At the time of the World Wars, many of the words we use today around neurodiversity did not exist, diagnoses were rare, and the understanding of neurodiversity was limited, and equally rarely spoken about.
With the well-received publication of PAS 6463 ‘Design for the mind – Neurodiversity and the built environment’, back in 2021, it is evident that times are changing for the better and today is a good time to reflect on this helpful and necessary guidance document.
Adapted from guidance within PAS 6463, here are a few questions to check that neurodiversity inclusivity is being considered in your workplace:
- Are alternative entrances and exits from your building provided, with clear signage, to help reduce the sense of crowding and imposing on personal space?
- Where corridors and circulation spaces are exceptionally long, are there warning sign explaining the distance and has seating being considered at dead-end corridors to permit siting and re-orientation?
- Have floor markings and large patterns be avoided, which could be misinterpreted as changes in level, holes or physical objects?
- When designing wayfinding information have at least two senses been kept in mind, to allow for interpretation via multiple senses, such as visual, audible or tactile format?
- When purchasing new equipment, has a preference for low noise levels or silent devices been considered, such as buying recycled paper towels as opposed to a noisy hand dryer?
- Are food menus for canteens provided in advance where options vary on a day-to-day basis, to allow time to interpret?
It is within all our interests to embrace neuro-inclusion in the workplace, to improve employee engagement, performance, well-being and retention, increase creativity and innovation, to name a few. Today, let’s also reflect on our moral obligations too.