After attending the launch of Designing Neuroinclusive Workplaces by Kay Sargent, I was struck by how much more we can do to support neurodivergent individuals at work and how much we’re missing out by not doing so. Sargent’s book offers a practical, empathetic framework that inspired me to reflect on how we can start making meaningful changes today.  

Neurodiversity refers to the natural variation in how people think, learn and process information. Conditions such as autism, ADHD and dyslexia are part of this spectrum and when supported these differences can bring strengths like creativity, deep focus and innovative thinking to teams. 

One of the most compelling insights from Sargent’s work that I thought is key as a consultant, is the importance of sensory experience. Some autistic individuals may experience hypersensitivity, where bright lights or background noise can be overwhelming; or hyposensitivity, where they may seek extra stimulation to stay engaged. These aren’t quirks or weird behaviours; these are real needs that can affect the wellbeing and performance of an individual.  

Sargent advocated for Activity-Based-Working (ABW) as a powerful approach to inclusion. ABW offers variety and autonomy, allowing people to choose environments that suit their needs. However, it’s not just about layout, it’s about thoughtful design. Dimmable lighting, quiet zones, movement-friendly furniture and tactile tools can make a big difference.  

To bring this to life, I spoke with a family member of mine who is neurodivergent. They shared how small changes, like being able to wear noise-cancelling headphones or having access to quiet spaces can help them feel more focused and less anxious at work.  

So where can organisations start?  

• Run A Sensory Audit: Ask employees how they experience a space? Are there triggers such as lighting or constant noise?  

• Design For Flexibility: Offer quiet zones, adjustable lighting and movement-friendly areas 

• Start Conversations: Inclusion begins with actively listening. Create safe spaces for employees to share what works for them 

This isn’t the full answer but, I think it’s a constructive way to begin making a difference in the workplace especially around the ability to have open and honest conversations. As Sargent’s book makes clear, designing for neurodiversity isn’t just inclusive, it’s strategic. By creating environments where everyone can thrive, we can unlock the full potential of our teams.