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- Creating a Neurodiverse-Friendly Workplace: A Win for Everyone
Creating a Neurodiverse-Friendly Workplace: A Win for Everyone
Companies that embrace neurodiversity in the workplace gain multiple benefits. More and more businesses are recognising the value of inclusivity.
"There is growing interest in how workplaces can become more inclusive, which is a positive development" says Annika Petersson, Head of Project Sales at AJ Products HQ in Sweden.
Understanding neurodiversity in the workplace
Neurodiversity refers to natural variations in how people think, learn and process information. This includes conditions such as ADHD, autism, Tourette’s syndrome and differences in communication and sensory processing. In the UK, it’s estimated that 1 in 7 people is neurodivergent (more than 15% of the population), although growing awareness and increased rates of late diagnosis suggest the true figure may be even higher.
"It's important to emphasise that neurodiversity has nothing to do with intelligence. It simply means experiencing the world differently - not in a better or worse way," says Jenny Kindgren, behavioral scientist and training manager at Riksförbundet Attention.
"It's important to emphasise that neurodiversity has nothing to do with intelligence. It simply means experiencing the world differently - not in a better or worse way," says Jenny Kindgren, behavioral scientist and training manager at Riksförbundet Attention.
Noticing details that others might miss
These differences can also be strengths. Neurodivergent colleagues at work can often bring unique problem-solving approaches, spoting details and solutions that others might overlook. Many have deep interests and the ability to hyperfocus, allowing them to work with exceptional dedication on specific tasks. More broadly, having a diverse team with a wide range of skills, perspectives and ways of thinking is a major asset to any workplace.
Teams made up of people with different characteristics, persepctives and backgrounds tend to perform better than those where everyone thinks alike. Neurodivergent employees can bring fresh ideas, challenge outdated ways of working and introduce new approaches. Their unique perspective can help to create a more balanced, dynamic, and innovative workplace.
In 2024, the AJ Products team in Halmstad, partnered with the Swedish Association of Attention to help make workplaces more inclusive. At AJ Products, our aim is to create work environments where everyone can thrive and reach their full potential. Our product range includes solutions designed to support more accessible and adaptable workplace for neurodivergent employees.
"We’ve made it a priority to deepen our understanding of neurodiversity so we can offer solutions that make working life easier and more inclusive. It’s encouraging to see the growing interest in making workplaces more accessible" says Annika Petersson, Head of Project Sales Office at AJ Products.
Explore Our Neurodiverse-Friendly Products
"We’ve made it a priority to deepen our understanding of neurodiversity so we can offer solutions that make working life easier and more inclusive. It’s encouraging to see the growing interest in making workplaces more accessible" says Annika Petersson, Head of Project Sales Office at AJ Products.
Explore Our Neurodiverse-Friendly Products
Why workplaces need to be inclusive
Awareness of neurodiversity has grown in recent years, and many businesses are keen to learn more. Jenny Kindgren has observed a strong commitment from companies looking to create more inclusive and supportive working environments.
"I believe we’re experiencing a paradigm shift,” says Jenny Kindgren. “What’s driving this change is that many young adults entering the workforce are open about their neurodiversity diagnoses, something that wasn’t as common in the past.
This shift also brings rising expectations for employers. New recruits, who are used to receiving support and reasonable adjustments during their education, expect the same level of understanding and accommodation in the workplace.
While progress has been made, there is still a long way to go. Jenny Kindgren compares the situation to how, over recent decades, workplaces have become better equipped for employees with mobility disabilities installing lifts, ramps and accessible toilets. However, similar progress in adapting workplaces for neurodiversity is still lacking.
“Because some neurodivergent differences are invisible, many people don't realise that the same strong support for making adjustments exists” says Jenny Kindgren. “Employers need to be more proactive. If you want to be seen as an attractive employer, investing in an inclusive work environment shows that you genuinely care about your employees.”
How can we create a neurodiverse-friendly workspace?
