Neurodiversity is a term that recognises natural variations in how people think, process information and engage with the world. This includes, but isn’t limited to, autism, attention deficit hyperactivity disorder (ADHD), dyslexia, dyspraxia and Tourette syndrome. These differences can bring valuable strengths such as creativity, hyperfocus, problem-solving or pattern recognition, but they can also lead to challenges, particularly in environments that haven’t been designed with neurodivergence in mind. In this blog, CAE’s Asa Hems and Ian Watkins look at how organisations can reevaluate and shape workplace design to support neurodiverse people and still benefit everyone else.
Having worked in the sector for many years, we’ve noticed there has been a significant shift towards more inclusive environments being created. An increasing number of charities, third-sector organisations and employers want to understand not only how accessible their buildings are, but whether they truly work for neurodivergent visitors, staff and volunteers.
Organisations and businesses have learnt that the built environment has a quiet but powerful influence on wellbeing. For some, it enables comfort and belonging, while for others, it can create sensory overload, confusion or distress. So, what do you need to think about and what changes can you make in your buildings and spaces?
Lighting, noise levels & layout
The built environment includes buildings, workplaces, transport, parks, lighting and signage -essentially any human-made space we move through. For neurodivergent people, these environments can either reduce or amplify sensory and cognitive barriers.
Harsh fluorescent lights, flickering tube lights or extreme brightness can trigger discomfort or pain for those with sensory sensitivities. Natural daylight, warm-coloured LEDs or adjustable lighting levels help reduce that sensory load.
Meanwhile, open-plan offices and echoey corridors can quickly become overwhelming. Sudden sounds such as slamming doors, phone alerts, unexpected conversations tend to be more disruptive than steady background noise.
Sound-dampening materials, quiet zones or access to noise-cancelling headphones can make a meaningful difference.
For individuals with dyslexia or processing differences, unclear signage, busy visual layouts or inconsistent colour coding can create cognitive strain. Simple, recognisable symbols, consistent placement and uncluttered design support easier navigation.
Overcrowding & sensory overload
It’s also the case that high footfall areas, strong colours, patterned floors and multiple competing stimuli can overwhelm the senses. What’s needed is calm, predictable layouts, wider corridors and access to quieter breakout spaces that support both neurodivergent and neurotypical users.
Highly stimulating workplaces and public spaces can lead to sensory overload. This occurs when a person receives more input than they can comfortably process, whether through noise, light, smell, movement or temperature. For neurodivergent individuals, their tolerance threshold is often lower that other people’s.
During sensory overload, focusing, communicating or processing information becomes much harder. Because this experience is invisible, others may misinterpret someone’s reaction as disengagement, withdrawal or stress. Increasing awareness of this factor among colleagues helps prevent misunderstanding and stigma.
Social barriers & practical adjustments
However, environmental barriers are only part of the story. Many neurodivergent people feel pressure to “mask”, which is when they hide aspects of their neurodivergence in order to meet neurotypical expectations.
Masking can be exhausting and harmful to mental health. This is why creating an atmosphere where people feel accepted, understood and able to be themselves is crucial, it reduces the need to mask and supports genuine inclusion.
The good news is that inclusive design doesn’t always mean major renovations. Our advice at CAE is that thoughtful, often simple changes can significantly reduce sensory and cognitive load. You could:
- Provide quiet working areas, small meeting rooms or retreat spaces with low lighting.
- Use non-flickering lighting and add acoustic panels or soft furnishings to reduce noise.
- Offer flexible hours or hybrid working so staff can better manage their sensory environment.
- Avoid using strong smells and use simple, uncluttered visual layouts.
- Provide tools like noise-cancelling headphones, white noise, or adjustable desk lighting.
- Build organisational awareness through neurodiversity training and encourage open dialogue around individual needs.
These adjustments support neurodivergent individuals while improving comfort and productivity for everyone.
Key resources
- National Autistic Society’s Autism and sensory processing guide
- Neurodiversity in planning’s Designing for neurodiversity booklet
- PAS 6463:2022 Design for the mind guidance designing the built environment for neurodivergent people
- ADHD Foundation’s Neurodiversity in the Workplace Toolkit
- BBC’s visual environment checklist