When the term ‘neurodiversity’ entered our language it gave us a new world view and perspective on humanity and diversity. It challenges the notion that there is such as thing as a ‘standard’ brain. Design disciplines have seen opportunity in sustainable design. Now there is opportunity in neurodiverse design.
Workplaces should design for brains not just for bodies. But what does that look like? Big companies like Deloitte and EY are re-shaping their workplaces. Image of EY Perth office.
Neurodiverse design in architecture
An article in The Fifth Estate by Catherine Carter takes up the topic of neurodiversity and architecture. Current estimates are that around 15-20 percent of the global population is neurodivergent. This means their brains process information differently from the ‘typical’ population. Consequently, they may perceive and interact differently with their surroundings.
Carter says the best designs won’t be where differences coexist, but where they are celebrated. They will include spaces that avoid harsh lighting, distracting noise and visual clutter. Flexible layout with distinct zones and quiet areas, and collaborative spaces to suit tasks and moods are also helpful. Natural elements such as plants and organic materials help reduce cognitive load.
One of the big consulting firms, EY has established 23 Neurodiverse Centers of Excellence where tech people work on complex projects. EY is also redesigning their offices with soundproof spaces, enhanced lighting and signage.
Deloitte claims to have found five key drivers that neurodivergent thinkers bring to problem solving. Cognitive diversity can drive new ideas and counter groupthink. Neurodivergent people often have intense focus to push through setbacks and overcome problems.
Building for brains not bodies
Designing for neurodivergent employees means that everyone benefits. Who doesn’t like a comfortable office with plants and soundproofing? As an AI-powered future looms, workplaces are shapeshifting again. Places need to nurture minds of employees, not just their bodies. People have more flexibility today in how and where they work. Let’s design for that and for the diversity of the population.
The title of the article is, When great minds don’t think alike: designing for neurodiversity. There are links to the work of EY and Deloitte.