Approximately 15-20 percent of people are neurodivergent, i.e., have one of a collection of conditions that includes autism spectrum disorder, attention deficit hyperactivity disorder and dyslexia. Employers are beginning to recognize that, in addition to simply being the right thing to do, accommodating neurodiverse people can provide a significant competitive advantage. This is leading to a range of more inclusive policies, programs and procedures. This report from HOK’s WorkPlace group explores how designers can help organizations influence the physical and cultural adaptations required to create physical work environments that support the full range of employees: neurotypical and neurodivergent.

Note: Neurodiversity is a term used to describe a broad range of conditions, some of which likely will be unresponsive to design solutions. HOK’s approach to inclusive design is based on our experience as designers and architects with the objective of providing a wide range of options for users with different needs. Any attempt to address the needs of neurodiverse individuals should also include review of human resources policies, implementation of technology solutions and building operations among other considerations. HOK does not represent that any design solution discussed in this publication is capable of achieving any specific outcome for an individual user.