Designing for Every Mind: 5 Ways to Build Neuroinclusive Workplaces
As the workplace continues to evolve, so does our understanding of what inclusion really looks like. And increasingly, interior designers are being asked a new question: How do we create spaces that support how people think—not just what they do?
By some estimates, nearly one in five adults are neurodivergent—meaning they have ADHD, autism spectrum disorder, dyslexia, or other cognitive variations—and for those individuals, traditional office environments often fall short. (They can be challenging at best, and deeply disruptive at worst.) Yet for too long, workplace design has catered to a narrow bandwidth of thought and behavior, often overlooking the reality that people focus, socialize, and process information in vastly different ways.
The good news? Designers are increasingly rethinking workplace norms to better reflect the full spectrum of human experience. Leading that charge are Tom Polucci, FIIDA, firm-wide director of interiors at HOK, and Kay Sargent, FIIDA, director of thought leadership in HOK’s interiors group. At the 2024 South by Southwest Conference, Polucci and Sargent shared their research and insights on what it really takes to design for neurodiversity—and why that’s important now more than ever.
“We need to get to a place where work works for everyone,” Sargent said in the session. “And that starts with how we design the space around us.” Polucci seconded that: “If we’re not thinking about everyone, if we’re not being inclusive, we’re failing. The spaces we design should support how people live, work, and think—not just the majority, but all of us,” he added. “And just because a space is calming doesn’t mean it has to be boring.”
In that spirit, here are five practical strategies derived from their research to help you design for every mind.
1. Design for Choice, Not One-Size-Fits-All
People focus differently. They collaborate differently. They recover from stress differently. Recognizing that is the first step.
Try this: Offer a range of workspace options—like quiet rooms, open lounges, sensory-neutral zones, and wellness spaces—so employees can choose what works best for them in the moment. Autonomy is key: When people can shift between zones of stimulation and calm based on the task at hand, engagement and performance improve across the board.
“For people craving a quiet, heads-down environment, don’t put them next to the game room,” said Polucci. “It’s about spatial zoning—giving people options that match their needs and energy levels.”
2. Control the Sensory Load
Bright lights, buzzing fixtures, open-floor noise, cluttered desks—we can all agree that workplaces can be overstimulating environments. But for neurodivergent workers, these aren’t just distractions; they’re often sources of real distress. Sensory regulation isn’t a bonus feature—it’s foundational to inclusion.
Try this: Incorporate indirect, dimmable lighting wherever possible, and use acoustic zoning or sound-masking technology to reduce distractions. Quiet rooms are another effective option. Steer clear of overly patterned surfaces or high-contrast finishes, and instead, choose warm, natural textures paired with a consistent, calming color palette. Minor environmental adjustments can dramatically reduce cognitive fatigue and sensory overwhelm, leading to improved focus and comfort.
“Those distractions—sound, smell, visual clutter—lead to a loss of focus,” Polucci explained. “One of my favorite examples is when someone decides to heat up last night’s fish in the microwave at work, and that smell permeates the space. It annoys everyone, except the person eating the fish for lunch. And what does that lead to? Discomfort. Disengagement. And ultimately, a drop in productivity.”
And as Sargent reminds us, “The things that make a space better for the neurodivergent often improve it for everyone.”
Headed to NeoCon this June? Don’t miss IIDA’s live episode of Collective Design: How to Design a More Inclusive Future. Tom Polucci joins IIDA’s Futurist-in-Residence, Mark Bryan of the Future Today Strategy Group, and other experts for a can’t-miss conversation on designing for neurodiversity across the built environment.
3. Create Predictable, Navigable Spaces
For many neurodivergent individuals, spatial predictability isn’t just convenient—it’s calming. Wayfinding, visual cues, and clear layouts reduce cognitive load and support confidence. Think of predictability as a form of psychological safety: When people know what to expect from their environment, they’re better able to focus and do their best work.
Try this: Use visual cues, color-coded zones, or clear signage to support intuitive wayfinding. Keep spatial layouts consistent across similar spaces to reduce confusion. Avoid arbitrary or ambiguous design decisions that force users to “figure it out” on the fly.
“Wayfinding should empower people,” said Sargent. “Not make them feel lost before they even start their day. That’s like putting your dining room table in your bedroom—we’re blending everything together and expecting it to work. But it doesn’t.”
4. Enable Personalization and Control
In many workplaces, people are expected to conform to the environment. Neuroinclusive design flips that script, allowing the environment to adapt to the individual instead.
Offering opportunities for personalization and control, especially over sensory input, can help neurodivergent individuals manage stress, self-regulate, and stay engaged.
Try this: Offer adjustable furniture such as height-adjustable desks, task lighting, and noise-canceling elements. Incorporate fidget tools or curated sensory kits into shared workspaces. Ensure that temporary or shared spaces are easy to personalize and reset, giving employees greater control over their sensory environment.
Personalization signals respect for individual needs. “When people feel in control of their space, they feel more in control of their work,” said Polucci. “Spaces are living, breathing things. The people in them make them hum. If we design only for uniformity, we miss the point—and we miss the people.”
The bottom line? Control over lighting, sound, and furniture isn’t a perk—it’s a path to comfort, productivity, and inclusion.
5. Tap Into Biophilia and Natural Cues
Natural light, organic materials, and greenery aren’t just aesthetic choices, they’re powerful tools for sensory regulation. Biophilic design can lower stress, support focus, and boost cognitive performance, especially in overstimulating environments.
Try this: Maximize access to daylight wherever possible, and bring in live greenery to boost visual and sensory engagement. Use organic materials or design patterns inspired by nature to create a grounding atmosphere. No windows? No problem. You can still evoke the outdoors through texture, tone, and lighting.
Nature has a proven calming effect, which is especially valuable in neuroinclusive spaces. Visual and tactile connections to the natural world can help regulate mood, reduce anxiety, and create a more grounded experience. When used intentionally, biophilia is one of the most effective tools we have for designing healthier, more inclusive environments.
The Takeaway: Rethink “Normal”; Design for Real Life
There is no “average” brain—and workplaces shouldn’t pretend there is. Designing for neurodiversity isn’t a nice-to-have; it’s how we build environments that reflect the real world. And it’s by creating spaces where more people can thrive—not in spite of their differences, but because of them—that we make work more human, and more sustainable, for everyone. The sooner we widely embrace designing for neurodiversity, the better the workplace experience will be for all employees. “It’s the idea that when the tide rises,” Polucci said, “all boats rise with it.”