settings
• Flexibility between locations
• Sensory-friendly design

Book a tour of Work.Life spaces across London, Manchester, and Reading to see how variety of environments supports different working styles.

Or try a day pass – experience workspaces offering genuine choice.

15-20% of your team is neurodivergent. Your workspace should work for all of them.