Creating a workspace that works for everyone isn’t just about adding a ramp or updating your software. For the 1 in 5 employees who are neurodivergent, thoughtful design choices can make the difference between thriving at work and constantly battling distractions, discomfort, or exclusion.

Whether your teams are in the office, remote, or hybrid, neuroinclusive design benefits everyone. From reducing sensory overload to enabling flexible ways of working, these changes can improve productivity, wellbeing, and retention across your workforce.

Here are 12 practical ways to design physical and virtual workspaces that support neurodivergent employees — and why they matter.

1. Offer Multiple Lighting Options

Fluorescent lighting can cause migraines, eye strain, and sensory overwhelm. Where possible, provide a mix of natural light, soft warm lighting, and dimmable task lights so employees can choose what works for them. Desk lamps or softer LED bulbs can be a low-cost but high-impact change.

2. Reduce Noise and Provide Quiet Zones

Open-plan offices can be overwhelming for anyone, but especially for employees with ADHD, autism, or sensory processing differences. Create quiet spaces or private pods for focused work. Noise-cancelling headphones or “quiet hours” can also help reduce distractions.

3. Use Clear and Predictable Layouts

Physical clutter and confusing layouts can make navigation stressful. Ensure walkways are wide, signage is clear, and frequently used areas (like kitchens and printers) are easy to find. In virtual environments, apply the same principle, use clear navigation menus and avoid overcomplicated intranet designs.

4. Provide Sensory-Friendly Break Areas

Break spaces that are visually calm, with softer lighting and minimal noise, give employees a place to regulate and recharge. Include comfortable seating, plants, and fidget tools to help with self-regulation.

5. Flexible Furniture and Workstations

Height-adjustable desks, ergonomic chairs, and moveable furniture allow employees to adapt their space to their needs. Standing desks can help people with ADHD who benefit from movement while working.

6. Minimise Visual Clutter

Too much visual input can be distracting and exhausting. Keep work areas tidy, use neutral wall colours, and store equipment out of sight when not in use. In virtual settings, avoid overly busy backgrounds on shared documents or slides.

7. Provide Multiple Communication Channels

Not everyone thrives in face-to-face meetings. Some may prefer written communication, chat tools, or asynchronous video messages. Allow employees to choose how they communicate and provide multiple avenues for feedback and collaboration.

8. Include Sensory Tools and Supports

Fidget toys, weighted lap pads, or textured objects can help employees self-regulate during meetings or focus work. Make these tools freely available in shared spaces, or offer a “sensory kit” for remote workers to use at home.

9. Digital Accessibility in Virtual Workspaces

Ensure all online platforms, training, and shared documents meet accessibility standards and are inclusive. Use clear fonts, high colour contrast, and avoid flashing animations. Provide captions or transcripts for all video content, and use accessible formats for documents. You can follow our Dyslexia Style Guide for more help.

10. Give Clear Instructions and Visual Aids

In both physical and virtual settings, clarity reduces anxiety. Use visual schedules, checklists, and step-by-step guides for recurring tasks. For example, if you run hybrid meetings, clearly outline how to join, how to contribute, and where to find resources afterwards.

11. Allow for Personalisation

Let employees adapt their workspace to suit their sensory and organisational preferences. For some, personal items and colours may be calming. For others, a minimalist desk may help reduce distraction. In virtual settings, allow flexibility with tools and layouts.

12. Embed Flexibility in Workflows

Ultimately, design is not just about the physical or digital environment it’s about how people work within it. Offer flexibility in schedules, meeting formats, and deadlines where possible. A well-designed workspace is wasted if the workflow is rigid and exclusionary.

Why Neuroinclusive Design Matters for Everyone

Designing with neurodiversity in mind creates a better experience for all employees. Quiet zones help introverts and those recovering from illness. Clear navigation supports new starters. Flexible furniture benefits people with back pain. What’s good for neurodivergent employees is often good for everyone.

How to Start Making Changes

You don’t need a huge budget to improve inclusivity. Start with small, high-impact changes:

• Add noise-cancelling headphones to shared equipment lists

• Create a quiet area in the office or block out focus time in calendars

• Offer fidget tools in meeting rooms

• Review your intranet for clarity and accessibility

• Send a short survey asking staff what would help them work best

From there, you can plan more strategic investments based on feedback and needs.

How We Can Help

At Enna, we help organisations like yours create environments where neurodivergent employees can thrive. Our Neuroinclusivity Office and Environment Audits can help you review your physical and virtual setups, identify barriers, and provide a clear, prioritised action plan.

We also run manager and colleague training to help teams make the most of inclusive design — because the best workspace changes happen when the whole team understands why they matter.

If you want to attract, retain, and empower neurodivergent talent, book a Neuroinclusive Workspace Audit with us today.