Workplaces are often designed to be physically accessible, but they are not always cognitively accessible, especially for neurodivergent individuals (Phillips, 2019). In many typical office environments, there's a constant buzz of activity—chatter, ringing phones, bright fluorescent lights, and the persistent aroma of coffee. For many employees, these elements are simply part of the workplace atmosphere. However, for neurodivergent individuals, these sensory stimuli can make it incredibly difficult to focus and perform their best.

Neurodiversity, often viewed as a disability, is more accurately described as "thinking differently." It encompasses a range of cognitive profiles, including autism, Asperger’s syndrome, dyslexia, dyspraxia, and attention deficit hyperactivity disorder (ADHD) (Bartlett, 2019). These conditions often overlap, leading to diverse and unique skill sets that are frequently underappreciated in conventional work environments. Many neurodivergent individuals opt to work from home, where they can better control the sensory input and distractions around them.

One way to prepare neurodivergent individuals for the workforce is by encouraging them to interact with peers and participate in environments where they can learn to self-regulate and manage distractions. Educational institutions can play a pivotal role in this process by creating adaptive learning environments that provide students with the tools to succeed.

In workplaces, simple adjustments can have a profound impact on neurodivergent individuals' ability to perform. Encouraging employers to embrace neurodiversity means advocating for changes that allow neurodivergent employees to succeed without compromising their well-being. The implementation of relatively inexpensive and straightforward solutions—such as replacing harsh fluorescent lights with natural lighting—can make a significant difference.

Phillips (2019) suggests that these modifications are not only cost-effective but also an investment in retaining valuable employees who might otherwise struggle in a traditional office setting. The benefits of supporting neurodivergent individuals far outweigh the costs of making necessary adjustments.

 Physical workspace changes are often the first step toward making an office more neurodivergent-friendly. Some strategies include:

• Replacing bright overhead lights with natural lighting or adjustable desk lamps can create a more comfortable atmosphere, especially for those with sensory sensitivities.
• Many neurodivergent individuals struggle with background noise. Creating quiet spaces or providing noise-cancelling headphones can help employees concentrate.
• Keeping workspaces minimalistic and organised can reduce distractions, making it easier for neurodivergent employees to focus.
• Comfortable, adjustable furniture can accommodate neurodivergent employees who might have specific physical needs or sensory preferences.

 Neurodivergent individuals may have varying energy levels throughout the day. Offering flexibility in work hours or remote work options can help employees work when they are most productive.

Creating a neurodivergent-friendly workplace requires more than just meeting basic accessibility requirements. It involves making thoughtful adjustments to the physical environment, offering flexibility in work schedules, providing clear communication, and fostering a culture of inclusion. 

References:

Bartlett, E. (2019, December 12). Managing neurodiversity in the workplace. People Management by CIPD. https://www.peoplemanagement.co.uk/article/1745525/managing-neurodiversity-in-the-workplace#gref

Phillips, S. (2019, March 15). How to design a neurodiverse workplace. The Telegraph. https://www.telegraph.co.uk/business/autism-in-workplace/neurodivergent-employees/