“Many neurodivergent individuals find it challenging to filter sensory stimuli and can be particularly sensitive to certain sounds,” explains Jenny Kindgren. “One effective way to support them is by reducing noise in the workplace. This can be done through the use of soundproofing materials, acoustic panels, curtains and upholstered furniture. It’s also important to ensure that desks and workstations have surfaces that minimise noise. Noise-reducing headphones can be a useful addition as well.”
A well-organised and structured work environment, where everything has its designated place, can be incredibly beneficial. Labelling cabinets and storage areas with text or images is a simple but effective way to make it easier to find and organise items.
Lighting is another key consideration. For some neurodivergent individuals, bright spotlights or fluorescent lighting can feel overwhelming. Dimmable lamps or softer, indirect lighting can help create a calmer, more comfortable workspace.
“It’s also a good idea to create clearly defined areas within the workplace” suggests Jenny Kindgren. “For instance, quiet zones that offer privacy and and more stimulating spaces designed to encourage creativity. Additionally, incorporating recovery areas with sound-absorbing furniture, such as high-backed sofas and room dividers, allows employees to take breaks and recharge.”
Supporting neurodivergent employees also means giving them the flexibility to choose how and where they work best. Encourage a culture where it’s perfectly normal to step away from the desk and make use of quieter spaces when needed. A calm, uncluttered office design free from overly bright or busy visuals can also help reduce sensory distractions and make the environment more comfortable for everyone.
Flexible working arrangements can be a game-changer. Some employees may thrive with homeworking, where they have full control over their environment. For those who need to be onsite, flexible hours can make commuting and transitioning into the workday less overwhelming.
Above all, creating an inclusive and psychologically safe workplace is essential. Many neurodivergent individuals are reluctant to disclose their condition unless they feel supported. Open conversations are key. Ask employees what adjustments would work best for them and trust them to know what they need.
The benefits of neurodiverse adaptations for all employees
Dopamine plays a key role in concentration and focus and one effective way to boost dopamine levels is through movement and physical activity.
“Create work environments that promote movement,” suggests Jenny Kindgren. “This can include active seating options like stools, balance balls, saddle chairs and height-adjustable desks. For even more flexibility, there are treadmills that allow you to walk while you work. Smaller items like stress balls and fidget spinners can also support focus throughout the day.”
Jenny Kindgren views adapting workplaces for neurodiversity as just one part of a much bigger picture. The positive effects, she believes, will ripple throughout the entire organisation.
“It’s important to remember that these changes don’t just support neurodivergent individuals, they help the whole team” says Jenny Kindgren. “There’s always someone at work dealing with stress, and stress can lead to symptoms that mirror neurodivergent conditions. A calm and supportive environment benefits everyone, whether they’re neurotypical or neurodivergent.”
Tips to Make Your Workplace More Neurodivergent-Friendly
- Soundproofing: Reduce disruptive noise by installing acoustic panels and furnishing with sound-absorbing materials such as upholstered seating, carpets and curtains.
- Adjustable lighting: Use dimmable lighting and provide individually adjusted light sources to minimise visual overstimulation.
- Separate workspaces: Create quiet focus rooms where employees can work privately without distractions.
- Screens: Install partition walls and desk screens to reduce visual disturbances and support focus, especially in open-plan offices.
- Flexible workspaces: Let employees choose where to work based on their preferences and the nature of their tasks.
- Regular breaks: Encourage short, regular breaks to prevent overstimulation and improve focus.
- Sensory aids: Provide access to sensory tools such as stress balls or fidget items that support focus through self-regulation ("stimming").
- Structured work environment: Maintain clear routines and communicate them in writing to support planning and reduce unexpected changes.
- Active seating: Offer alternatives like balance balls, saddle chairs or desk bikes to promote movement and reduce restlessness during desk work.
- Training and awareness: Educate all staff on neurodivergence and the importance of inclusion and reasonable adjustments.
Making these changes helps create a more inclusive and supportive environment for all employees, whether or not they have a neurodivergent diagnosis.
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