Designing for Neurodiversity: How Flexible, Inclusive Workspaces Can Empower Everyone

Yet employment figures remain low for many neurodivergent individuals. For example, just 29% of autistic adults in the UK are in any kind of employment. Many others across the neurodivergent spectrum face barriers not because of their capabilities, but because their work environments are not designed to meet individual needs. Although workplaces are changing and are evolving to become more inclusive, progress can be slow.

At Bisley, we believe inclusive design is not only a matter of equity - it is a business imperative. The right environment can unlock productivity, creativity and well-being, helping everyone to thrive, regardless of how they think or process the world.

Design with the individual in mind

Neurodiversity refers to the natural variations in human brain function and behaviour. Many of these developmental disorders come with specific sensory or cognitive preference. For example, some people may be more sensitive to light, sound or colour, while others may need more physical movement or structure to support focus.

That is why flexibility is key. Workspaces must be adaptable, not just in layout, but in how they support differing sensory, cognitive and social needs. When we design environments that offer both choice and control, we remove barriers that may otherwise hinder neurodivergent individuals.

As an employer, create a safe environment where your staff can let you know if they have an accessibility need – allowing everyone to feel cared for and listened to, where ultimately, everyone can work in a comfortable space that works best for them. It also instils great confidence in you, the employer, and word of this will be circulated to future hires and strengthen business relationships.

Zoning and visual order

For many, open-plan offices can be overstimulating or distracting. The solution is not to eliminate them altogether, but to complement them with other zones. Quiet booths, such as Quarters, are perfect for deep work, acoustic pods for one-to-one conversations, and more open collaborative areas where movement and social energy are welcome all play a role in balanced design.

Bisley’s Arches mobile zoning range was created to facilitate this kind of spatial flexibility. These modular screens help define work areas without the need for permanent construction. They offer adaptable, human-scale divisions that reduce noise, enhance privacy and bring visual structure to a space.

The Role of Colour and Calm

Colour is powerful. While some neurodivergent individuals find bold hues energising, others may find them overwhelming. A calming palette, with soft, muted tones or biophilic references, can reduce anxiety and support a sense of safety. But contrast can also be useful, especially for wayfinding or visual clarity. Pairing furniture and flooring with gentle contrast can help delineate space and improve navigation.

Bisley’s extensive colour palette, available across steel and wood finishes, allows designers to create schemes that balance calm with clarity. With over 37 steel colour options in the Bisley palette, it is possible to design environments that are both beautiful and neurologically considerate.

Furniture that adapts to you

Physical comfort plays a vital role in cognitive focus. For neurodivergent employees, having furniture that adjusts to meet their sensory and ergonomic preferences can significantly improve productivity and well-being.

Height-adjustable desks enable movement throughout the day and task chairs with tilt and swivel functions, additional monitors to support personalised ways of working, and enclosed storage to reduce visual distractions all contribute to a more comfortable, personalised workspace.

And it starts with asking. Businesses should actively involve their teams when planning office design or refits. Whether it is choosing between open desks and booths or deciding on lighting levels and accessories, giving people agency over their environment is a fundamental part of inclusive design.

Lighting, noise and sensory load

Poor lighting, noise pollution and overstimulation can all contribute to discomfort or burnout. Where possible, use natural light alongside controllable artificial sources such as desk lamps or dimmable overhead lighting. This allows people to adjust their workspace to suit their needs.

Likewise, offering tools such as noise-cancelling headphones, acoustic baffles, or sound-insulated workspaces can make a meaningful difference. It is not about creating silence but about providing choice — the option to retreat or engage as needed.

The business case for inclusion

Designing for neurodiversity is not just the right thing to do. It is commercially smart. Inclusive environments improve employee retention, reduce absenteeism and foster a wider range of ideas and perspectives. When people feel safe and supported, they are more likely to contribute, stay, and help your business grow.

Making a visible commitment to inclusivity, whether through design, policy or training, also encourages openness. It signals to existing and future employees that neurodivergent needs will be recognised and respected. Implementing these changes ensures that your company thrives, demonstrating growth and a noticeable increase in staff productivity and retention.

Conclusion

Designing for neurodiversity is not about special treatment. It is about offering variety, choice and a sense of control. From the materials and colours we specify, to the flexibility of our furniture and layout, every detail contributes to how someone feels in a space.

At Bisley, we are proud to support businesses by creating products which can build human-centred environments that celebrate difference because when design embraces neurodiversity, it empowers everyone.